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Goal setting: A motivational technique that works!
... Somut ve zorlayıcı hedefleri olan kişilerin işlerinde daha uzun süre çalıştıkları görülürken, basit hedefleri olanların işten erken ayrıldıkları (Locke & Latham, 2013), işlerini erteledikleri ve hedeflerini anlamsız gördükleri (Hellriegel & Slocum, 2011) tespit edilmiştir. Çalışanlar hedef belirleme sürecine katıldıklarında, yönetime güven ve üstleri tarafından adil bir şekilde değerlendirileceklerine dair bir inanç geliştirirler (Locke & Latham, 1984). Bireylerin hedeflerine ulaşabileceklerine dair inançları arttıkça, hedeflerine olan bağlılıkları da artar (Li & Butler, 2004). ...
... Öğretmenlerin hedef belirlemenin boyutlarına ilişkin algı düzeyini gösteren aritmetik ortalama sonuçları Çizelge 3ʼte sunulmaktadır. (Locke, Latham, & Saari, 1981;Locke & Latham, 1984;Locke & Latham, 1990;Locke & Latham, 2013) sonuçları, hedef belirlemenin katılımcıların hedeflerine ulaşmalarına yardımcı olmada etkili olduğunu göstermektedir. Sonuçlar, "hedefin netliği" boyutunun en yüksek ortalamaya (4.29) sahip olduğunu göstermiştir. ...
... Öğretmenlerin "ulaşılacak hedeflerin net olması, yapılması gerekenin tam olarak bilinmesi, en önemli ve en az önemli hedeflerin bilinmesi" ifadelerine ilişkin görüşleri, işlerine ilişkin hedeflerinin net olduğunu göstermektedir. Bu çalışmada ve Amerika Birleşik Devletleriʼnde yapılan diğer iki çalışmada (Locke & Latham, 1984;Locke & Latham, 2013) katılımcılar "hedeflerin net olması" konusunda hemfikirdir. Arraya, Pellissier ve Preto'nun (2015) tarafından yürütülen bir çalışmada da katılımcılar, hedeflerin net olması gerektiği görüşündedir. ...
ÖZET: Bu çalışmanın amacı, öğretmenlerin motivasyon teorisi olan hedef belirleme konusundaki görüşlerini belirlemektir. Araştırmanın örneklemini Azerbaycanʼın Bakü kentindeki genel eğitim okullarında görev yapan 597 öğretmen oluşturmuştur ve nicel yöntem kullanılmıştır. Araştırmada Locke ve Latham tarafından geliştirilen Hedef Belirleme Ölçeği kullanılmış ve veri analizi için SPSS 20 programı kullanılmıştır. Araştırma sonuçları, öğretmenlerin hedef belirlemenin beş boyutuna ilişkin görüşlerinin yüksek düzeyde olduğunu göstermiştir. Hedeflerin net ve zorlayıcı olması, hedefe ulaşıldığında ödüllendirilme olasılığının artması, meslektaş dayanışmasının yaşanması ve hedeflerin işlevsiz etkisinin olmaması öğretmenleri hedeflerine ulaşmaları için motive eden faktörler olarak saptanmıştır. Aynı zamanda, yönetim desteği eksikliği, stres ve hedef çatışmasının öğretmenlerin hedeflerine ulaşmaları üzerinde olumsuz bir etki yarattığı belirlenmiştir. Öğretmenlerin hedef belirleme konusundaki görüşleri, cinsiyet, yaş, eğitim düzeyi, kıdem ve okul türü değişkenlerine göre anlamlı farklılık göstermiştir. Okullarda yönetici pozisyonunda çalışanlar, performans yönetimi, stres yönetimi, çatışma ve sorun çözme, rehberlik yapma ve iletişim becerileri konularında eğitim ve çalıştaylara katılarak yönetim becerilerini geliştirebilirler. Bu konuyla ilgilenen araştırmacılar, farklı alanlarda ve farklı yöntemler kullanarak daha kapsamlı araştırmalar yapabilirler.
Abstract: The purpose of this study is to identify teachers' views on goal setting, which is a motivation theory. The study's sample included 597 teachers working in general education schools in Baku, Azerbaijan, and it employed a quantitative technique. The study employed Locke and Latham's Goal Setting Scale, and data was analyzed using the SPSS 20 software. The results of the study showed that teachers' views on the five dimensions of goal setting were at a high level. Clear and challenging goals, increased likelihood of being rewarded when the goal is achieved, experiencing collegial solidarity and the absence of dysfunctional effects of goals were found to be the factors that motivated teachers to achieve their goals. At the same time, it was determined that lack of management support, stress and goal conflict had a negative effect on teachers' achievement of their goals. Teachers' views on goal setting differed significantly according to gender, age, education level, seniority and school type variables. School administrators can improve their management skills by attending trainings and workshops on performance management, stress management, conflict and problem solving, counselling and communication skills. Researchers interested in this topic can conduct more comprehensive research in different areas and using different methods.
... Performance management measures were goal setting, performance appraisal and career development. Goal setting covered goal stress (Locke & Latham, 1984;Putz &Lehner, 2002), clear setting (Locke & Latham, 1984;Putz & Lehner, 2002;Tjosvold et al., 2004), individual participation (Leach et al., 2005;Locke & Latham, 1984;Kuipers & de Witte, 2005) and goal feedback (Linderbaum & Levy, 2010;Locke & Latham, 1984;Putz & Lehner, 2002). Performance appraisal measures were core competencies appraisal (Nikolaou, 2003) and appraisal feedback (Linderbaum & Levy, 2010). ...
... Performance management measures were goal setting, performance appraisal and career development. Goal setting covered goal stress (Locke & Latham, 1984;Putz &Lehner, 2002), clear setting (Locke & Latham, 1984;Putz & Lehner, 2002;Tjosvold et al., 2004), individual participation (Leach et al., 2005;Locke & Latham, 1984;Kuipers & de Witte, 2005) and goal feedback (Linderbaum & Levy, 2010;Locke & Latham, 1984;Putz & Lehner, 2002). Performance appraisal measures were core competencies appraisal (Nikolaou, 2003) and appraisal feedback (Linderbaum & Levy, 2010). ...
