Goal Setting

It is important that organizations implement a monitoring system to insure that employees are learning on the job. Just because employees are educated in a classroom does not mean that they have the knowledge to do the tasks efficiently and effectively as possible. Knowledge comes from experience of performing daily tasks and as the employees achieve more experience on the job the greater the knowledge they will gain (Carving, 2000). Most employees want to achieve the greatest success in life and at work.

It is important that organizations find ways to compliment the employees successes through a reward or incentive program that will reinforce positive learning. Managers need to find ways to follow-up with employees on what they have learned and this can be accomplished through employee evaluations and refresher training on a periodic basis. Keeping the employee in the know is also a very important element. The employee needs to have the understanding that what is expected of them through goal setting and timeliness.

If an employee has a guide of expectations it will assist the management team to understand if the employee is acquiring knowledge at the standard rate. Managers have to now when employees are not gaining knowledge. Knowledge management is more than just placing an employee in a job and asking a co-worker to train them. In a knowledge management environment the manager may find that an employee with many years of experience was never properly trained. This failure in appropriate training may be costing the employee efficiency or quality.

To get the greatest rewards from all of the company’s assets it is important to understand the overall value of the asset. If employees are top of the organizations assets it is important to get the greatest return on the investment. Employees must work in a positive culture and positive environment. Employees will learn at a faster rate if the culture and environment that they are working in is a positive environment. If other employees step-up to give new employees direction or find ways to assist with mentoring employees the organization will achieve higher levels of success.

Managers must understand that to build the greatest teams it takes a level of knowledge of how the game is played. Managers can not just throw employees into work they must give employees the opportunity to learn the task and the job. There must be a high level of profitable learning through a sharing process. Employees need the time to interact and feel they are an important element to the team in which they work. The results of the team will be much greater if the knowledge is spread throughout the whole organization.

According to Rummies (2002) knowledge management is a systematic process by which knowledge needed for an organization to succeed is created, captured, shared and leveraged. Managers must monitor the knowledge levels in every employee and insure that each employee is learning at a positive rate. To achieve the greatest success knowledge management must be enforced for organizations to succeed. This is why through economical uncertainty it is important that organizations implement and manage how knowledge is evolved.

As the Director, one of my concerns is setting the goal early on and encouraging a sense of empowerment in my subordinates. My setting the goal of creating a staff handbook, I will set effective goals which are critical to my role. Because I expect high performance from my employees, and this performance is measured based upon goals set or meet by either myself or other managers I will create a focused goal. This focus will direct the employee’s attention and actions towards meeting the goal. In addition, it will mobilize the general team building effort to making sure that reasonable strategies are in place to attain those goals.

Furthermore, I must make sure that those goals are considered reasonable in the first place. If they are not reasonable or appropriate the job will not be completed appropriately. In addition, if I expect unreasonable goals then my employees will have a negative impact in their overall performance. As I will be organized in the goal setting, I also must make sure that the goals are effectively measurable. These measures are quantitative such as having a timeframe for completion of each milestone of the project in place (Jensen, McMullen, and Stark 2007, p. 46-47).

When goals are considered measurable then when conflicts arise which challenge due dates or completion of aspects of a project, then strategic decision making will occur which will change those due dates if required or request more aid from other team members. This will allow me to fully measure the capacity of employees so that tasks can be moved around if need be. . On a psychological level, it is imperative that my employees consider that each goal is achievable. For instance, should inadequate or unavailable resources be seen then employees will fail to deliver because they don’t have what they require to complete the project.

Furthermore, the employees and I will be functioning on insufficient information. It is highly potential for insufficient information to entail bad decision making or incorrect data being presented. It is important that challenges be in place for employees as well. As challenges and ambition go hand in hand, empowerment is usually a great way to deal with an uncertainties being faced by employees. By empowering individuals, I can also tend to recognize individuals for being proactive and doing a good job. Research on this has provided that higher goals yield higher performance to ensure that they do the best job possible.

Therefore, my employees will feel motivated in their roles and I too will see a higher level of performance and higher expectation level. Because I wish to train my new recruits as well as motivate both the experienced employees as well as the newest members of my team, I must provide feedback and rewards to make sure that the project and performance is on track. These elements will encourage participation in the goal-setting components of the creation of the staff book (Martin 2005, p. 175-184) My chief role as Director is to set objectives.

I lay out what the objectives should be, determine various aspects or what goals need to be in each required area, determine what has to be done to reach the set objectives, and communicate effectively to make sure that my subordinates can attain the objectives. Another requirement for my role is to organize. As I analyze and make decisions about the project, I can divvy that work up into manageable objectives and group various employees and their required skill sets into a particular organizational structure. In addition to organizing or planning, I also motivate and communicate.

