Goal Setting Theory
Goal Acceptance
- the extent to which a person accepts a goal as his or her own
Goal Commitment
the extent to which a person is personally interested in reaching a goal
The Goal- Setting Theory of Motivation
the goal-setting theory of motivation assumes that behavior is a result of conscious goals ans intentions. Therefore, by setting goals for people in the organization, a manager is able to influence their behavior
Fixed Ratio Schedule
reinforce behaviors after a certain number of them have been exhibited -ex: piece rate pay
Learning Definition
relatively permanent change in the behavior
Potential Effects of Punishment
-recurrence -emotional reaction -aggression -low creativity -fear of manager -high turnover and absenteeism
Learning Schedule of Reinforcement
-Continuous -Intermittent (variable/fixed, ratio/interval) -Implications
Components of Goal-Setting Theory
-Goal Difficulty -Goal Specificity -Goal Acceptance -Goal Commitment
A-B-C of Learning Theories - The Classical Conditioning
-Ivan Pavlov used dogs to describe this theory -it involves pairing of unconditional stimulus with conditioned stimulus to obtain a conditioned response -such responses were termed as "reflexive responses" -the idea of S-->R was the outcome of the classical learning theory
Goal Specificity
-the clarity and precision of a goal -specific, rather than vague, goals are typically the most effective
Management by Objectives
-a collaborative goal-setting process through which organizational goals cascade down throughout the organization -MBO programs help implement goal-setting theory on a systematic basis throughout the organization
Reinforcement Theory- Objectives
-define learning -detail different learning theories -discuss related aspects of learning -identify key managerial implication of learning
Goal Setting Theory Elements
-goals -goal mechanisms -feedback -commitment -self efficacy -participation -management support -goals and emotions -goals and self-management
2 Purposes of goal setting
-goals provide a useful framework for managing motivation. managers and employees can set goals for themselves and then work toward them -goals are en effective control device; control is motoring by management of how well the organization is performing
The Nature of Learning
-learning is relatively permanent change in in behavior or potential behavior that results from direct or indirect experience -it involves CHANGE -it is relatively PERMANENT -is is about BEHAVIOR -it can occur through DIRECT or INDIRECT experience
Goal Difficulty
-the extent to which a goal is challenging and requires effort -difficult, yet realistic, goals are typically the most effective
Goal Setting Theory Implications
-what should you set goals for? -should the goals be set for easily measurable, quantitative outcomes? -can goals be set for creative activity? -how hard should you make goals? -isn't setting outrageous goals stressful?
3 Types of Consequences
Pleasant -increase the probability of repeating a behavior Unpleasant -decrease the probability of repeating a behavior Neutral -consequences cause B-->C link to disconnect
Skinner's Operant Theory
Thorndike's Law of Effect -behavior with favorable consequences tend to be repeated, while behavior with unfavorable consequences tends to disappear Skinner's Ideas -behavior is primarily determined by its consequences -3 types of consequences can be identified pleasant, unpleasant, and neutral
Operant Learning Theory
Types of Consequences -positive, negative, neutral -defining consequences based on the frequency of occurrence of a behavior and types of consequences
Goal Setting (definition)
a very useful method of enhancing employee performance. Form a motivational perspective, a goal is a desirable objective.
Social Learning Theory
argues that people in organizations have the ability to learn through the observation of others Person--> environment-->behavior
Variable Interval Schedule
designed to reinforce behavior at more random points in time -supervisor walk by
Variable Ratio Schedule
reward people after a varying number of exhibited behaviors -ex: commission pay
Continuous Reinforcement
the simplest schedule and happens when a specific consequence follows each and every occurrence of a desired behavior -ex: praise
Fixed Interval Schedule
the single most common form of reinforcement schedule -workers are rewarded after a certain amount of time, and the length of time between reinforcement periods stays the same -ex: paycheck
Behavioral modeling
when employees observe the actions of others, learn from what they observe, and then repeat the observes behavior