The Effectiveness of Motivation Theory - amazonia.fiocruz.br

Introduction Due to globalization and increased competition in the business environment, organizations have come up with strategies to enhance their competitive advantage and sustainable wealth creation through effective goal setting strategies. Consequently, researchers have focused on formulating theories and concepts to describe how goal setting affects individual employees and the organizations they work for. As such, there have been conflicting perspectives on goal setting with particular Theorh on performance and achievement of organizational goals and objectives.

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On the other hand, supervisors and company managers are focused on enhancing employee productivity by developing strategies for employee motivation and aligning company objectives to personal goals. In this regard, goal setting has been an integral part of overall business strategies and human resource management in particular.

Experts have also focused on formulating hypothesis and providing empirical evidence on the application of goal setting in the achievement of organizational goals. Much work has also been done in describing the role of goal setting as a strategy for enhancing performance through employee motivation. The critics of the goal setting strategy have made their suggestions based on contradicting perspectives like the expectations and social cognitive theories which have been applied successfully in social psychology to describe human behavior.

This paper critically examines the theory of goal setting and employee motivation. In addition, the paper reviews theories and concepts that provide conflicting perspectives on goal setting and employee motivation strategies. Organizational Goal setting At the organizational level, goal setting refers to the establishment of corporate goals and objectives and matching these goals to employee capability and personal goals.

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However, the concept of goal setting elicits conflicting perspectives from researchers and managers. While some managers recognize the need for balancing organizational needs to employee development, others are more focused in The Effectiveness of Motivation Theory organizational objectives in total disregard for employee welfare. Despite these conflicting managerial practices on goal setting, there is an apparent consensus that effective goal setting must focus on specificity, time, achievability, and quantification. More The Effectiveness of Motivation Theory, goal setting has a profound application not only in achieving organizational values and missions but also in personal development.

Experts agree that goal setting strategies must https://amazonia.fiocruz.br/scdp/blog/culture-and-selfaeesteem/what-are-the-affects-of-nursing-care.php a balance between organizational objectives and employee capacity and development. This balance must emphasize on the individual needs and behavior of the employees as a major resource in organizational development and sustainable creation of wealth.

The theory of goal setting There have been conflicting perspectives on the theory of goal setting as one of the most effective strategies for enhancing organizational performance and profitability while developing the employee. The proponents of the goal setting theory argue that employees are able to identify with organizational values, mission and objectives at personal level.]