1.c. Goal-setting theory

Question 1

Goal-setting Theory

Answer 1

Goals are motivational forces
Specific, difficult goals produce the best results, provided they are accepted by the individual

Question 2

Effects on performance

Answer 2

Specific, more difficult goals lead to higher performance
You perform better if you set yourself a more difficult goal
You perform better than other who set easier goals
Perform better than ‘do your best’ goals or no goals (however, I think this is sometimes needed)
Predicts that goals are a better indicator of performance than talent or cognitive ability

Question 3

Goal difficulty

Answer 3

Easier leads to less effort and satisfaction

Can only be achieved by 10-20% of attempting people
or 10-20% of the attempted times

Question 4

3 Methods of Goal Setting

Answer 4

1. Assigned goals
2. Goal-receivers participate in assigning goals
3. Individuals set their own goals

Participation has the best results

Question 5

Quantity & Quality

Answer 5

Goals should be related to quantity & quality, one or the other leads to worse performance

Question 6

Type of Tasks

Answer 6

Process goals (regarding how you work) are better for complex tasks
Outcome goals are better for simpler tasks

• Independent goals vs group goals depends on the type of task
  
  • Culture impacts this too i.e. individualistic vs collectivistic cultures

Question 7

Rewards

Answer 7

Medium difficulty - rewards work
High difficulty - completing the goal should be half the reward or people will start to resent the task (they feel no sense of accomplishment for something that took a lot of effort)

Increasing reward as individual gets closer to completing task
- Rewards are too easy - less effort
- Rewards are too hard - can lead to quitting/giving up

Incremental reward systems linked to achievement are best

Question 8

How goals affect performance

Answer 8

1. Direction of attention & action
2. (mobilizing) Effort & expenditure of effort
3. Persistence
4. (developing) Strategy for goal attainment

Question 9

Feedback loop

Answer 9

Output is used as input
Knowledge of results -> intermediate states between goal commitment & performance (direction, effort, persistence, strategy)
Performance & work/effort put in?
Broadens the concept from one singular action to a sequence
Affected by past actions & influences future actions

See diagram

Question 10

*Levels of Explanation

Answer 10

3 levels explaining how goals affect behaviour

Needs influence motives, motives influence goals, goals influence performance

Question 11

First level explanations

Answer 11

Goal-setting

Question 12

Second level explanations

Answer 12

Values or motives from which goals are derived
Including personality types e.g. type A can lead to ambition

Question 13

Third level explanations

Answer 13

Where values or motives come from