... Performance management measures were goal setting, performance appraisal and career development. Goal setting covered goal stress (Locke & Latham, 1984;Putz &Lehner, 2002), clear setting (Locke & Latham, 1984;Putz & Lehner, 2002;Tjosvold et al., 2004), individual participation (Leach et al., 2005;Locke & Latham, 1984;Kuipers & de Witte, 2005) and goal feedback (Linderbaum & Levy, 2010;Locke & Latham, 1984;Putz & Lehner, 2002). Performance appraisal measures were core competencies appraisal (Nikolaou, 2003) and appraisal feedback (Linderbaum & Levy, 2010). ...
This study examined the relationship between performance management and teacher effectiveness in primary schools in Bulaago Coordinating Centre, Bulambuli District, Uganda. Informed by the Goal Setting Theory, performance management measured in terms of goal setting, performance appraisal and career development was related to teacher effectiveness Teachers’ effectiveness was also considered as a multi-dimensional concept covering content knowledge, personal conduct, pedagogical effectiveness, professional effectiveness and classroom management. This study employed the correlational research design on a sample of 102 teachers. Data were collected using a questionnaire and analysed using quantitative methods. Structural equation modelling (SEM) results revealed that while goal setting and career development had positive and significant relationship with teacher effectiveness, performance management appraisal had positive but insignificant relationship with teacher effectiveness. Therefore, it was concluded that goal setting is important for teacher effectiveness, the way of implementing performance appraisal does not enhance teacher effectiveness and career development is necessary for teacher effectiveness. Therefore, it is recommended that administrators should emphasize goal setting in the management of schools and improve the way of implementing appraisal. The Ministry of Education and Sports and school administrators should support teacher career development to enhance their effectiveness.
... According to American Heritage Dictionary of English Language [15], [16], conation is defined as mental processes that direct behavior and/or action, including impulse, desire, volition, and striving [1], [16]. McDougall stated that conation is how we strive, endeavour, pay attention, focus, work hard, exert ourselves, or do our utmost to complete an action [15], [17]. Conation underlies the act of striving to perform at the highest levels [15], where an individual is inclined to act purposefully [16]. ...
... Assagioli [18] described conation as the will to complete an action, or a purposive action with a clear vision of achieving goals [16], [18]. Having aims in goal setting are essential for students to become more productive [17] as it has the potential to impact learning [19], leading to better academic performance [10]. Atman introduced five stages of conation taxonomy: perception, focus, engagement, involvement and transcendence as shown in Table 1 [1], [15]. ...
... In decision making, students perceived that they felt overwhelmed to decide which action to take, although they were able to decide, take possible action to complete the project, and become more conclusive in selecting the strategy (SS). The in-class activities such as progress check, team discussion, peerteaching, planning for the Gantt chart, reflection writing, and more encouraged is designed to guide students to have aims in goal setting, which is essential to support students to become a productive learner [17] that will offer potential for effective learning [19] and lead to better academic performance [23]. Students who learn in an active learning process and receive support from learning communities through culturally appropriate instruction can develop social learning and instil students' self-directed learning [43]. ...
... A critical aspect of understanding empowerment is acknowledging three goals. A critical aspect of understanding empowerment is acknowledging three fundamental psychological needs found universally across cultures, as outlined in fundamental psychological needs found universally across cultures, as outlined in self-determination theory (Baumeister & Leary, 1995;Ryan & Deci, 2000, 2002: self-determination theory (Baumeister & Leary, 1995;Ryan & Deci, 2000, 2002: autonomy, competence, and relatedness. Autonomy entails the ability to make autonomy, competence, and relatedness. ...
... The motivational approach to empowerment places a significant emphasis on indi-The motivational approach to empowerment places a significant emphasis on individual psychological factors, such as self-efficacy and intrinsic motivation, as crit-vidual psychological factors, such as self-efficacy and intrinsic motivation, as critical determinants of empowerment outcomes (Bandura, 1982;Locke et al., 2002; ical determinants of empowerment outcomes (Bandura, 1982;Locke et al., 2002;Ozer & Bandura, 1990;Spreitzer, 1995;Thomas & Velthouse, 1990). Particularly Ozer & Bandura, 1990;Spreitzer, 1995;Thomas & Velthouse, 1990). ...
Amidst Lebanon’s enduring economic and financial crises, this study explores the
complexities of empowerment within the Lebanese banking sector. It scrutinizes
empowerment dynamics through the lenses of structural, motivational, and contingency theories, exploring how organizational structures, individual motivations, and
environmental contingencies intersect to shape empowerment outcomes among
banking sector employees. Utilizing a quantitative survey conducted with 200 employees from Lebanon’s top banking institutions, the study reveals significant correlations between structural variables such as job roles, hierarchical arrangements,
and organizational support mechanisms, and psychological empowerment components including self-efficacy, intrinsic motivation, and social support. The findings
underscore the importance of cultivating empowering work environments marked
by decentralized decision-making, clear role delineation, and supportive organizational climates, particularly amidst economic uncertainty. Offering valuable insights
into empowerment dynamics within the Lebanese banking sector, this study presents practical implications for organizational leaders and policymakers seeking to
bolster employee engagement, resilience, and organizational effectiveness amidst
challenging economic conditions.
... The goals also remain a positive tool of motivation. Goal theory by Latham & Locke (1979) suggests that stimulation improves when individuals agree to the goals and receive feedback. This theory can provide a rationale for goal setting, management of performance, and feedback provision for effective results (Latham & Locke, 1979). ...
... Goal theory by Latham & Locke (1979) suggests that stimulation improves when individuals agree to the goals and receive feedback. This theory can provide a rationale for goal setting, management of performance, and feedback provision for effective results (Latham & Locke, 1979). Further, Adam (1965) proposed the quality theory of motivation, which describes that when individuals are given equity, they are better motivated, so their practices and performance can be better when they are given equality (Adam, 1965). ...
