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