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Self-Regulation > Task 2 - The Ultimate Goal > Flashcards

Task 2 - The Ultimate Goal Flashcards

1
Q

Goal

A

object or aim of an action e.g. to attain a specific standard of proficiency (skill)
- usually within a time-limit and serve a directive function (towards goal-relevant activities and away from goal irrelevant)

  • Mental representation of desired outcomes to which people are committed
  • helps people to change the discrepancy between current and desired state
  • intention is not enough to pursue goal
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2
Q

Goal-Setting Theory (Locke & Latham)

Moderators

A
  • goal commitment (importance & self-efficacy)
  • feedback
  • task complexity
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3
Q

Goal-Setting Theory (Locke & Latham)

Mediators

A
  • choice/direction
  • effort
  • persistence
  • task strategy
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4
Q

Goal setting

A

which goals one wants to pursue
- part of self-regulation / reduce discrepancy of present + desired situation

Variation of dimensions that influence subsequent goal pursuit:

  • level of specificity
  • proximity to the end state
  • motivational orientation (approach vs avoidance goals)
  • level of difficulty (easy vs challenging)
  • goal type (performance vs mastery)
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5
Q

Distal Goals

A
  • Long-term
  • fuzzy
  • more flexible
  • more motivation

(i.e. wanting to eat healthier)

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6
Q

Proximal Goals

A
  • short- term
  • planning
  • self-control

(i.e. eat one apple a day)

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7
Q

Approach Goals

A

oriented towards securing desired outcome

  • reduce distance to desire end-state
  • more effective (higher levels of achievement and success)
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8
Q

Avoidance Goals

A

oriented toward avoiding unwanted outcomes

  • increase distance to desired end-state
  • more associated with negative outcomes (lower well-being and higher depression)
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9
Q

Performance Goal

/ Performance Approach pattern

A

extent to which they involve the achievement of a specific standard (i.e. become 1st in dance competition)

  • focus on result
  • demonstrate ability
  • receive favourable evaluation
  • competitive
  • reduce performance
  • short-term setbacks are inadequate
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10
Q

Mastery Goals

A

extent to which they involve the development of a skill (i.e learn to eat balanced meal)

  • focus on skill development, task mastery & attempts to meet personal standards of accomplishment and success
  • challenging oneself for the sake of skill development and self-improvement
  • positive challenge
  • enhanced memory and well-being
  • greater intrinsic motivation
  • short-term setbacks are helpful
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11
Q

challenging vs easy goals

A
  • goals should be SMART
Specific 
Measurable
Attainable 
Realistic
Timely
  • difficult goals lead to better performance
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12
Q

Goal Selection

Expectancies

A
  • self-efficacy
    > high –> challenging goals
    > low –> not challenging goals
  • possible selves (positive or negative)
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13
Q

Goal Selection

Self and Values

A
  • ideas about self
  • self-perception
  • value of activity
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14
Q

Goal Selection

Personality

A
  • autonomy –> Mastery goals
  • Control –> performance- approach and performance-avoidance goals
  • motivation –> performance-avoidance goals
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15
Q

Goal-striving

A

planning and executing actions that promote goal-attainment and shielding goals from distraction

  • ways in which people manage their thoughts and actions while working toward an outcome
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16
Q

Prospection and planning (Implementation/Intervention to achieve goals strategy 1)

A
  • visualising and mentally rehearsing goal-directed behaviour – > mental simulation
  • anticipate events that could lead to temptation
  • use protection to identify obstacles & challenges that people can face while pursuing their goal
17
Q

Automating behaviour

Implementation/Intervention to achieve goals strategy 2

A
  • consistently engage in goal-directed behaviour
  • cued habits (context can elicit goal-striving)
  • implementation intentions (tenacious = persist despite obstacles/increasing difficulty, flexible = back off when success unlikely or unjustified)
  • require less cognitive resources
18
Q

Construal

(Implementation/Intervention to achieve goals strategy 3)

A

change in how people understand events over time

  • changing people’s construal promotes goal-directed behaviours
  • -> since plans can be positive in future & negative in now
  • explains why behaviour seems positive and desirable in distant future, but undesirable once future becomes now
  • ppl need to align their immediate construal’s with their distanced, abstract construal’s
19
Q

