Guided Reading Activity 16 3 American Vision

Idea of the future or upshot that a person or group wants to achieve

This article is near the idea of a desired result. For the scoring method in many sports, see Goal (sport). For other uses, see Goal (disambiguation).

A goal is an idea of the future or desired result that a person or a group of people envision, plan and commit to achieve.^[1] People try to reach goals inside a finite fourth dimension by setting deadlines.

A goal is roughly similar to a purpose or aim, the anticipated result which guides reaction, or an end, which is an object, either a concrete object or an abstruse object, that has intrinsic value.

Goal setting [edit]

Goal-setting theory was formulated based on empirical research and has been chosen one of the nigh important theories in organizational psychology.^[2] Edwin A. Locke and Gary P. Latham, the fathers of goal-setting theory, provided a comprehensive review of the core findings of the theory in 2002.^[iii] In summary, Locke and Latham plant that specific, difficult goals lead to college performance than either easy goals or instructions to "exercise your best", as long as feedback about progress is provided, the person is committed to the goal, and the person has the ability and cognition to perform the chore.^[4]

According to Locke and Latham, goals affect functioning in the following ways:^[iii]

1. goals directly attention and attempt toward goal-relevant activities,
2. difficult goals lead to greater attempt,
3. goals increase persistence, with difficult goals prolonging endeavour, and
4. goals indirectly lead to arousal, and to discovery and employ of task-relevant knowledge and strategies

A positive relationship between goals and performance depends on several factors. Beginning, the goal must be considered important and the individual must be committed. Participative goal setting can help increase performance, simply participation itself does not directly improve performance.^[three] Self-efficacy also enhances goal commitment.^[5] For goals to be effective, people need feedback that details their progress in relation to their goal.^[3] This feedback needs to be positive, immediate, graphic, and specific. Providing feedback leads to set references points and "comparisons to the standard inform their behavioral responses" (Stajkovic A.D. and Sergent, 1000, Cognitive Automation and Organizational Psychology).

Some coaches recommend establishing specific, measurable, achievable, relevant, and fourth dimension-bounded (SMART) objectives, but not all researchers agree that these SMART criteria are necessary.^[half-dozen] The SMART framework does non include goal difficulty as a criterion; in the goal-setting theory of Locke and Latham, it is recommended to choose goals within the 90th percentile of difficulty, based on the average prior performance of those that have performed the task.^{[7] [3]}

Goals can exist long-term, intermediate, or short-term. The primary difference is the time required to achieve them.^[8] Short-term goals are expect to be finished in a relatively short period of time, long-term goals in a long period of time, and intermediate in a medium menstruum of time.

Mindset theory of action phases [edit]

Before an private tin can set out to achieve a goal, they must first decide on what their desired end-state will exist. Peter Gollwitzer'southward mindset theory of action phases proposes that in that location are two phases in which an private must go through if they wish to achieve a goal.^[9] For the first phase, the private will mentally select their goal by specifying the criteria and deciding on which goal they will set based on their commitment to seeing it through. The second phase is the planning phase, in which the individual volition decide which set of behaviors are at their disposal and volition let them to best attain their desired end-country or goal.^{[10] : 342–348}

Goal characteristics [edit]

Sure characteristics of a goal help define the goal and determine an individual's motivation to accomplish that goal. The characteristics of a goal go far possible to determine what motivates people to achieve a goal, and, forth with other personal characteristics, may predict goal accomplishment.^{[ citation needed ]}

• Importance is determined by a goal'south bewitchery, intensity, relevance, priority, and sign.^{[ten] [ folio needed ]} Importance can range from high to depression.
• Difficulty is adamant past general estimates of probability of achieving the goal.^{[10] [ page needed ]}
• Specificity is determined if the goal is qualitative and ranges from being vague to precisely stated.^{[10] [ folio needed ]} Typically, a college-level goal is vaguer than a lower level subgoal; for example, wanting to have a successful career is vaguer than wanting to obtain a master's degree.
• Temporal range is determined by the duration of the goal and the range from proximal (immediate) to distal (delayed).^{[ten] [ folio needed ]}
• Level of consciousness refers to a person'south cognitive awareness of a goal. Awareness is typically greater for proximal goals than for distal goals.^{[x] [ page needed ]}
• Complexity of a goal is determined past how many subgoals are necessary to achieve the goal and how ane goal connects to some other.^{[x] [ page needed ]} For case, graduating college could be considered a circuitous goal because it has many subgoals (such as making expert grades), and is connected to other goals, such as gaining meaningful employment.

