Goal Setting
Abstract
Goal setting is a key to achieving success in any endeavor. It is very complex to know where one is going if one does not know where to go. Everyone needs goals to be enthused, grow or increase performance especially with strong goals. Setting goals for example helps employees know where they need to go and how they should go about getting there. It also helps employees manage themselves. Employees should set goals that are SMART: Specific, Measurable, Achievable, Realistic, and Timely. Goals represent expectations and if employees have higher expectations then employees will have improved performance as long as employees achieve their goals. Most of the time, what employees need is motivation, meaning, and purpose in their jobs and if employees set worthwhile goals, they will find life but work more specifically more fulfilling and exciting. Once there is an aim, there is purpose and fulfilling that purpose increases performance as there is realization of achieving success.
REWARD VS. RECOGNITION
While businesses are looking to get more from their employees, employees are also looking to get more from them. Through employee reward and recognition programs, employers can motivate employees to change work habits and key behaviors to increase the business’ profit. Employee reward system refers to programs set up by companies to reward performance and motivate employees on group or individual levels. They tend to be separate from employee salary but are some form of monetary rewards. Previously reward systems were considered the domain of large companies and businesses, but now even small businesses are offering them to lure top employees in a competitive job market or to simply increase employee job performance.
Although often combined with employee recognition programs, reward programs have a slightly different purpose. Recognition programs do not tend to be monetary in nature even if they cost the company. Recognition according to Sue Glasscock
Goal setting is a key to achieving success in any endeavor. It is very complex to know where one is going if one does not know where to go. Everyone needs goals to be enthused, grow or increase performance especially with strong goals. Setting goals for example helps employees know where they need to go and how they should go about getting there. It also helps employees manage themselves. Employees should set goals that are SMART: Specific, Measurable, Achievable, Realistic, and Timely. Goals represent expectations and if employees have higher expectations then employees will have improved performance as long as employees achieve their goals. Most of the time, what employees need is motivation, meaning, and purpose in their jobs and if employees set worthwhile goals, they will find life but work more specifically more fulfilling and exciting. Once there is an aim, there is purpose and fulfilling that purpose increases performance as there is realization of achieving success.
REWARD VS. RECOGNITION
While businesses are looking to get more from their employees, employees are also looking to get more from them. Through employee reward and recognition programs, employers can motivate employees to change work habits and key behaviors to increase the business’ profit. Employee reward system refers to programs set up by companies to reward performance and motivate employees on group or individual levels. They tend to be separate from employee salary but are some form of monetary rewards. Previously reward systems were considered the domain of large companies and businesses, but now even small businesses are offering them to lure top employees in a competitive job market or to simply increase employee job performance.
Although often combined with employee recognition programs, reward programs have a slightly different purpose. Recognition programs do not tend to be monetary in nature even if they cost the company. Recognition according to Sue Glasscock
References: Schermerhorn, J., & Hunt, G., & Osborn, N., (2008) Organizational Behavior Max, D., & Bacal, R. (2004) Perfect phrases for Setting Performance Goals Deeprose, Donna. (1994) How to Recognize and Reward Employees Klubnik, Joan P. (1995) Rewarding and Recognizing Employees Hellriegel, Don, and Slocum, John W., (2007) Organizational Behavior