Organization Behaviors
Organizational Behaviour Cover page
Name: mohammed yusuf bulama Ic no: A00211405 Titile: organizational behaviors
Prepared for: Azlina
Prepared by: bulama
Question 1
1.0 Discuss goal-setting theory and its implication for managers.
Goal-setting theory: this theory was presented by Edwin Locke in late 1960s which planned that aims to work toward goal are a main basis of work motivation therefore, goals in essence inform workers anything that need to be done and the effort that is needed toward it. “In general, the more difficult the goal, the higher the level of performance expected”. ( Wiley. J. 2012).
Manager and employees have a distinct in a way that managers can set a goal for their workers, or the workers can progress by making goals together. There is advantage with goal setting toward employees which is to contribute in goal setting they may be more likely to work toward a goal they assist in development. It doesn’t make difference on who set s the goal however, the workers do perfect when they get feedback on their Development. There are four factors in the feedback that influence the goal-performance relationship 1. The worker need to be dedicated to the goal 2. Also the worker need to be sure that he are capable of doing a task 3. Task that engage in accomplishing the goal should be simple, recognizable, and independent. 4. And also the theory of the goal setting is culture bund and is famous in North American culture.
Therefore, if this method of this goal setting theory is going to be followed, then managers need to get in touch with their workers in determining goal aims in order to present objective for motivation. ( Wiley. J. 2012).
According to Hearst communications inc. (2012) stated that “Drs. Edwin Locke and Gary Latham are credited
Name: mohammed yusuf bulama Ic no: A00211405 Titile: organizational behaviors
Prepared for: Azlina
Prepared by: bulama
Question 1
1.0 Discuss goal-setting theory and its implication for managers.
Goal-setting theory: this theory was presented by Edwin Locke in late 1960s which planned that aims to work toward goal are a main basis of work motivation therefore, goals in essence inform workers anything that need to be done and the effort that is needed toward it. “In general, the more difficult the goal, the higher the level of performance expected”. ( Wiley. J. 2012).
Manager and employees have a distinct in a way that managers can set a goal for their workers, or the workers can progress by making goals together. There is advantage with goal setting toward employees which is to contribute in goal setting they may be more likely to work toward a goal they assist in development. It doesn’t make difference on who set s the goal however, the workers do perfect when they get feedback on their Development. There are four factors in the feedback that influence the goal-performance relationship 1. The worker need to be dedicated to the goal 2. Also the worker need to be sure that he are capable of doing a task 3. Task that engage in accomplishing the goal should be simple, recognizable, and independent. 4. And also the theory of the goal setting is culture bund and is famous in North American culture.
Therefore, if this method of this goal setting theory is going to be followed, then managers need to get in touch with their workers in determining goal aims in order to present objective for motivation. ( Wiley. J. 2012).
According to Hearst communications inc. (2012) stated that “Drs. Edwin Locke and Gary Latham are credited