Personal goals [edit]

Individuals tin set personal goals: a student may prepare a goal of a high marker in an exam; an athlete might run five miles a day; a traveler might try to reach a destination city within three hours; an individual might endeavor to reach fiscal goals such every bit saving for retirement or saving for a purchase.

Managing goals tin can give returns in all areas of personal life. Knowing precisely what ane wants to achieve makes clear what to concentrate and improve on, and oft tin help one subconsciously prioritize on that goal. However, successful goal adjustment (goal disengagement and goal re-engagement capacities) is too a part of leading a salubrious life.^[eleven]

Goal setting and planning ("goal work") promotes long-term vision, intermediate mission and short-term motivation. It focuses intention, want, acquisition of cognition, and helps to organize resources.

Efficient goal work includes recognizing and resolving all guilt, inner disharmonize or limiting belief that might cause ane to demolition 1's efforts. By setting clearly-defined goals, ane can afterward measure and take pride in the accomplishment of those goals. 1 can see progress in what might take seemed a long, perchance hard, grind.

Achieving personal goals [edit]

Achieving complex and difficult goals requires focus, long-term diligence, and attempt (run across Goal pursuit). Success in any field requires forgoing excuses and justifications for poor performance or lack of adequate planning; in short, success requires emotional maturity. The measure of belief that people have in their ability to accomplish a personal goal also affects that accomplishment.

Long-term achievements rely on short-term achievements. Emotional control over the small moments of the single mean solar day can make a big difference in the long term.

Personal goal accomplishment and happiness [edit]

At that place has been a lot of research conducted looking at the link between achieving desired goals, changes to cocky-efficacy and integrity and ultimately changes to subjective well-being.^[12] Goal efficacy refers to how probable an individual is to succeed in achieving their goal. Goal integrity refers to how consequent one'south goals are with core aspects of the cocky. Inquiry has shown that a focus on goal efficacy is associated with happiness, a factor of well-existence, and goal integrity is associated with significant (psychology), some other gene of well-being.^[xiii] Multiple studies have shown the link betwixt achieving long-term goals and changes in subjective well-being; virtually research shows that achieving goals that concord personal significant to an individual increases feelings of subjective well-being.^{[14] [15] [16]}

Cocky-concordance model [edit]

The self-concordance model is a model that looks at the sequence of steps that occur from the commencement of a goal to attaining that goal.^[17] It looks at the likelihood and bear upon of goal accomplishment based on the type of goal and pregnant of the goal to the individual.^{[ citation needed ]} Different types of goals bear upon both goal achievement and the sense of subjective well-being brought nigh by achieving the goal. The model breaks downwardly factors that promote, kickoff, striving to achieve a goal, then achieving a goal, and and then the factors that connect goal achievement to changes in subjective well-being.

Self-concordant goals [edit]

Goals that are pursued to fulfill intrinsic values or to support an individual's self-concept are called self-concordant goals. Self-concordant goals fulfill bones needs and align with what psychoanalyst Donald Winnicott chosen an private'southward "True Self". Considering these goals have personal significant to an individual and reflect an individual'south self-identity, cocky-concordant goals are more than likely to receive sustained effort over fourth dimension. In contrast, goals that do not reverberate an individual's internal bulldoze and are pursued due to external factors (east.chiliad. social pressures) emerge from a not-integrated region of a person, and are therefore more probable to be abandoned when obstacles occur.^[18]