The study aims to understand the different approaches and theories of motivation in L2 (Second language) learning. The study is conducted to realize all those approaches and theories of L2 motivation that can influence L2 teaching and learning. The study is qualitative and based on a systematic review of previous research. The descriptive study can provide an in-depth understanding of approaches and theories of L2 motivation to reinforce a learner towards the L2 learning process. The study can support the L2 learning process so that the learners who intend to learn any language as L2 could get future directions. The study finds that the L2 learning process is essential for higher societal rewards and honour. Different cognitive, metacognitive, and socio-cultural aspects and classroom management of L2 motivation can be employed for learning all major languages, such as English, Chinese, Arabic, Spanish, Korean, etc., as a second language due to the scope of the languages.
... The goals also remain a positive tool of motivation. Goal theory by Latham & Locke (1979) suggests that stimulation improves when individuals agree to the goals and receive feedback. This theory can provide a rationale for goal setting, management of performance, and feedback provision for effective results (Latham & Locke, 1979). ...
... Goal theory by Latham & Locke (1979) suggests that stimulation improves when individuals agree to the goals and receive feedback. This theory can provide a rationale for goal setting, management of performance, and feedback provision for effective results (Latham & Locke, 1979). Further, Adam (1965) proposed the quality theory of motivation, which describes that when individuals are given equity, they are better motivated, so their practices and performance can be better when they are given equality (Adam, 1965). ...
... Through individual efforts, teachers have been recognized for their work, gained opportunities for personal growth and development, achieved the desired results, and their personal value and achievements have been recognized. At the same time, stable and secure jobs, competitive salaries and benefits, an inclusive working environment, united and cooperative work teams, and leadership support and recognition can all stimulate work enthusiasm (Latham, 2020). ...
... To accomplish this, robotics have to establish effective connections between the educational material and the students. According to goal-setting theory, students engage more fervently in academic pursuits that contribute to their objectives [25]. Chin et al. described a robot-based learning system that customized lessons and activities according to learners' specific learning goals [26]. ...
This Research Full paper explores teachers’ perceptions of how VEX robotics programming courses influence secondary education students’ programming learning motivation. Educational robotics is increasingly recognized as an effective teaching tool for enhancing students’ interest in and proficiency in STEM (Science, Technology, Engineering, and Math).
VEX Robotics is one of the most well-known, practical learning tools that allow students to showcase their programming abilities and creativity. However, little research has been done on how VEX robotics impact teaching practices and students’ learning motivation from teachers’ perspectives. While VEX robotics is widely utilized in educational environments for teaching robotics and programming concepts, more detailed research is needed to understand how its implementation influences student learning motivation, and overall teaching effectiveness.
This study was conducted by interviewing teachers, who were experienced in using VEX in this pedagogical context at an international secondary school in Macao. In particular, the study focused on teachers’ opinions about the impact of VEX robotics on students’ learning motivation. Qualitative data was obtained through semi-structured interviews with robotic teachers, providing deeper insights into students’ motivation and participation in the robotics environment.
The study employed the ARCS model as a theoretical framework. The teachers’ interview outputs were examined considering the model’s four dimensions: attention, relevance, confidence, and satisfaction. The findings highlighted that teachers valued the use of VEX robotics and believed that it increased students’ motivation in all the dimensions of the ARCS model.
... Second, the utilization of 180-degree feedback on instrumental leadership. Third, in order to promote the training transfer, based on the feedback and the goal-setting theory (Locke and Latham 1984), the participants should select certain behaviors and set concrete and motivating goals for development. As a result, we assume that instrumental leadership can be actively improved: ...
The present field study evaluates a newly designed and change-oriented leader development training to strengthen instrumental and transformational leadership behaviors. The aim was to investigate the trainability of instrumental as well as transformational leadership behaviors within a two-day training and to examine the process of how leaders develop when taking their previous knowledge as a starting point. In order to evaluate the training, we calculated a growth curve model, considering the nonlinearity of the development. In sum, 59 leaders rated by 387 employees participated in the training. The control group consists of 54 leaders, rated by 188 employees. The results show that instrumental and transformational leadership behaviors developed three months after the training, whereas the control group nearly maintained or decreased. Moreover, it was found that transformational leadership behavior develops in a reversed U‑shape based on previous knowledge.
Practical Relevance For the first time, organizations aiming at developing their leaders can rely on evaluated instrumental and transformational leadership training.
... Lastly, while we acknowledge that goal setting is an effective tool in producing greater effort, we wish to draw attention to the dark side of goal setting. In their seminal book, Locke and Latham (1984) pointed out several potential dangers of goal setting. Overall, our research provides additional evidence concerning the negative implications of goal setting, suggesting that under certain circumstances self-set goals can engender greater escalation of commitment relative to inherited goals. ...
Escalation of commitment is an important decision problem that occurs across different decision contexts. Recognizing that escalation involves one’s effort to achieve some form of a goal, researchers have attempted to understand escalation of commitment as a goal-pursuing activity. Prior research works have suggested that escalation situations consist of (1) an initial goal setting phase and (2) an escalation decision-making phase and have investigated how goal difficulty and goal specificity influence escalation decisions. However, they have neglected the potential role of the goal source in escalation situations. In this study, we aim to advance our understanding of escalation of commitment by examining the relationship between goal source and escalation. Specifically, by drawing on distinct characteristics of escalation situations, we conceptualize a new form of goal source, namely inherited goals, and examine its effect on escalation of commitment compared with self-set and assigned goals that are well-known goal sources in goal-setting theory (GST). We conducted two laboratory experiments and found evidence suggesting that individuals who had inherited goals (i.e., those who did not take part in initial goal setting and did not invest effort in pursuing the previous course of action) are less likely to fall into the escalation trap.
... Setting up specific goals and expectations is the first step in planning. According to Latham and Locke's (1979) formulation of the goal theory, people who set explicit, difficult goals as long as they are acceptable tend to perform better and are more motivated. Continuous feedback on performance is also very important. ...
