Introduction
“Goal setting and feedback” are motivational tools to enhance human performance. Managers use them to encourage staff performance and behaviour. My case study will focus on procurement management in the Trade Development Support Program (TDSP) implemented by the Ministry of Commerce in Cambodia. I will compare this practical experience with the theory of motivation as described in the book “Organization behaviour on the Pacific Rim”. In practice, the Government official’s work performance improved measurably when they had clear achievable goals even though other motives need to be taken into account. These are a key factors to motivate employees performance in order to achieve objectives and targets
This essay will discuss …show more content…
149) there are six conditions for maximizing performance including setting “specific goals, relevant goals, challenging goals, goal commitment, participation in goal formation (sometimes), and goal feedback.” These approaches will be discussed below:
Employees try their best to achieve results when they are offered specific measurable, time constrained goals rather than just “do your best”,. In addition, “The more specific or explicit the goal, the more precisely performance can be regulated” according to Locke (1996, p. 2). Quantitative goals are those which can be measured. For instance, the project was required to procure goods and services. The project team had to award contracts to bidders at the rate of US$1 million per quarter in order to follow the expenditure goals in the procurement plan.. The procurement team were charged with meeting this goal. They tried their best to speed up the procurement process to achieve this goal. However they could not do it alone as the goods and services were requested by the implementing departments. However, the goals were clear to everyone and the team were be able to sign contracts at approximately US$ 1 million every …show more content…
y. “Feedback is a core of goal setting” McShane, Travaglione and Olekalns (2003, p. 150). Feedback can simply be the delivery of simple information on request. However it is most powerful when used as a motivational tool through evaluating staff performance. In the case study, the World Bank evaluated the performance of the procurement team in detail by counting the number of contracts awarded against the benchmark, and each procurement stage against World Bank procurement guidelines and procedures. If the project did not implement in accordance with their guidelines, the government might have to pay back the funds. Feedback from the Bank inspections, lead the government officials to perform better and reduce their
“Goal setting and feedback” are motivational tools to enhance human performance. Managers use them to encourage staff performance and behaviour. My case study will focus on procurement management in the Trade Development Support Program (TDSP) implemented by the Ministry of Commerce in Cambodia. I will compare this practical experience with the theory of motivation as described in the book “Organization behaviour on the Pacific Rim”. In practice, the Government official’s work performance improved measurably when they had clear achievable goals even though other motives need to be taken into account. These are a key factors to motivate employees performance in order to achieve objectives and targets
This essay will discuss …show more content…
149) there are six conditions for maximizing performance including setting “specific goals, relevant goals, challenging goals, goal commitment, participation in goal formation (sometimes), and goal feedback.” These approaches will be discussed below:
Employees try their best to achieve results when they are offered specific measurable, time constrained goals rather than just “do your best”,. In addition, “The more specific or explicit the goal, the more precisely performance can be regulated” according to Locke (1996, p. 2). Quantitative goals are those which can be measured. For instance, the project was required to procure goods and services. The project team had to award contracts to bidders at the rate of US$1 million per quarter in order to follow the expenditure goals in the procurement plan.. The procurement team were charged with meeting this goal. They tried their best to speed up the procurement process to achieve this goal. However they could not do it alone as the goods and services were requested by the implementing departments. However, the goals were clear to everyone and the team were be able to sign contracts at approximately US$ 1 million every …show more content…
y. “Feedback is a core of goal setting” McShane, Travaglione and Olekalns (2003, p. 150). Feedback can simply be the delivery of simple information on request. However it is most powerful when used as a motivational tool through evaluating staff performance. In the case study, the World Bank evaluated the performance of the procurement team in detail by counting the number of contracts awarded against the benchmark, and each procurement stage against World Bank procurement guidelines and procedures. If the project did not implement in accordance with their guidelines, the government might have to pay back the funds. Feedback from the Bank inspections, lead the government officials to perform better and reduce their