Those who achieve self-concordant goals reap greater well-being benefits from their attainment. Attainment-to-well-existence effects are mediated past demand satisfaction, i.e., daily activity-based experiences of autonomy, competence, and relatedness that accumulate during the flow of striving. The model is shown to provide a satisfactory fit to 3 longitudinal data sets and to be contained of the effects of self-efficacy, implementation intentions, avoidance framing, and life skills.^[xix]

Furthermore, cocky-determination theory and enquiry surrounding this theory shows that if an individual finer achieves a goal, only that goal is non cocky-endorsed or self-concordant, well-being levels exercise not alter despite goal attainment.^[20]

Goal setting direction in organizations [edit]

In organizations, goal management consists of the process of recognizing or inferring goals of individual team-members, abandoning goals that are no longer relevant, identifying and resolving conflicts among goals, and prioritizing goals consistently for optimal squad-collaboration and effective operations.

For whatsoever successful commercial arrangement, it means deriving profits by making the best quality of goods or the all-time quality of services available to terminate-users (customers) at the best possible cost.^{[ citation needed ]} Goal management includes:

• cess and dissolution of non-rational blocks to success
• time management
• frequent reconsideration (consistency checks)
• feasibility checks
• adjusting milestones and chief-goal targets

Jens Rasmussen and Morten Lind distinguish three primal categories of goals related to technological system direction. These are:^[21]

1. product goals
2. safety goals
3. economic system goals

Organizational goal-management aims for individual employee goals and objectives to align with the vision and strategic goals of the entire organization. Goal-management provides organizations with a machinery^{[ which? ]} to effectively communicate corporate goals and strategic objectives to each person across the entire organization.^{[ commendation needed ]} The primal consists of having information technology all emanate from a pivotal source and providing each person with a articulate, consistent organizational-goal message, then that every employee understands how their efforts contribute to an enterprise's success.^{[ citation needed ]}

An example of goal types in business management:

• Consumer goals: this refers to supplying a product or service that the market/consumer wants^[22]
• Product goals: this refers to supplying an outstanding value proposition compared to other products - mayhap due to factors such as quality, design, reliability and novelty^[23]
• Operational goals: this refers to running the system in such a style as to make the best use of management skills, technology and resource
• Secondary goals: this refers to goals which an organization does non regard every bit priorities^{[ citation needed ]}

Goal deportation [edit]

Goal displacement occurs when the original goals of an entity or arrangement are replaced over fourth dimension by unlike goals. In some instances, this creates bug, because the new goals may exceed the capacity of the mechanisms put in place to run across the original goals. New goals adopted by an arrangement may also increasingly become focused on internal concerns, such every bit establishing and enforcing structures for reducing mutual employee disputes.^[24] In some cases, the original goals of the arrangement become displaced in part past repeating behaviors that become traditional within the organization. For instance, a company that articles widgets may decide to do seek good publicity by putting on a fundraising bulldoze for a popular charity or by having a tent at a local county fair. If the fundraising drive or county fair tent is successful, the company may cull to brand this an almanac tradition, and may eventually involve more and more than employees and resources in the new goal of raising the most charitable funds or of having the all-time county fair tent. In some cases, goals are displaced considering the initial problem is resolved or the initial goal becomes incommunicable to pursue. A famous example is the March of Dimes, which began as an organization to fund the fight against polio, simply once that disease was effectively brought under control past the polio vaccine, transitioned to being an system for combating birth defects.^[24]

See also [edit]

• Counterplanning
• Controlling software
• Direction of fit
• GOAL amanuensis programming language
• Goal modeling
• Goal orientation
• Goal programming
• Goal–Question–Metric (GQM)
• Goal theory
• Management by objectives
• Moving the goalposts
• Objectives and Key Results (OKR)
• Polytely
• Regulatory focus theory
• Strategic management
• Strategic planning
• SWOT assay
• The Goal (novel)
• The Jackrabbit Factor

References [edit]

