Author: Goran KuljaninPublisher:
ISBN:
Category : Goal setting in personnel management
Languages : en
Pages : 190
Book Description
Disentangling the Effects of Goal Difficulty and Specificity
Author: Goran KuljaninPublisher:
ISBN:
Category : Goal setting in personnel management
Languages : en
Pages : 190
Book Description
Learning and Performance Goals
Author: Gordon Bruce SchmidtPublisher:
ISBN:
Category : Goal (Psychology)
Languages : en
Pages : 374
Book Description
The Effects of Goal Difficulty, Goal Specificity, and Feedback on Performance
Author: Rita Nash McGuirePublisher:
ISBN:
Category : Feedback (Psychology)
Languages : en
Pages : 90
Book Description
The Effects of Goal Specificity, Goal Difficulty, and Task Complexity on Performance
Author: Harvey Gerson BersonPublisher:
ISBN:
Category : Goal (Psychology)
Languages : en
Pages : 146
Book Description
The Effects of Goal Specificity, Goal Difficulty and Goal Source on Endurance Performance
Author: Anthony Steven PepperPublisher:
ISBN:
Category : Competition (Psychology)
Languages : en
Pages : 160
Book Description
The Effects of Goal Difficulty on Performance
Author: Andrew C. StedryPublisher: Forgotten Books
ISBN: 9780332089195
Category : Mathematics
Languages : en
Pages : 64
Book Description
Excerpt from The Effects of Goal Difficulty on Performance: A Field Experiment In spite of the theory and evidence indicating that organizations formulate goals for their activities y and the almost ubiquitous presence of budgets and quotas in organizations to influence behavior, systematic investigation of the effects of goals on behavior is rare. Psychological research on aspiration level has focused on how performance affects the aspiration level determination or how the latter is affected by personality variables or group influences. References will be found in Rotter (19510 and Lewin shag to studies which relate performance in Me; tasks to the aspiration level formation process used on the experimental task. Neither those works nor the more recent summary of Starbuck (1963) appear to indicate specific investigation of the effect of the aspiration level on performance in the same task. About the Publisher Forgotten Books publishes hundreds of thousands of rare and classic books. Find more at www.forgottenbooks.com This book is a reproduction of an important historical work. Forgotten Books uses state-of-the-art technology to digitally reconstruct the work, preserving the original format whilst repairing imperfections present in the aged copy. In rare cases, an imperfection in the original, such as a blemish or missing page, may be replicated in our edition. We do, however, repair the vast majority of imperfections successfully; any imperfections that remain are intentionally left to preserve the state of such historical works.
Goal Setting, Cognitive Ability and Task Strategy
Author: Jillian ShapiroPublisher:
ISBN:
Category : Cognitive styles
Languages : en
Pages : 324
Book Description
A Theory of Goal Setting & Task Performance
Author: Edwin A. LockePublisher:
ISBN:
Category : Business & Economics
Languages : en
Pages : 440
Book Description
Work Motivation
Author: Gary P. LathamPublisher: SAGE
ISBN: 1412990939
Category : Business & Economics
Languages : en
Pages : 457
Book Description
Work Motivation: History, Theory, Research, and Practice provides unique behavioural science frameworks for motivating employees in organizational settings.
Long-term Effects of Goal Difficulty and Improvement Goals on Attitudes and Performance
Author: Megan T. ArensPublisher:
ISBN:
Category : Goal (Psychology)
Languages : en
Pages : 112
Book Description
Numerous studies have found that assigning specific and difficult goals consistently leads to higher performance than urging people to do their best (Locke & Latham, 2002). However, little research has studied the effects of goal difficulty on performance over repeated trials. In this study, performers were assigned a specific outcome goal attained by 10% of performers (norm-referenced goal, NR), a specific improvement goal attained by only 10% of performers (self-referenced goal, SR), or a do one's best goal. Arguments for specific hypotheses were based in achievement goal, goal commitment, and self-regulation theories (e.g. Grant & Dweck, 2003; Locke & Latham, 1990; Wood & Bandura, 1989). It was hypothesized that these different goal assignments would influence motivational and affective consequences. More specifically, benefits from setting SR goals, compared to NR goals, were expected for performance, persistence, satisfaction, and personal goals. The benefits of possessing SR goals were expected to be strongest for low self-efficacy performers. Results neither supported significant main effects between goal type and performance nor the expected interaction of goal type and self-efficacy. However, participants assigned a NR goal set higher personal goals after all performance trials concluded than those told to do their best, and individuals with high self-efficacy set higher personal goals than those with low self-efficacy. Also, participants told to their best were more satisfied with past performances than those given a SR goal, and participants with high performance levels were more satisfied with past performances.