elements of a good goal setting Specific Goal 2. Relevant Goal 3. Challenging Goal 4. Goal participation Management by objectives Supported by McGregor and Drucker Supervisor and subordinate define keys tasks and objectives. Set objectives to be realistic, challenging, clear, and comprehensive. Establish criteria for assessing accomplishment of objectives. Review Intermediary progress, modification if necessary Final evaluation and next objectives
Lecture 26 Contemporary Motivation Theory Goal Setting, Feedback and Equity Theory Today’s Scope ‘Goal Setting’ Theory ‘Feedback’ Theory Equity Theory Case Study – People Developer Unversity Is ‘Goal Setting’ is also a motivation theory Yes Goal Setting Theory Feedback Theory And they are related to ‘Expectancy Theory” Goal Setting Theory Original work Edwin A Locke, “Toward a Theory of Task Motivation and Incentives”, Organizational Behaviour and Human Performance, May 1968, pp 157 - 189 “Endnotes or footnote” referencing – given Name first “Grounded Theory” Goal Setting is supported by empirical data A Good Goal Setting is SMART Specific Measurable Achievable Relevant Timely Elements of Good Goal Setting Specific Goal Relevant Goal Challenging Goal Goal participation Specific Goal Specific Goal is measurable over a specific and relative short time frame SMART Time Frame: month, months, 18 months is maximum (Drucker) 360 degree feedback Collecting performance appraisal from 360 feedback can be time consuming e.g 400 staff, average each staff has 12 colleagues, superior, and subordinates (i.e 12 raters) 20 minutes to appraisal Total time for collection: 400 x 12 x 20 = 96,000 minutes, or 1,600 hours, or 200 man-days year salary of a staff = > RMB100,000 360 degree Feeback Jack Welch on 360 degree feeback Horse ass Like all peer system, it can be ‘gamed over’ 360 Feedback My experience on peer appraisal Officer Cadet School One – off (we will not see each other again) 360 degree Feedback Patrick Lencioni The key to make 360 degree feedback work is divorcing it from compensation and formal performance evaluation, Equity Theory It is very well researched (in Hoa Ki) and quite successful at predicting outcomes Employees determine feelings of equity by comparing their own outcome/input ratio of some other person, Equity Theory If A and B the same work, and A ge Less pay than B, what will be the react of A Oa Ia Ob < Ib He or She May Reduce our input – work slowly Increase outcome – ask for pay increase Increase the comparison’s input (ask comparison to more work) Reduce the comparison outcome (ask company to reduce comparison’s pay Change our perception His job is not that great Change comparison Leave the field A company should take care of both Distributive Justice The perceived fairness of reward Procedural Justice The perceived fairness of the process used to determine the distribution of reward 4c Evaluate the impact of technology on team functioning within a given organization The Shipping Industry Accounting Team People Developer University The Shipping Industry Accounting Team McKay, Sanderson and Smith -> Goldberg, Choo and McKay Susan Seattle Brad Los Angeles I Boston Elias Miami Client Monthly Report Strategy No common time Brad does not answer email Susan and Brad – email quarrel Spent a lot time Which outcome this essay addresses Technology makes virtual team possible How to overcome problems associated with technology 31 December 2010 4pm Hop ... Scope Goal Setting Theory Feedback Theory Equity Theory Case Study – People Developer Unversity Is Goal Setting is also a motivation theory Yes Goal Setting Theory Feedback Theory And they... “Grounded Theory Goal Setting is supported by empirical data A Good Goal Setting is SMART Specific Measurable Achievable Relevant Timely Elements of Good Goal Setting Specific Goal Relevant Goal. .. they are related to ‘Expectancy Theory Goal Setting Theory Original work Edwin A Locke, “Toward a Theory of Task Motivation and Incentives”, Organizational Behaviour and Human Performance, May 1968,