1. Reading/LectureRole PlaySelf-Assessment Latham Article Chapter 2,5,6 Goal Setting as supervisor - State Bank of Vermont - Probationary officer Career Goal Setting Motivation & Learning

2. Theories of Motivation 1.What is motivating? (aka Process Theories) – Expectancy Theory – Equity Theory – Goal Setting Theory  Most Valid 2. What motivates you (aka Need theories) – Maslow’s Hierarchy of Needs – Aldefer’s ERG Theory – McClelland’s Theory of Needs  Most Valid, covered in a different session

3. Goal Setting Theory Why do goals improve performance? – Personal examples What makes goals more effective in improving performance? – Personal examples, research studies

4. Why do goals improve performance? Goals Focus attention on behaviors that will attain goal Increase how hard one works on task Lengthen time spent on task Promote use/discovery of knowledge needed to do task Improved Task Performance e.g., graduate school, glucose intolerance

5. Self-Assessment Write down your 10 year career goal that you were asked to reflect on in previous sessions….. Think based on – Education? Industry? – Rank in the company? – Kind of work you would like to do

6. Sample good career goals To work as a Chartered Accountant in a firm with great people...find a career that I feel excited about doing every day. My ideal position within a company is somewhere that I am challenged to learn new things every day and in which I get to interact with many different people. To work as a manager in the next 5 years and then transition into advisory. I would like to move into advisory in a firm and eventually hold a board position(s). My ideal position within a company is as a business consultant with a focus on sustainability and corporate social responsibility. To work as a certified CPA accountant at an environmentally conscience organization. My ideal position within a company is CFO. I am striving towards my goal of working for the following company/companies: entrepreneurial start up/ new technology ( ie TESLA ), renewable energy company. Accounting firm, government

7. What makes goals more effective in improving Performance? 2. Knowledge to attain goal 4. Commitment to goal 3. Feedback on progress toward goal 5. Situational Conditions Improved Performance 1. Specificity & Difficulty of Goal Goals

8. Type of Goal Setting Goal Specificity Specific & Difficult Goal“Do your best” Goal PerformanceHighLow Unskilled, uneducated loggers paid at piece rate were randomly assigned to one of two groups 1. Specificity & Difficulty of Goal - Research

9. Why do specific & difficult goals result in better performance than ‘do your best’ goals? Do your best goals No external standard for Performance Performance defined individually Specific & Difficult Goals Clear performance standard Low Performance High Performance 1. Specificity & Difficulty of Goal

10. Training Increase knowledge on how to do task Improved Performance Goals Set Learning Goals 2. Knowledge to attain goals can be increased via..

11. Learning goals – Examples: learn to network; master specific subject matter Performance goals – Example: attain specific GPA at end of semester Learning Goals

12. Learning goal – facilitate planning – focus on understanding the task – Monitor & evaluate progress toward goal attainment – Such behaviors are especially needed in unstructured environments (cited in Latham & Locke, 2006) Why do learning goals lead to Performance

13. Recall… – Learning goals: learn to network; master specific subject matter – Performance goals: attain specific GPA at end of semester (cited in Latham & Locke, 2006) Evidence on Learning Goals Leading to Performance Type of Goals Learning GoalsPerformance Goals GPA of MBA students HighLow

14. Reflect on your Career Goal Based on the research reviewed so far, consider… – Is your career goal specific and difficult? – Do you “know” what you need to Know to attain your career goal? What are your learning goals What training to you need? – Besides specific subject matter

15. Provides immediate feedback on whether Behavior is consistent with goals Sub Goals Improved Performance Goals 3. Feedback on progress toward goal

16. Reflect on your Career Goal Based on the research reviewed so far, consider… – What are your sub-goals that will give you feedback on whether you are progressing toward your career goals

17. Review: What makes goals more effective in improving Performance? 2. Knowledge to attain goal 4. Commitment to goal 3. Feedback on progress toward goal 5. Situational Conditions Improved Performance 1. Specificity & Difficulty of Goal Goals

18. 4. Commitment toward goals 1. Making goal public 2. Assigning/setting goals that implicitly convey Confidence in performer 3. Making goals important By rewarding their achievement Increased Commitment

19. Evidence on How Rewards Lead to Commitment Type of Reward MoneyPraisePublic Recognition > = Goal importance Rewards Goal Commitment Why do rewards affect commitment?

20. Review of Learning

21. Reflect on your Career Goal How will you ensure commitment to your career goals? – What rewards? – Can you make it public? – Does it convey confidence in your own ability to achieve it?

22. Example: High Role Overload  having excess work without resources to accomplish task Goals positively affect performance only when overload was low (cited in Latham & Locke, 2006) Goals Improved Performance Situational Conditions 5. Role of situational conditions on goal attainment?

23. Application of Goal Setting Theory to Your Career Goals: Sample Exam Question Are your career goals specific and difficult? What are the mechanisms by which you will increase knowledge to accomplish goals (i.e., training or research)? What learning goals will you have? What are potential sub-goals that will enable you to get feedback on how you are progressing toward your goals How would you ensure commitment after completing each sub-goal? What are the situational obstacles adversities that may stand in the way from achieving your goals and how will you overcome them?

24. Why goals improve performance – Focus attention – Promote use of knowledge – Increase amount of time on task – Increase amount of effort on task What makes goals more effective in improving performance – 1. Specificity & difficulty of goals – 2. Knowledge of how to attain goals – 3. Feedback on progress toward goals – 4. Commitment to goals – 5. Situational constraints What you learned today

25. Application of Goal Setting to your Leader Role : aka Management by Objectives Manager & employee meet to develop objectives and timeframe to achieve - Goal setting role play Feedback sessions for monitoring purposes - Performance feedback role play

26. ROLE PLAY TIME!

27. Debriefing Questions also Sample Exam Questions In your role play, how did you … make your goals specific and difficult? increase knowledge to accomplish goals? - Set learning & training goals, set sub-goals, enable feedback toward progress Increase commitment to goals overcome situational obstacles

28. Debriefing Questions also Sample Exam Questions How do you place the organizational goal and your own goal as a supervisor in the context of your subordinate’s goals Goal setting vs. Micro managing Does goal setting emphasize short-term results at the expense of long-term effectiveness? How does goal setting deal with employees who have multiple goals, some of which are conflicting? What barriers in an organization can you identify that might limit the effectiveness of a goal-setting program? How can these barriers be overcome?