1. ^ Locke, Edwin A.; Latham, Gary P. (1990). A theory of goal setting & task functioning. Englewood Cliffs, NJ: Prentice Hall. ISBN978-0139131387. OCLC 20219875.
2. ^ Miner, J. B. (2003). "The rated importance, scientific validity, and practical usefulness of organizational behavior theories: A quantitative review". University of Direction Learning & Educational activity. ii (3): 250–268. doi:ten.5465/amle.2003.10932132.
3. ^ ^{a b c d east} Locke, Edwin A.; Latham, Gary P. (September 2002) [2002]. "Building a practically useful theory of goal setting and task motivation: a 35-year odyssey". American Psychologist. 57 (9): 705–717. CiteSeerXx.1.ane.126.9922. doi:x.1037/0003-066X.57.9.705. PMID 12237980.
4. ^ Stajkovic, Alexander D.; Locke, Edwin A.; Blair, Eden South. (September 2006). "A start examination of the relationships betwixt primed hidden goals, assigned conscious goals, and task functioning". Journal of Applied Psychology. 91 (5): 1172–1180. doi:10.1037/0021-9010.91.5.1172. PMID 16953778.
5. ^ Stajkovic, Alexander D.; Luthans, Fred (September 1998). "Self-efficacy and work-related functioning: a meta-analysis". Psychological Bulletin. 124 (2): 240–261. doi:10.1037/0033-2909.124.2.240.
6. ^ Grant, Anthony M (September 2012). "An integrated model of goal-focused coaching: an evidence-based framework for teaching and practice" (PDF). International Coaching Psychology Review. 7 (2): 146–165 (147). Archived from the original (PDF) on 2014-11-29. Whilst the ideas represented by the acronym SMART are indeed broadly supported by goal theory (eastward.chiliad. Locke, 1996), and the acronym SMART may well be useful in some instances in coaching practice, I think that the widespread belief that goals are synonymous with SMART action plans has done much to stifle the development of a more sophisticated understanding and use of goal theory within in the coaching community, and this point has of import implications for coaching inquiry, education and practice.
7. ^ Locke, Due east. A., Chah, D., Harrison, Due south. & Lustgarten, N. (1989). "Separating the effects of goal specificity from goal level". Organizational Beliefs and Homo Decision Processes. 43 (2): 270–287. doi:x.1016/0749-5978(89)90053-viii. {{cite journal}}: CS1 maint: multiple names: authors list (link)
8. ^ Creek, Jennifer; Lougher, Lesley (2008). "Goal setting". Occupational therapy and mental health (4th ed.). Edinburgh; New York: Churchill Livingstone Elsevier. pp. 111–113 (112). ISBN9780443100277. OCLC 191890638. Customer goals are usually assail 2 or 3 levels. Long-term goals are the overall goals of the intervention, the reasons why the client is existence offered assist, and the expected outcome of intervention... Intermediate goals may exist clusters of skills to be adult, attitudes to be changed or barriers to be overcome on the way to achieving the main goals... Short-term goals are the small steps on the way to achieving major goals.
9. ^ Gollwitzer, P. M. (2012). Mindset theory of activeness phases. In P. A. M. Van Lange. A. Due west. Kruglanski, & E. T. Handbook of motivation science (pp. 235–250). New York: Guilford Press.
10. ^ ^{a b c d eastward f g} Deckers, Lambert (2018). Motivation: biological, psychological, and ecology (5th ed.). New York: Routledge. ISBN9781138036321. OCLC 1009183545.
11. ^ Wrosch, Carsten; Scheier, Michael F.; Miller, Gregory E. (2013-12-01). "Goal Adjustment Capacities, Subjective Well-Being, and Physical Health". Social and Personality Psychology Compass. 7 (12): 847–860. doi:10.1111/spc3.12074. ISSN 1751-9004. PMC4145404. PMID 25177358.
12. ^ Emmons, Robert A (1996). "Striving and feeling: personal goals and subjective well-beingness". In Gollwitzer, Peter G; Bargh, John A (eds.). The psychology of action: linking knowledge and motivation to behavior. New York: Guilford Press. pp. 313–337. ISBN978-1572300323. OCLC 33103979.
