ORGS 1000 Chapter Notes - Chapter 6: Goal Setting
6 Oct 2011
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More value when it sa9s es needs - mo6va6ng hunger compelling ac6on for its sa6sfac6on. Meaning of money - ful lls mul4ple needs - economic & symbolic value. Goal setting theory - goals are drivers of how hard (intensity) & how long (persistence) of e ort. Speci c & di cult goals = higher level of task performance. Shapes: self- set goals - internalized goals to monitor own progress. Triggering: task strategies - learning plans to achieve successful performance. Equity theory - balance between an employee"s inputs and outcomes = ratio. Employees create mental ledger" of outcomes they get from inputs, rela6ve to comparison other. Input: e ort, performance, skills & abili4es, educa4on, experience, training, seniority. Outputs: pay, seniority & fringe bene ts, status, symbols, sa4sfying supervision, workplace perks, intrinsic rewards. Restoring balance: grow inputs - greater e ort. Restoring balance: increase outcomes - talk to boss or shrink inputs - lower e ort.
