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Lecture 9

Psychology 2660A/B Lecture 9: FINAL EXAM- lectures

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Western University
Psychology 2660A/B
John Meyer

Goal Setting Theory Origins Scientific Management (Taylor) Management by Objectives (Drucker) Cognitive Psychology (e.g., role of intention) Early Laboratory Studies Original series of studies conducted by Ed Locke and associates Basic Findings People assigned difficult and specific goals outperform those assigned easy, no, or ambiguous goals (e.g., do your best) When we are asked to do our best we dont we do better when specific goals Field Studies Generally replicated findings in the laboratory Example Latham Baldes (1975) Tested effects of assigned goals with unionized truck drivers in the logging industry Union conditions: no punishment or monetary incentives Goal: load trucks at 90 of legal limit Performance monitored and posted Latham :he initially encountered this He was called in becasue concern that truck drivers from log to mill were not loading truck to max not performing to their max ability Motivation problem: they were just not doing what required to do Look at the effects of assigned goals There are things that in real world that not in lab Becasue it is a union you can give them goals but cant do anything other such as incentives, punishments that will break the contract blocks of 4 weeks measured that 60 no where close to the 90 that company wanted over the next 4 weeks there was a major increase in performance then 4 weeks there was a drop off the dip , they did do better feared that there would be a penality if it doenst reach that showed that can do it and then drops so that wont increase the requirments punish if not then went up stayed at the 90 even later studies showed that stayed long term statistically significatnt diff practically significant: if people had continued at previous levels: company had saved in 100000 by new level very powerful motivating tech There are some conditions that are required: 1. Committed to the goal Paricipation: people wil assigned goals thar are reasonable even if they are not part of the goal making process making them part of the process helps people set higher goals managers might not courageous enough to push limits 1. Feedback: absence , people not sure how they doing 2. Some incenive : why would they want to do it no monetary incentive here why worked said public of feedback small competition btw drivers, public, side bets, more intrinsic insentive here, more interested in it Mechanisms (how goal setting works)
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