Management by Objectives (MBO) is a performance management approach where employees and managers collaborate to set individual goals aligned with broader organizational objectives. While MBO's potential benefits are recognized, its effectiveness particularly in the context of varying organizational cultures and appraisal purposes, remains unclear. The general objective of the study was to investigate the relationship between MBO and employee performance within Isiolo County Government. The study specifically examined the influence of evaluation on employees’ performance in Isiolo County. The study was grounded on image theory. The population of study was 260 employees across seven county ministries. Data was collected using a questionnaire subjected to pilot study. Quantitative data was analyzed using both descriptive and inferential statistics. The study showed that overall evaluation (with a p-value of 0.897) does not significantly contribute to employee performance within the County Government of Isiolo. Therefore, the null hypothesis for evaluation was accepted. Because the study found no significant influence of evaluation on employee performance, there is a critical need for organization to refine their evaluation systems. To gain a deeper understanding of the long-term impact of evaluation on employee performance in Kenyan county governments, longitudinal research is warranted. The study recommends need for Isiolo County Government to improve its evaluation processes. Evaluators should provide valuable input to aid in performance improvement in employees of Isiolo county government.
... The Theoretical Framework of this work is the Goal Theory. The Goal Theory was created by Latham and Locke (2006). The theory places significant focus on four mechanisms that establish a connection between goals and performance outcomes. ...
The study was on job selection practices and organisational performance of Brewing Firms in Nigeria. It investigated how employment selection practices affect the organisational performance of brewing firms in Nigeria. A survey research design was employed to examine the perspectives of employees from brewing companies. A sample of 190 full-time employees from the nominal roll of licensed brewing enterprises of two brewing firms was selected. The data collection instrument was a structured questionnaire. The hypothesis was tested using the simple linear regression analytical tool. Findings revealed that the implementation of equal employment opportunity policies had an impact on the operational outcomes of brewing companies in Nigeria. Consequently, brewing companies in Nigeria should prioritise the equal employment opportunities in their selection process.
... All these methods have assumed -and proved in practice -that goal setting theory is valid in corporate settings, wherein the application of specific and challenging goals leads to a higher level of performance. Additionally, while the performance management process generally employs money as the primary incentive in increasing employee performance, research has also concluded that bonuses are more effective when made contingent on attaining specific objectives (Latham & Locke, 1979). Within the performance management process and in managerial practices more generally, goal setting has produced clear, verified results -particularly when more specific goals are utilized. ...
Many researchers and practitioners believe that the lack of specificity of employee goals is detrimental to the effectiveness of performance management in firms. Using an inductive grounded theory approach, this study identifies two managerial factors that could impact negatively goal specificity in real-life corporate environments. First, ‘goal blurring’ is a counterintuitive purposeful managerial behavior that results in blurred employee goals being set during annual reviews. Second, ‘specifying capability’ incorporates factors that can result in a lower level of specificity of employee goals with no purposeful intent. The findings reveal two main reasons managers set less specific goals: (1) limited capability and (2) choice to purposefully blur employee goals to maintain flexibility in evaluating their subordinates. While non-purposeful blurring occurs because of circumstances that make setting specific goals difficult and limit the capabilities of managers to do so, purposeful blurring of goals occurs with the main aim of maintaining flexibility in evaluating employees. As a result, blurred goals are set for employees despite managers’ awareness of the benefits of setting specific goals, which is supported by extensive research and management practice. Our work reveals the purposeful managerial blurring of employee goals, a phenomenon that has a significant impact on firm performance, though it has not been previously identified as such, or explained.
... The possible relationship between the appointment of public officials to positions in which they are not effective, and the motivation problems can be justified on different theoretical grounds. Here, the focus will be on Goal Setting Theory (Locke & Latham, 1979), Self-Determination Theory (Ryan & Deci, 2004), and Public Service Motivation (Perry & Wise, 1990). ...
The purpose of this study is to explore the possible causes and consequences of the problem of ineffective utilization of human resources in the public sector, with reference to the philosophy of "Let the people live so that the state may live", through the extreme example of passive public servants in the public sector, who are also characterized as " benched ". The lack of research focusing on the ineffective usage of human resources in Turkish public administration requires the study to use a research design with a strong exploratory aspect. The importance of this study is to contribute to the knowledge in the focus on the problem of effective use of human resources, which has been constantly mentioned but has not been empirically investigated until now. It is possible to be carried out within the framework of the study to collect and analyze data more easily, especially on sensitive issues such as inactive public officials. Qualitative case design allows to obtain detailed information about a particular social/administrative situation, event, or group and to make unique discoveries about problems. Face-to-face interviews were conducted with 47 public employees in the study sample. The reasons for the ineffective usage of human resources can be summarized as follows; Political patronage relations, nepotism, incompetence, unawareness, etc. Consequences of ineffective usage of human resources can be summarized as; loss of motivation and possible job dissatisfaction and problems of person-environment fit, financial weakness, loss of national performance, loss of confidence, loss of individual performance, and inefficiency.
... Teórie motivácie zamerané na proces kladú dôraz nielen na základné potreby, ale predovšetkým na psychologické procesy alebo sily, ktoré ovplyvňujú motiváciu. Vybranými príkladmi procesných teórií sú v tejto časti Vroomova teória očakávania (Vroom, 1960(Vroom, , 1964 Lockova teória cieľov (Latham a Locke, 1979) a Adamsova teória rovnosti (Adams, 1963). ...
Cieľom kapitoly je vysvetliť termíny motivácia a stimulácia, opísať proces motivácie a typy motivácie, konkrétne intrinsickú a extrinsickú motiváciu a z pohľadu motivácie v organizácii pracovnú a výkonovú motiváciu a súčasne vysvetliť kľúčové vzťahy v rámci vybraných teórií motivácie. V druhom aktualizovanom vydaní sme odstránili najmä niektoré formálne a štylistické nedostatky.
... The premise of social control theory [33] was to use a negative feedback loop to control behaviour and improve performance. The goal-setting theory [34] focuses on setting goals to improve performance. Both were found inadequate to explain the study findings [29]. ...
Background
Globally, children with cancer often experience delays in palliative care referral or are infrequently referred. Therefore, we conducted a qualitative study to gain insight from paediatric oncologists into what enables or deters palliative care referral. Strategic solutions to develop integrated palliative care was a critical study theme. In this paper, we have explained and interpreted these strategic solutions through the lens of feedback intervention theory.
