Goal Setting Theory – Coursework Example
Goal-setting theory Goal-setting theory Various factors influence the successful attainment of goals by employees. As seen in the work of Locke & Latham (2006), designing milestones that help the employees track their progress in the course of their work is a perfect way that helps them have the motivation to achieve their set goals. The second factor is the motivation aspect. Through motivation, employees develop the zeal to work as well as have the spirit to understand how goals can be best attained through an understanding of the organization’s basic tenets and policies (Locke & Latham, 2002). This argument coincides with that of Pinder (2008) and Latham & Locke (2002) who indicate that motivation is derived from setting goals; thus, it is of essence that the employees comprehend the main principles of the goal setting theory if they have to enjoy successful professions. In this context, therefore, motivating employees and helping them track their progress provides the employees with a proper way of tracking their progress.
In my job as an AT&T Sales and Service Representative in an inbound call center, assigning goals has been used effectively. Through assigning task to different persons, the managers have managed to assign roles to persons who have the ability to do tasks that are fit for their expertise. This division of labor has created as sense of responsibility among the employees as each person feels that they do what they are best in doing. Tasks are also not only completed within the set timelines, but also in an impeccable way.
Latham, G. & Locke, E. (2006). Goal-setting theory. In S. G. Rogelberg (Ed.), Encyclopedia of industrial and organizational psychology (Vol. 2, pp. 279-282). Thousand Oaks, CA: Sage Publications.
Locke, E. A. & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), 705-717.
Locke, E. & Latham, G. P. (2006). New directions in goal-setting theory. Current Directions in Psychological Science, 15(5), 265-268.
Pinder, C. C. (2008). Goal-directed theories. In Work motivation in organizational behavior (2nd ed.). New York, NY: Psychology Press.