Effortful Inhibition

Implementation/Intervention to achieve goals strategy 4

A
  • protect goal from distraction and disruption, rather than directly trying to attain goal
  • often not effective, usually unsuccessful
  • -> as dual-system theory states that motivation depletion can hamper goal achievement
  • requires a lot of resources
20
Q

Personality and Goal Striving

A

Personality differences in self-determination predict situation specific goal striving processes

  • goal level: higher order or lower order goal
  • mental focus: degree to which someone is able to concentrate and become absorbed in inactivity
  • personality characteristics (autonomy, control, motivation) indirectly influence outcomes (performance and enjoyment) through achievement goal patterns, goal level and mental focus
21
Q

Self-Control

A

capacity to regulate attention, emotion and behaviour in presence of temptation

–> coupled with everyday success

22
Q

Grit

A

Tenacious pursuit of dominant goal despite setbacks, determination, effort

–> coupled with exceptional achievements (over decades)

23
Q

Hierarchical Goal Framework (Duckworth and Gross)

A

Goals are typically organised hierarchically, with fewer high-level goals and numerous low-level goals
- lower-level goals are associate with action tendencies (attention, emotion and behaviour)

  • self-control
  • grit
24
Q

Self-Control in Hierarchical Goal Framework

A

Successful resolution of conflict between two action impulses

  • one goal has higher value at the moment
  • whereas other has long-term value
  • -> one needs to be suppressed first
25
Q

Grit in Hierachical Goal Framework

A

Tenaciously (beharrlich), over long time working towards dominant superordinate goal (top of hierarchy) despite setbacks

  • people with grit can suppress rival superordinate goals or do not have competing ones
  • obstacle: sprout new lower-order goals
26
Q

Performance-approach pattern

A
  • oriented towards displaying competence & earning favourable judgement
  • focused on doing well
  • requires self-confidence
  • more likely to set goals themselves & believing to achieve those goals
27
Q

Performance-avoidance Pattern

A
  • involves an attempt to avoid failure
  • focused on evaluation of others (avoidance to look incompetent)
  • promotes worry & anxiety, self-criticism, difficulty to concentrate
  • suggests a lack od confidence in one’s abilities to perform well
  • easier goals = more appealing
28
Q

Autonomy orientation

A
  • disposition to attend to environmental cues that signal personal interest & option for free choice of behaviour
  • positively related to self-esteem & Self-awareness, internal locus of control
  • negatively related to boredom at work
  • related to having greater cognitive efficiency, feeling more competent & feelings of enjoyment
29
Q

Control orientation

A
  • associated with an awareness of info pertaining to constraints (e.g. expectations of authority figures or societal constraints)
  • people tend to see their behaviours as constrained/controlled by others
  • more likely to have extrinsic motivation
  • negatively related to academic performance & commitment
30
Q

Amotivation orientation

A

involves sensitivity to signals that one is incompetent & likely tp be unsuccessful at a given activity

  • correlated with performance-avoidant goals
  • related to low self-esteem, tendency to derogate oneself, depression, external focus of control, perceiving oneself as ineffective in achievement setting
31
Q

Barriers to successful goal achievement

A
  • being unaware of (health) consequences
  • feeling invulnerable to those (health) consequences
  • being overwhelmed with contradictory information regarding that topic
  • inconsistency with self-image or identity
  • goals compete with other important life domains
  • faulty goal setting
  • lack of adequate goal striving skills/self-regulation
  • affect (negative vs positive affect)
32
Q

Goals Should…

to be achievable

A

be

  • mastery goals (development of a skill/improving of an ability)
  • have an approach-orientation (reducing distance to end-state)
  • intrinsically motivated
33
Q

people should…

to achieve goal

A
  • commit to (health) goals that are consistent with other personal goals
  • properly specify & frame these goals
  • plan & execute goal-directed behaviours in appropriate context
  • think about obstacles distractions and temptations
  • carefully select goal setting and striving strategies
34
Q

Types of Goals (hierarchical order)

A

lower-order goals
higher-order goals
superordinate goals

35
Q

Lower-order goals (types of goals)

A
  • numerous
  • context specific
  • short-term
  • substitutable
36
Q

higher-order goals (types of goals)

A
  • fewer
  • more abstract
  • more enduring
  • more important to the individual
    (than lower-order goals)
37
Q

superordinate goals

A

more strongly related to grit

Self-Regulation (5 decks)

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