By making individual subordinates responsible for various jobs I can manage more effectively. At that time, I can constantly be communicating and rewarding individuals or units for a job well done. In order to reward individuals, I must make sure that I can efficiently measure performance. Each employee should be aware of what the measurements are, i. e. timeframe for completion of milestone in the project, and at the same time aid can be provided if those measurements are in jeopardy of not being met. Last but not least, good management practice is also to develop people and their talents (Drucker 1986, p.

344-345). In terms of the generic concept of employment law, in a voluntary organization, as with many nonprofit corporations, employees are seen as volunteers and not employees. Nevertheless, a volunteer is majority of the time still considered an agent. However, these laws are murky when it comes down to if employment law applies to volunteers as well. This area of law is relatively new. Material here is divided upon into three categories: probably not applicable, probably applicable, and applicability unclear and is used in hypothesizing if the law applies to volunteers or not.

My concern is that my employees might feel that they do not have to work under the applicable employee principles and policies because they might be under the frame of mind that these rules do not apply to them. These newest recruits must still be aware that there is a hierarchy and employee rules which must be abided by for the creation of the employee handbook and consecutive policies to be successful. Early on in their training, I and my subordinate managers will lay out the ground rules for team workings, protocols, and expectations. This will enable my employees to become immediately aware of the in-place leadership style.

Goal setting involves establishing specific, measureable, achievable, realistic and time-targeted (S.M.A.R.T) goals. The theory of goal setting suggest that an effective tool for making progress is to ensure, whether in a group of on a personal level. Setting goals helps people work towards their own objectives, most commonly with financial or career based goals. Goals are a form of motivation that sets the standard of self-satisfaction with performance. Achieving the goal one has set for oneself is a measure of success. Goals do not necessarily have to be big. If you set goals too high you might become over whelmed and just give up. This is why small goals are ideal because you can achieve then and the setbacks won’t knock you down so hard.

Introduction:

Why is a personal or career focus on goal setting so critical? This paper provides an overview and refresher about setting great goals. Here, you’ll find background and ideas on how to establish a goal setting approach in your personal life and career, designed to guide you toward implementing your goal setting strategies. This guide is appropriate for use by a business to support performance management policy making, by business managers to understand and execute their role in guiding their team members as they set their goals. Also, by individuals as they write strong stretch goals that will help move their lives and business forward. Make the content work for you in executing a consistent and effective goal setting approach.

Goal Setting

How would someone go about setting goals?

According to the website www.mintools.com/page6.html, by James Manktelow and Amy Carlson, the first thing when setting goals is decided what you want, if you don’t know what you want to achieve, be and succeed in then you risk being open to doing what others suggest. It requires you to make decisions and set deadlines. Second thing you would do to set goals would be to match your goals to relevant areas of life. By detailing your goals into specific realms of your life, you’ll gain more control and a sense of purpose over them. Thirdly, be positive when stating your goals, Instead of saying, “I am not going to miss my exercise routine today”, say “I’ll make time for 20 minutes on the treadmill.” By being positive when setting goals it will help you view it as a good thing to do and not what you have to avoid. Lastly, write it down. Putting it on paper, you are actually confirming your willingness to make it come true. A written list of goals is an effective reminder of what you need to do. The Kanban Board and the Pomodoro Technique would come in handy with setting goals. In conclusion, when setting goals make sure they are specific, measureable, achievable, realistic and timely (S.M.A.R.T) Identify strategies that someone can use to stay on course when achieving goals.

The website www.life123.com/stressmanagement/goalsetting, 10 strategies for personal goal setting: By Rachael Mork, the strategies some can use to stay on course when achieving goals is share your goals with a few key people, establish a support group. Complete at least one action per day. Being consistent will propel you towards your goal. Choosing a small task will make a dent in your to do list and may motivate you to do even more. Also, reward yourself, but don’t wait until you achieve your goal. Especially if it’s a long term one. Reward yourself as you reach certain milestones. Something as simple as scheduling time to yourself or maybe a special treat that you’ve felt guilty about indulging in can keep you motivated to keep going.

How would someone go about evaluating goals and achievement of those goals? The researchers Rynes, S., Brown, K., and Colbert, A. 2002. Seven Common Misconceptions About Human Practices: Research finding versus practitioner beliefs, Academy of Management Executives.16/ (3): 92-102. have explained to evaluate your goals and achievements of those goals is by listing your accomplishments in relation to your goal. List number of deadlines met or didn’t meet. Be sure to list any circumstances that may have prevented you from achieving your goals. Also, list the positive aspects of the achievement or performance. Continue listing examples of activities that supported your progress towards achieving your goals, even if you don’t meet them.