Methodology
The study findings were interpreted using Kumar’s six-step approach that enabled systematic evaluation of a theory’s appropriateness and alignment with the researcher’s paradigm, methodology, and study findings. It also explained how theory informed analysis and elucidated challenges or the development of new models. The feedback intervention theory appraises the discrepancy between actual and desired goals and provides feedback to improve it.
Results
Strategic solutions generated from the study findings were coherent with the aspects elucidated in theory, like coping mechanisms, levels of feedback hierarchy, and factors determining the effect of the feedback intervention on performance. Paediatric oncologists suggested integrating palliative care providers in the team innocuously, improving communication between teams, relabelling palliative care as symptom control, and working with a skilled and accessible palliative care team. The paper proposes an infinite loop model developed from the study, which has the potential to foster integrated palliative care through excellent collaboration and continuous feedback.
Conclusion
Applying feedback intervention theory can bridge the gap between actual and desired practice for integrated cancer palliative care in paediatric oncology.
... Many scholars have confirmed that there is a significant influence of non-financial rewards on job satisfaction, motivation, and organizational performance (Abdullah & Wan, 2013;Dim, Okeke, & Nwankw, 2020;Pushpasiri et al, 2018;Tausif, 2012as cited in Wijayathunga & Rathish, 2023. In addition, Latham and Locke (1979) said that "money alone is not enough to motivate high performance" (Perera, p.6. 2017). If employees of an organisation are well-rewarded and recognized for their contribution to a particular organization, these employees can sense their value and they tend to inspire themselves for the organization to achieve more (Hickenlooper, 2022). ...
Abstract
The employee retention and turnover depend on many factors including job satisfaction, financial and nonfinancial rewards, and other internal and external factors.
The financial rewards of an organization are comprised of bonuses, salary incentives, gift vouchers, retirement plans, professional development plans and referral programs etc. Non-financial rewards are recognized as public recognition, experiential rewards, participation in the decision-making, time to work on personal projects, volunteering works, professional training, leadership training, increased autonomy, employee wellbeing programs, personal growth, awards, and career advancement. Hence, the study will focus on the impact of non-financial rewards on the job satisfaction of the academicians among state universities in Sri Lanka. Currently, it is a more significant and apt time to study the job satisfaction of academic staff in Sri Lanka as there is a higher rate of brain drain in Sri Lanka. The study was carried out by using qualitative methodology conducting in-depth interviews with fifteen faculty members in five state universities, aged between 30 to 55 male and female academic staff. Interview guides were used to collect data from selected thirty permanent academicians of state universities in Sri Lanka to determine the influence of nonfinancial rewards on job satisfaction. Thus, the study identified three main non-financial rewards as work autonomy, recognition, and professional development as the most influential factors towards the job satisfaction of academicians. Further, it was found that non-financial rewards have a positive and strong with job satisfaction than financial rewards. Hence, the study emphasizes the importance of enhancing the non- financial rewards of the employees to obtain their maximum performance.
... Entrepreneurial incentive systems and strange attractor champions seem relevant, following the new product champion idea (Clark & Wheelwright, 1993). Selection processes seem relevant since goal-setting theory (Locke & Latham, 1990) indicates that some people thrive better in basins created by point attractors than by strange attractors. For a general review of managing incentives and innovation, see Tushman and Anderson (1997). ...
Human and social capital developments are discussed in the context of increasing corporate IQ, defined as distributed intelligence (DI) in firms, as the basis of economic rent generation. A review of current multilevel leadership theories shows that charismatic visionary CEOs more often than not create conditions likely to inhibit the development of DI. Complexity science theory indicates that "adaptive tension" dynamics (analogous to Bénard cell energy-differentials) may be used to foster adaptively efficacious DI appreciation. The optimal region for rapidly improving adaptive fitness occurs "at the edge of chaos". This region — in which emergent self-organisation occurs — exists between the 1st and 2nd critical values of adaptive tension. Below the 1st value, there is little change; above the 2nd value, the system becomes chaotic and dysfunctional. Various activities available to rent-seeking CEOs wishing to create or enlarge the region of emergence are discussed.
... Yaşam özelliklerinin sadece gençlerin günlük yaşamla başa çıkmaları değil, aynı zamanda akademik başarı, spor ve egzersiz performansı, genel sağlık, psikolojik iyilik durumu, işlerin verimliliği ve başarı gibi birçok önemli durumla dolaylı olarak geliştirildiği vurgulanır. Bu beceriler, bireyin yaşantısında önemli bir bileşen olarak ortaya çıkar ve gençlerin çok yönlü başarılarına olumlu katkı sağlar (Brackett & Mayer, 2003;Britton & Tesser, 1991;Humphrey vd., 2011;Burton, Naylor & Holliday, 2001;Claessens, van Eerde, Rutte & Roe, 2007;Judge vd., 2005;Locke & Latham, 1984;Rubin ve Morreale, 1996). Bu nedenle, gençlerin yaşam yeteneklerini geliştirmeleri, genel yaşam kalitelerini artırabilir ve çeşitli alanlarda başarılarına katkıda bulunabilir. ...
Exercise Promotes Increase in Glial Fibrilic Acid Protein (GFAP), a Marker of Hippocampal Neurogenesis
... In this paper, we set out to describe four sets of management functions that are associated with Ghana's efforts to improve education sector service delivery and are commonly prescribed for improving bureaucratic performance and policy implementation in literature on NPM reforms, implementation and governance, public administration, district effectiveness, and school improvement (Bryk, 2010;Hood, 1991;Laffont & Martimort, 2002;Leithwood, 2010;Locke & Latham, 1984;The World Bank, 2003). For each of the management functions (target setting and prioritization; measurement and monitoring; accountability and incentives; and problem-solving) described in Williams et al. (2021), we explore what practices are adopted at the subnational level in Ghanian education, how actors make sense of these practices, and what pressures they face or opportunities they create to do their job. ...