13. ^ McGregor, Ian; Footling, Brian R (February 1998). "Personal projects, happiness, and meaning: on doing well and being yourself". Journal of Personality and Social Psychology. 74 (2): 494–512. doi:10.1037/0022-3514.74.2.494. PMID 9491589.
14. ^ Brunstein, Joachim C (Nov 1993). "Personal goals and subjective well-being: a longitudinal study". Journal of Personality and Social Psychology. 65 (5): 1061–1070. doi:10.1037/0022-3514.65.5.1061.
15. ^ Elliott, Andrew J; Sheldon, Kennon G (November 1998). "Avoidance personal goals and the personality–illness relationship". Journal of Personality and Social Psychology. 75 (5): 1282–1299. CiteSeerXten.1.1.433.3924. doi:10.1037/0022-3514.75.5.1282. PMID 9866188.
16. ^ Sheldon, Kennon Chiliad; Kasser, Tim (December 1998). "Pursuing personal goals: skills enable progress but not all progress is beneficial" (PDF). Personality and Social Psychology Message. 24 (12): 1319–1331. doi:10.1177/01461672982412006. S2CID 143050092.
17. ^ Sheldon, Ken M; Eliott, Andrew J (March 1999). "Goal striving, demand satisfaction and longitudinal well-existence: the self-concordance model" (PDF). Journal of Personality and Social Psychology. 76 (iii): 482–497. doi:x.1037/0022-3514.76.three.482. PMID 10101878.
18. ^ Gollwitzer, Peter M (1990). "Action phases and listen-sets" (PDF). In Higgins, Eastward Tory; Sorrentino, Richard One thousand (eds.). Handbook of motivation and cognition: foundations of social behavior. Vol. two. New York: Guilford Press. pp. 53–92. ISBN978-0898624328. OCLC 12837968.
19. ^ Sheldon, Kennon M; Elliot, Andrew J (March 1999). "Goal striving, need satisfaction, and longitudinal well-being: the self-cyclopedia model" (PDF). Journal of Personality and Social Psychology. 76 (3): 482–497. doi:10.1037/0022-3514.76.iii.482. PMID 10101878.
20. ^ Ryan, Richard One thousand (January 2000). "Self-decision theory and the facilitation of intrinsic motivation, social development, and well-being" (PDF). American Psychologist. 55 (1): 68–78. CiteSeerXx.1.ane.529.4370. doi:10.1037/0003-066x.55.1.68. PMID 11392867.
21. ^ Rasmussen, Jens; Lind, Morten (1982). "A model of human decision making in circuitous systems and its use for design of system command strategies" (PDF). Proceedings of the 1982 American Control Conference: Sheraton National Hotel, Arlington, Virginia, June 14–sixteen, 1982. New York: American Automated Control Council. OCLC 761373599. Cited in: Wrench, Jason South (2013). "Communicating inside the modernistic workplace: challenges and prospects". In Wrench, Jason S (ed.). Workplace communication for the 21st century: tools and strategies that bear on the bottom line. Santa Barbara, CA: Praeger. pp. i–38. ISBN978-0313396311. OCLC 773022358.
22. ^ Osterwalder, Alexander; Pigneur, Yves; Clark, Tim (2010). Business organisation model generation: a handbook for visionaries, game changers, and challengers. Hoboken, NJ: John Wiley & Sons. ISBN9780470876411. OCLC 648031756.
23. ^ Barnes, Cindy; Blake, Helen; Pinder, David (2009). Creating & delivering your value suggestion: managing customer feel for profit. London; Philadelphia: Kogan Page. ISBN9780749455125. OCLC 320800660.
24. ^ ^{a b} Karen Kirst-Ashman, Human Beliefs, Communities, Organizations, and Groups in the Macro Social Environment (2007), p. 112.

Further reading [edit]

• Mager, Robert Frank (1997) [1972]. Goal analysis: how to analyze your goals then yous tin actually accomplish them (3rd ed.). Atlanta, GA: Center for Effective Performance. ISBN978-1879618046. OCLC 37435274.
• Moskowitz, Gordon B; Heidi Grant Halvorson, eds. (2009). The psychology of goals. New York: Guilford Press. ISBN9781606230299. OCLC 234434698.

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Source: https://en.wikipedia.org/wiki/Goal

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