Conclusion:

Goal setting only becomes meaningful if you have motivation to reach the goals you set. Motivation may be said to consist of three Ds: drive, dedication, and determination. Drive is the internal force that gives you the energy to overcome inertia and initiate action. Discipline consists of positive, personal qualities such as commitment, devotion, and dedication that enable you to sustain your effort over time. Determination enables you to relentlessly pursue your goals, persist in the face of frustration, and bounce back after any setback. To reach your goals you must acquire and use effective strategies, but you also need character. Three character traits or virtues are particularly important for college and life success. Wisdom: Using knowledge to guide your behavior toward effective or good actions. Integrity: Doing what is ethical. Civility: Respecting the rights of other members of your college and larger communities. Violations of civility include insensitive use of personal technology in the classroom. “Studies of highly successful people, whether they be scientists, musicians, writers, chess masters, or basketball stars, consistently show that achieving high levels of skill and success requires practice” (Levitin, 2006). This is true even of people whose success is thought to be due to natural gifts or talents. For example, “during the Beatles’ first four years as a band and before they burst into musical stardom, they performed live an estimated 1,200 times, and many of these performances lasted five or more hours a night. They performed (practiced) for more hours during those first four years than most bands perform during their entire career”. Similarly, before Bill Gates became a computer software giant and creator of Microsoft,” he logged almost 1,600 hours of computer time during one 7-month period alone, averaging eight hours a day, seven days a week” (Gladwell, 2008). What these success stories show is that it takes time and practice for effective skills to take hold and take effect. Reaching long-range goals means making small steps. They aren’t achieved in one quick, quantum leap. If you are patient and persistent and consistently practice effective strategies, their positive effects will accumulate gradually and eventually have a significant impact on your success in college and beyond.

References

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When doing research and determining which resources are reliable and relevant there is one thing to keep in mind; not all information is created equal. Information can come in many forms and distinguishing the good from the bad can sometimes resemble walking through a mine field. One wrong source and your whole paper can explode. Sure it may not be that dramatic but the bottom line is good information will strengthen your paper; bad information will weaken it. If the resources used are not accurate or irrelevant, it can invalidate your argument or viewpoint.

If you utilize a source that has been referenced numerous times or compare information from various sources that can strengthen your work. Sources found on educational or government sites can reinforce your writing because it is corroborated by documentation. Other sites should be avoided since the information found there is tough to substantiate. In order to determine if a source is reliable, you should consider where the information originated, research the author, and evaluate all sources.

Oftentimes, common sense and knowledge of a particular subject matter can be vital in deciding whether or not a source is reliable and uncovering author bias. Does the information seem objective? Is it contradictory or inconsistent? Does the writer have an obvious agenda? Is there more emotion in the writing than facts? These are questions to ask when determining bias. Also, check to see if the author can substantiate his/her claims with evidence. After finding information that supports your topic or argument, investigate the author(s) to verify credentials.

If the article is written by an educator, go to the university or school’s web page and confirm employment. If their work is in a peer-reviewed journal then it is considered to be reliable. Each article in the journal undergoes an arduous review process and is assessed for accuracy by peers and experts. These journals include an expansive bibliography which cites other reliable sources solidifying the credibility of the article. However, it is sometimes necessary to verify the other sources to make sure each one is used in context to your research. . References Farooq, S. U. , Rehmani, R. , & Afridi, S.

A. (2010, June). Enhancing productivity and efficiency with time management. European Journal of Scientific Research, 43(2), 252-255. Retrieved from EBSCOhost database. This is an article covering the importance of attitude in time management. It discusses how time management is a personal commitment and focuses on accountability. It outlines goal setting, establishing priorities, communication, and avoiding procrastination as important aspects of effectively managing time and enhancing productivity. Radar, L. A. (2005, Jan/Feb). Goal setting for students and teachers. Clearing House, 78(3), 123-126.

Retrieved from EBSCOhost database. This article discusses the importance of teaching goal setting to students in order to guide them to success. It points out six steps that can lead students toward accomplishing their goals and communicates ways to overcome obstacles. Ellis, D. (2011). Becoming a master student (13th ed. ). Boston, MA: Wadsworth, Cengage Learning, 67-83. According to Ellis (2011), “The purpose of this book is to help you make a successful transition to higher education by setting up a pattern of success that will last the rest of your life” (p. 1).