Background: Subnational actors and organizations are crucial mediators of policy implementation due to their proximity to schools. However, in low- and middle-income country contexts, little is known about their management practices and factors that shape the adoption of these practices to improve education delivery. Purpose: We explore the management context of five District Education Directorates in Ghana, and the factors that enable or constrain them to plan and implement policy. Participants: Forty-three interviews and focus groups with regional and district education officials, district political actors, and basic education school headteachers and teachers. Research Design: A qualitative study of semistructured interviews, focus groups, and education policy and planning documents. Analysis: To understand how policy implementation happens within complex, multitiered bureaucracies, our theoretical framework uses four management functions described in Williams et al. (2021) to explore two different paradigms of how to change public bureaucracies: target setting and prioritization; measurement and monitoring; accountability and incentives; and problem-solving. We coded and analyzed our data based on this framework and developed district-wide narrative memos to synthesize the findings. Findings: We identify three areas of (mis)alignment in management practices: across bureaucratic levels and among actors; around clear and consistent priorities for learning; in expected actions and availability of resources. These (mis)alignments can constrain or be leveraged by districts to improve education delivery in Ghana. Implications: We argue for better prioritization of goals toward learning and the efficient allocation of funds for management practices typical of effective organizations.
... Yet, research on work-to-retirement relied more heavily on role theory (e.g., Ebaugh, 1988;George, 1993), a resource perspective (e.g., Hobfoll, 1989;Hobfoll et al., 2018), or continuity theory (Atchley, 1989(Atchley, , 1999. Furthermore, unemployment-to-work studies are strongly built on goal setting (Locke & Latham, 1984) and self-regulation theoretical perspectives (e.g., Bandura, 1986;Kanfer, 1996). Finally, studies on the work-to-work transition often leveraged protean and boundaryless career theory (e.g., Arthur, 1994;Hall, 1996) as foundations for their research. ...
Gamified Healthcare Solutions (GHS) has emerged as a promising strategy to promote positive changes in health behaviours in the Asia Pacific region, leveraging advancements in cyberpsychology and digital technology to drive its overall effectiveness. This research explores the possibility and effectiveness of utilizing GHS and its relationship with cyberpsychology to further influence positive human behaviour, cognition, and emotions towards healthcare and rehabilitation, drawing upon existing empirical research, practical applications, and theoretical frameworks. Through two case studies and several examples presented in this research, the effectiveness of digital healthcare using motivational affordances, rewards-based mechanics, and social interaction to improve the level of patient engagement have been demonstrated to be an effective GHS. While the solution is not without its challenges, navigating these challenges and leveraging the benefits of gamification with cyberpsychology – the possibility of revolutionizing healthcare delivery to improve population health and well-being for individuals and communities worldwide is certainly real.
Compreender o impacto que o esporte pode gerar em um indíviduo, um grupo de indíviduos, uma comunidade e até no mundo tem se tornado um tema cada vez mais relevante na sociedade. Os estudos sobre competências têm avançado nas últimas décadas, mas pouco se investiga o desenvolvimento de competências em outras esferas da vida aplicáveis ao ambiente organizacional. Este estudo explora como a prática de esportes promove o desenvolvimento de habilidades de vida, também chamadas de life skills pela Psicologia e de soft skills pela Administração, passíveis de serem aplicadas em outros âmbitos da vida, através da análise da percepção dos indivíduos sobre o desenvolvimento, potencialização e transferência dessas competências para o contexto organizacional. Os resultados indicam que certas competências desenvolvidas no esporte são transferidas para o ambiente profissional, embora com limitações. A contribuição do estudo está na identificação de competências comuns entre a prática esportiva e organizacional e na proposta de possíveis formas de diálogo entre esses dois universos.
Globally, organizations invest an estimated USD 60 billion annually in leadership development; however, the workplace application of learning is typically low, and many programs underperform or fail, resulting in wasted time and money and potential harm. This article presents a novel theory- and evidence-informed framework to maximize the outcomes and return on investment (ROI) of leadership development programs. The foundation of the framework derives from four separate literature reviews: three systematic reviews on leadership development, including the only two to isolate gold-standard elements of effective design, delivery, and evaluation, and one on “training transfer”. Informed by innovative principles of leadership development and unique theoretical models and frameworks, this framework consists of 65 evidence-informed strategies that can be applied as a foundation (9), and before (23), during (17), at the conclusion of (11), and sometime after (5), programs, to maximize impact and ROI. Implications for practice and further research are also presented. Given the stakes, there is an urgent need for evidence and tools to maximize the impact and ROI of leadership development. This novel framework provides robust theory- and evidence-informed guidance for governments, policymakers, and those funding, designing, delivering, and supporting development.
Although women have been working since ancient times, their involvement in professional business life began to develop after the Industrial Revolution. The increase in production, increasing demand for labor, changes in the economy and shifting consumption patterns changes in societal values that appear seemingly immutable and necessitate women's participation in the workforce. With advancements in the global arena, tourism has become increasingly significant for the national economy. Today, it is one of the leading industries in women's employment. The profession of tourist guiding is a significant field within the tourism industry, and the number of female tourist guides is steadily increasing. While the developments may seem promising, female guides encounter various problems depending on certain conditions of the profession and societal attitudes. Understanding the impact of this situation on the professional motivation and career decisions of female guides is important. In this context, the starting point of the research is to consider career engagement to the profession as a significant factor in such motivation problems related to professions. In this regard, the study aimed to observe the effect of female tourist guides' career engagement on their career decidedness and occupational change trend, and to understand whether professional motivation plays a mediating role in the impact of career engagement on career decisions. The research sample was determined by convenience sampling method, one of the non-probability sampling techniques. The sample of the research consists of active female tourist guides in Türkiye. In this study, quantitative research method was used. Questionnaire technique was used as a data collection tool. The data were gathered from 265 active female tourist guides through a structured survey form. Data were analyzed using SPSS and SmartPLS Programs. The study indicates that although female tourist guides demonstrate a high level of career engagement, they experience conflicts in career decisions, and professional motivation mediates the impact of career engagement on career choices. In the literature, studies on the professional problems of female tourist guides are frequently encountered. However, it is observed that there is not much focus on studies regarding the influence of female tourist guides' career engagement and professional motivation on their career decisions. The significance of this study lies in its focus on female tourist guides and the absence of a similar study in the literature yet.
