Locke Flashcards
Describe lockes theory
In lockes goal setting theory, from his research he concluded that employees were motivated by clear and specific goals where constructive feedback is provided.
Lockes goal setting theory states 4 things
Goals must be clear and specific
Goals should be challenging but not overwhelming
Constructive feedback should be provided regularly
Goals that are set collaboratively can help employees take ownership
3 steps in lockes theory (circle of Locke)
GOAL 1.Establish specific and challenging goals.
MOTIVATION 2.Undertake jobs using effort and persistence. Periodic feedback is provided.
IMPROVEMENT 3. Outcome: Improved performance, goal achievement, recognition and reward.
Explain how a manager could use Locke’s goal-setting theory to improve employee motivation
The manager would meet with an employee and collaboratively make a specific and challenging but not overwhelming goal for the employee to reach. The employee would then persistently work to try and achieve this goal, feedback would be given to try and encourage the employee to continue working towards the goal. This should motivate the employee to work harder and more productively to achieve the goal which will increase business competitiveness (explain).
Why do you think setting goals that are easy to achieve might lower a person’s motivation?
Setting goals that are too easy might make an employee realise that they do not need to try too hard to achieve that goal and this can make them lazy which decreases productivity as employees will not be using all of their time as efficiently as possible to produce outputs.
Advantages and disadvantages of lockes theory
An advantage is it encourages the business to work collaboratively with employees to set goals which often makes the employee form better relationships with their managers and this can improve employee morale. It also provides a goal for employees to try and reach to receive recognition which is a powerful motivating factor. A disadvantage however is it takes a very long time for managers to set goals with each individual employee.
Allen’s Advertising Agency has recently employed six graduates. After six months, three of the graduates have resigned due to low job satisfaction.
a. Explain Locke’s theory of motivation. Discuss how using this theory might assist the Human Resource Manager to motivate the remaining three graduates.
Locke’s theory of motivation is based on the argument that motivation is derived from the setting of clear, specific, challenging (yet not too overwhelming) goals collaboratively, alongside positive and appropriate feedback in regard to the achievement of the goal. Locke strongly proposed the idea that the goal, especially if it is set by the employee him/herself with the manager will act as a driving force that guides and directs employees, providing them with a clear and motivated sense of direction. Most importantly, the positive feedback from managers will allow the employees to feel valued by the organisation and a high sense of achievement or accomplishment which motivates them to improve their job performance standards for a sustained period of time. Locke’s goal setting theory will be very effective in motivating the remaining three graduates. Firstly, the agency could encourage the graduates to set a clear, specific and challenging goal such as servicing 20 customers a day. By setting this goal, the graduates would be motivated towards increasing better communication skills and efficiency with computers in the agency. If this goal is effectively accomplished, the positive feedback from the manager will effectively improve their job satisfaction due to increased performance standards.
In addition to improved job satisfaction, discuss two other benefits to Allen’s Advertising Agency that could be achieved through the use of Locke’s motivational theory.
Two other benefits to Allen’s Advertising Agency that would occur as a result of Locke’s theory include a higher rate of productivity and a lower rate of staff turnover. As Locke’s theory endeavours to motivate staff Allen’s Advertising Agency’s staff will perform at a more optimum level due to their clear directions and targets. This higher level of motivation and performance will result in a higher rate of productivity due to the greater amount of work a staff member is completing as they strive to achieve their goal. In essence, this higher level of motivation will result in a more effective use of human inputs. A lower rate of staff turnover, which refers to the percentage of staff that leave their job annually, will also be achieved by Allen’s Advertising Agency. This goal setting theory can be used to motivate staff, and the clear direction and reward of achievement for staff will result in a higher level of job satisfaction. As employees have been leaving the Agency due to low job satisfaction, Locke’s Goal Setting Theory can be used to satisfy staff at work which will result in less staff leaving and therefore a lower rate of staff turnover.
The Human Resource Manager at Allen’s Advertising Agency also considers using reward management. Discuss how reward management is linked to motivation in an organisation. In your answer identify and explain the way one financial and one non-financial reward could improve motivation.
Recognition and rewards refer to the company’s demonstration of appreciation for the sustained excellence or efforts by an employee by providing them with intrinsic or extrinsic rewards. The major or definite link between reward and motivation so that rewards can often lead to motivation, or the ability of an employee to exert individual effort over a sustained period of time. For instance, the HRM can introduce the performance pay related system, as a financial reward to improve motivation. Performance related pay relates to the idea where the productivity or the outcome of the employees output will reflect their level of bonus pay. This will motivate the graduates to increase their efficiency or productivity levels and work above and beyond their normal efforts since it will lead to a higher financial reward. Alternatively, the HRM may introduce a non financial reward such as ‘employee of the month’ title to motivate the graduates. Firstly, this will allow the workers to feel that the organisation is highly appreciative and highly values their commitment to the organisation. Consequently, this increased feeling of improved job security, loyalty or performance will continuously motivate workers to improve job performance. Secondly, public recognition like the employee of the month title can be a positive example for other employees to follow. It may motivate other workers to increase their work ethic. As it is only natural that workers want to be respected and rewarded by their organisation. Ultimately, both non financial and financial rewards act as a source of motivation to sustain and increase the employee’s commitment to the organisation.
The Human Resource Manager needs to employ three new graduates. Discuss the selection processes that could be used to ensure that the new staff meet the needs of the organisation.
Selection involves the choosing of employees from a range of applicants for a job/position. After advertising the positions, possibly through a recruitment agency or the newspaper, screening needs to take place. This involves looking through all the applicants’ resumes and applications to see which fit the job description, specification and design, as a job analysis would have been initially conducted to see what the new graduates would be required to do. From this screening process, a short list should be developed, whereby unsuitable applicants are disregarded. Next, interview of the short listed applicants may take place. This could involve the human resource manager asking questions related to personality, career aspirations, qualifications and experience etc. They would gain a sense of what the candidate is like, which is important for an advertising agency, in particular, as employees will probably require a creative side or good communication for example. Testing such as personality or IQ tests may be conducted, as well as any background checks with referees for example. The HRM could contact the universities of the applicants or others to get information about their work experience. Finally, this should have further eliminated unsuccessful applicants until three are left. They should be offered the positions and once they accept, unsuccessful applicants should be notified.
