Reference no: EM132975429

Goal Setting

The success of setting goals is based on the idea that employees will work hard to achieve the goal. In reality, this idea is not quite as simple as it sounds. For example, if a goal is set too high and someone knows he or she will not be able to achieve that goal, that employee is likely to simply give up. Conversely, if a goal is set too low, employees may not be motivated to exceed that goal. Others issues that can occur include that people can become too focused on one goal and disregard others as less important (sales goals versus quality goals, for example).

While goal setting concepts are often seen by management leaders as a way to accomplish a task (for instance, getting salespeople to sell 10 cars in a week) from an HR perspective, goal-setting programs are about motivating employees to achieve a hard, but achievable goal. Goal-setting concepts are not intended to provide a single-purpose method of achieving a motivated workforce.

• What other motivation concepts discussed in the readings for this unit would need to be combined with goal setting to develop an effective motivational program? Defend your ideas with reference to appropriate scholarly sources.