The crux of this paper is Reward and Productivity of Employees: A Golden Guinea Breweries Perspective, Abia State, Nigeria. The paper observed that rewards contribute to employee satisfaction, which in turn can positively impact employee productivity. Satisfied employees tend to be more engaged, committed, and motivated to achieve company goals. However, a poorly managed reward system can lead to low morale, unproductive performance, and even higher employee turnover. The study posed three research questions that aligned with the study's objectives and hypotheses. Methodologically, the researcher used documentary sources, also known as "secondary sources," from relevant literature on the research topic. Documentary sources refer to existing written materials (whether handwritten, typed, or printed) that were created for purposes other than the researcher's benefit. The study found, among other things, that rewards increase Golden Guinea Breweries Ltd. (GG) employees' job satisfaction and retention because they feel their work is valued and appreciated. GG employees are encouraged to strive for better results when they are recognized for their productivity. This motivates them to do more, which increases engagement and productivity. The study, among other things, recommends that GG Breweries should make compensation a top priority so that employees feel valued and satisfied, thereby taking pride in their work, which leads to higher productivity and better business performance. Therefore, the study concludes that GG Breweries needs to develop a performance-enhancing compensation system that allows for the best possible management and development of employees in order to increase productivity.
Women entrepreneurs in rural Ecuador face significant obstacles, including limited access to education, financial services, and business networks. Despite their vital role in the economy, gender inequalities hinder their success. This study protocol aims to evaluate the impact of a tailored business training program designed to empower rural women entrepreneurs and promote sustainable economic development. Aligned with the Sustainable Development Goals (SDGs) of Quality Education (Goal 4), Gender Equality (Goal 5), and Decent Work and Economic Growth (Goal 8), the program will assess improvements in women’s agency, confidence, and business performance. Key results include a 54% increase in perceived self-efficacy and a 200% increase in locus of control observed in the pre-pilot phase, indicating enhanced decision-making capacities and program effectiveness. Expected improvements in business performance will be measured by sales figures and financial growth, with anticipated positive impacts on SDG 8. The program will also track participation rates, with high enrollment and completion rates contributing to SDG 4. Additionally, financial stability and the number of engaged suppliers will be monitored, supporting SDG 8. By incorporating additional structural interventions, the study will offer insights into enhancing the empowerment of rural women entrepreneurs, creating a holistic impact that fosters both individual and community development.
The major advocacy of this study is Promotion as a Catalyst for Employee Performance in First City Monument Bank (FCMB), in Abia State, Nigeria. It is observed that the decision to package the promotion model of FCMB in line with the organization's best-place-to-work philosophy is geared towards identifying, inspiring and rewarding excellence and hence, a way of rewarding productivity, and employees who have brought huge levels of innovation, and those influential in the development of new services and solutions which provide speed and convenience to the customers.. The study found out that promotion limits the influx of fresh perspectives and new ideas into FCMB which may prevent external candidates with expert knowledge from joining the organization. The study recommends among others that it is crucial for FCMB to communicate transparently about promotion processes and criteria, provide constructive feedback to employees who were not promoted, and foster a supportive and inclusive work culture. The study concludes that it is crucial for FCMB to have performance-enhancing system capable of facilitating the best management and development of their employees, and increasing their competitiveness so that there will be a correlation between promotion and employee performance.
One of the leading factors determining the effectiveness of work in a modern organization is the motivation of its employees. In the scientific psychological literature, this phenomenon is understood mainly as constructive forms of motivation and the search for ways to increase it. At the same time, the motivation of employees can sometimes lead to a decrease in the productivity of the organization, i.e. destructive motivation is usually not considered from the point of view of various motivational theories. This article provides an analysis of various forms of destructive motivation of employees. These forms include formalism in labor behavior, inadequate assessment of the work done, and an imbalance of personal and organizational interests. The destructive motivation of personnel has certain negative consequences both for the employees themselves and for the entire organization - it leads to a decrease in the rate of production and the quality of products or services, increased conflict in the behavior of employees, etc. Ժամանակակից կազմակերպությունում աշխատանքի արդյունավետությունը որոշող առաջատար գործոններից մեկը աշխատակիցների մոտիվացիան է: Գիտական հոգեբանական գրականության մեջ այս երեւույթը հասկացվում է հիմնականում մոտիվացիայի կառուցողական ձեւերի բնութագրման եւ այն բարձրացնելու ուղիների որոնման համատեքստում։ Միեւնույն ժամանակ, աշխատակիցների մոտիվացիան, որը հանգեցնում է կազմակերպության արտադրողականության նվազմանը, այսինքն՝ ապակառուցողական, դեստրուկտիվ մոտիվացիան սովորաբար չի դիտարկվում հայտնի մոտիվացիոն տեսությունների կողմից: Այս հոդվածում ներկայացվում է աշխատակիցների դեստրուկտիվ մոտիվացիայի տարբեր ձեւերի վերլուծությունը: Դեստրուկտիվ մոտիվացիայի ձեւերից առանձնացվում են աշխատանքային վարքագծի ֆորմալիզմը, կատարված աշխատանքի ոչ համարժեք գնահատումը եւ աշխատակցի անձնական ու կազմակերպության շահերի անհավասարակշռությունը: Անձնակազմի դեստրուկտիվ մոտիվացիան ունի որոշակի բացասական հետեւանքներ ինչպես աշխատակցի, այնպես էլ ամբողջ կազմակերպության համար. այն հանգեցնում է արտադրության տեմպի, ապրանքների կամ ծառայությունների որակի նվազ- մանը, աշխատակիցների վարքագծում կոնֆլիկտայնության բարձրացմանը եւ այլն: Одним из ведущих факторов, определяющих эффективность работы в современной организации, является мотивация ее сотрудников. В научной психологической литературе этот феномен понимается в основном в качестве конструктивных форм мотивации и поиска путей её повышения. При этом мотивация сотрудников, приводящая к снижению продуктивности организации, т.е. деструктивная мотивация, обычно не рассматривается с точки зрения различных мотивационных теорий. В данной статье приводится анализ различных форм деструктивной мотивации сотрудников. К ним относятся формализм в трудовом поведении, неадекватная оценка проделанной работы, дисбаланс личных и организационных интересов. Деструктивная мотивация персонала имеет определенные негативные последствия как для самого сотрудника, так и для всей организации - приводит к снижению темпов производства, качества продукции или услуг, повышается конфликтность в поведении сотрудников и т.д.
