Đang chuẩn bị nút TẢI XUỐNG, xin hãy chờ
Tải xuống
This chapter’s objectives are to: Describe the primary goals of an organization, explain the principles and different types of goal plans in an organization, outline different types of goals and the characteristics that make them effective, illustrate how managers secure team-level commitment to goals, describe how managers track progress of goal plans through performance dashboards. | Chapter 8 Setting Goals Describe the primary goals of an organization Explain the principles and different types of goal plans in an organization Outline different types of goals and the characteristics that make them effective Illustrate how managers secure team-level commitment to goals Describe how managers track progress of goal plans through performance dashboards Learning Objectives Goals must be set within a strategic framework consisting of mission, vision, and values Goals are important because they: Give direction Provide a sense of purpose and achievement Reinforce our beliefs Enable reaching our full potential Boost our self-esteem Setting Goals that Make a Difference (p. 202) Smart goals (p. 204) Specific – clearly defined goals help focus on the task Measurable – inform about the extent of progress Achievable – realistic and attainable Relevant – consistent with the organization’s mission, vision, and values Time-bound – provides a target for completion Setting Goals . | Chapter 8 Setting Goals Describe the primary goals of an organization Explain the principles and different types of goal plans in an organization Outline different types of goals and the characteristics that make them effective Illustrate how managers secure team-level commitment to goals Describe how managers track progress of goal plans through performance dashboards Learning Objectives Goals must be set within a strategic framework consisting of mission, vision, and values Goals are important because they: Give direction Provide a sense of purpose and achievement Reinforce our beliefs Enable reaching our full potential Boost our self-esteem Setting Goals that Make a Difference (p. 202) Smart goals (p. 204) Specific – clearly defined goals help focus on the task Measurable – inform about the extent of progress Achievable – realistic and attainable Relevant – consistent with the organization’s mission, vision, and values Time-bound – provides a target for completion Setting Goals that Make a Difference (cont.) When goals go wrong they (p. 207): Involve excessive risk-taking Increase stress Create feelings of failure Become a ceiling for performance Ignore non-goal areas Promote short-range thinking Promote dishonesty/cheating Setting Goals that Make a Difference (cont.) Principles of goal setting Clarity – goals must be clear, specific, unambiguous, measurable, and set within a time frame Challenge – people are motivated by difficult but attainable goals Commitment – ‘buy in’ more likely when: The task and its outcomes are perceived to be important Goal achievement is perceived to be possible (p. 210) Feedback – clarifies expectations, assesses and adjusts (if necessary) process, and recognizes good performance Task complexity – goals must be appropriate for complex tasks Appropriate resources (e.g., time and training) must be provided Goal Plans (p. 209) Business plan Interprets an organizational strategy into a market- or community-based opportunity for division