This study examines the effect employer’s liability insurance on Employee Value Added in the Nigerian petroleum industry. The human, social and economic costs of occupational accidents, injuries and diseases and major industrial disasters have long been cause for concern at all levels, from the individual workplace to the national and international. The secondary data gathered for the study covered the period from 2015 to 2023. These data were collected from the consolidated financial statement of the selected companies. Cross-sectional research design was employed in this study and pooled least squares regression technique was used in data analysis. The finding revealed that there is a joint effect of employer’s liability insurance claims payment, employee benefits expenses, retirement benefit compensation obligation on Employee Value Added in the Nigerian petroleum industry. Conclusion was that employer’s liability insurance has significant effect on employee’s value added in Nigeria petroleum industry (2015-2023) Recommendations were that employer’s liability insurance scheme should be properly funded, managed and sustained for more employee value added in the Nigerian petroleum industry. There is need for petroleum companies to increase share options granted to employees to complement employer’s liability insurance for more performance. There is need to increase the number of employees in the petroleum industry to enhanced employee value added.
Purpose- The presence of employees is indispensable for the sustenance of any company entity. Consequently, firms have made substantial investments in research endeavors over the course of several decades, with the aim of fostering employee engagement and productivity. Fostering a sense of ownership among employees and valuing their input is widely seen as an effective strategy for enhancing employee motivation. Design/methodology/approach- This study examined how goal setting affects employees’ task crafting. Psychological ownership mediates goal-setting participation and task crafting behavior and Power distance moderates’ goal-setting participation and task crafting behavior through psychological ownership. This study was conducted using a quantitative survey design. The survey was distributed to 372 employees working in small-scale manufacturing companies in China’s six major cities. The survey measured goal-setting participation, psychological ownership, task crafting behavior, and power distance. Findings- The study’s findings reveal that employee involvement in goal setting contributes to a stronger sense of psychological ownership, subsequently driving them to tailor their job tasks. The relationship is influenced by the organization’s power distance, which impacts the level of ownership experienced. Research limitations/implications- This study expands basic theoretical research and sheds light on goal setting participation and task crafting. The study provides theoretical evidence that psychological ownership mediates the goal-setting participation-task crafting behavior relationship. Additionally, it helps explain how power distance moderates this association. Practical implications- In practice, this study suggests that organizations can promote task crafting behavior by supporting goal setting and psychological ownership. Psychological ownership can reduce the detrimental impacts of power distance on goal-setting participation and task crafting behavior in high-power distance cultures. Originality/Value of paper- This research addresses the need to study how goal setting affects employee task crafting. The paper suggests how organizations might encourage task crafting, especially in high-power distant cultures.
Billions of dollars are invested annually in leadership development globally; however, few programs are evidence-based, risking adverse outcomes, and wasted time and money. This article describes the novel Inspire Nursing Leadership Program (INLP) and the outcomes-based process of incorporating gold standard evidence into its design, delivery, and evaluation. The INLP design was informed by a needs analysis, research evidence, and by nursing, Indigenous, and equity, diversity, and inclusion experts. The program’s goals include enabling participants to develop leadership capabilities, cultivate strategic community partnerships, lead innovation projects, and connect with colleagues. Design features include an outcomes-based approach, the LEADS framework, and alignment with the principles of adult learning. Components include leadership impact projects, 360-assessments, blended interactive sessions, coaching, mentoring, and application and reflection exercises. The evaluation framework and subsequent proposed research design align to top-quality standards. Healthcare leadership programs must be evidence-based to support leaders in improving and transforming health systems.
In recent years, scholars and practitioners have increasingly recognized that human resource management (HRM) has paid insufficient attention to the impact of context. While research has been devoted to examining the impact of national context on HRM systems, this literature has been largely separate from that focused on other levels of context affecting organizational choices in HRM strategies, such as the impact of the organizational environment, industry sector, occupation, or workforce characteristics. In addition, research has tended to consider elements of context in isolation rather than considering its impact at different levels. The goal of The Oxford Handbook of Contextual Approaches to Human Resource Management is to provide a more holistic approach to developing a contextual understanding of HRM. This handbook offers a comprehensive understanding of the influence of contextual characteristics on the design and implementation of HRM systems. Rather than focusing on a single level or approach to examining context, the handbook provides both conceptual and empirical analyses of different elements of context using a range of lenses and measures. To explore the influence of contextual factors at multiple levels, the volume assembles a range of detailed conceptual and empirical accounts of how context affects the design, implementation, and impact of HRM activities.
Bu araştırma sporcu öğrencilerin psikolojik sağlamlık ve hedef bağlılıkları arasındaki ilişkiyi incelemek amacıyla hazırlanmıştır. Araştırma nice araştırma yöntemlerinden ilişkisel tarama modeli benimsenerek dizayn edilmiştir. Kısa Psikolojik Sağlamlık Ölçeği ile Hedef Bağlılığı Ölçeği veri toplama aracı olarak kullanılmıştır. Araştırma grubunu 121’i erkek, 103’ü kadın olmak üzere toplam 223 öğrenci oluşturmaktadır. Sporcu öğrencilerden elde edilen verilerin istatistiki işlemleri için IBM SPP 25.0 paket programından faydalanılmıştır. İstatistiki işlemlerin ardından orta çıkan bulgulara bakıldığında sporcu öğrencilerin psikolojik sağlamlık ve hedef bağlılık düzeyleri cinsiyet, ilgilenilen spor türü değişkenlerine göre anlamlı farklılık tespit edilmiştir. Psikolojik sağlamlık ve hedef bağlılığı ölçekleri arasında yüksek düzeyde pozitif yönlü ilişkisi ve psikolojik sağlamlığın hedef bağlılığının önemli ve anlamlı bir yordayıcısı olması araştırmanın önemli sonuçlarındandır.
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