Goals and motivation were a significant influence in my team’s processes. The most crucial influence on how the process turned out was the group’s vague goals. I would provide instances where vague goals left members without a clear direction and led to miscommunication about the work mechanisms. I would address how the low group identification led to the contributions mimicking each other across the board. I would provide examples of when the low group motivation was evident. The combination of nonspecific goals and low group motivation created a team process that hindered a greater group performance.
Observations
In our initial meeting, our first task was to set up a team contract. It was our first time interacting with each other. In …show more content…
The first study was a meta-analysis on goal setting in groups that discusses the effect of specific difficult group goals on group performance (Kleingeld, van Mierlo, & Arends, 2011). This study was a meta-analysis which meant they combined data from previous studies on the same topic. Most of the studies were from “A Review of the Influence of Group Goals on Group Performance” by O-Leary-Kelly, Martocchio and Frink in 1994. They added extra studies located through filtered search terms from a data base. The first hypothesis of the study was “specific difficult group goals yield higher group performance than (a) nonspecific goals and (b) specific easy group goals.” The results showed that there was a strong support for the first hypothesis. It showed that “the more difficult the goal, the stronger the effect” of difficult goal setting on group performance. The findings also showed “a robust positive effect of specific goals versus nonspecific goals on group performance. (Kleingeld, van Mierlo, & Arends, …show more content…
They conducted a field study on Norwegian service organizations over a ten month span. The researches gave each employee a questionnaire. They placed each question on a 1-5 scale. These previously developed questions measured intrinsic and extrinsic motivations. The first hypothesis was that "the relationship between intrinsic motivation and increased work effort is moderated by mastery approach goals; the higher the mastery approach goals, the more positive the relationship. " (Kuvaas & Dysvik, 2013) The second hypothesis is that "the relationship between extrinsic motivation and increased work effort is moderated by performance approach goals; the higher the performance approach, the more positive the relationship." The results showed support for the first hypothesis where the relationship between intrinsic motivation and increased work effort was more positive for employees with high levels of mastery performance goals. The study found no support for the moderating roles of performance approach goals to extrinsic
Observations
In our initial meeting, our first task was to set up a team contract. It was our first time interacting with each other. In …show more content…
The first study was a meta-analysis on goal setting in groups that discusses the effect of specific difficult group goals on group performance (Kleingeld, van Mierlo, & Arends, 2011). This study was a meta-analysis which meant they combined data from previous studies on the same topic. Most of the studies were from “A Review of the Influence of Group Goals on Group Performance” by O-Leary-Kelly, Martocchio and Frink in 1994. They added extra studies located through filtered search terms from a data base. The first hypothesis of the study was “specific difficult group goals yield higher group performance than (a) nonspecific goals and (b) specific easy group goals.” The results showed that there was a strong support for the first hypothesis. It showed that “the more difficult the goal, the stronger the effect” of difficult goal setting on group performance. The findings also showed “a robust positive effect of specific goals versus nonspecific goals on group performance. (Kleingeld, van Mierlo, & Arends, …show more content…
They conducted a field study on Norwegian service organizations over a ten month span. The researches gave each employee a questionnaire. They placed each question on a 1-5 scale. These previously developed questions measured intrinsic and extrinsic motivations. The first hypothesis was that "the relationship between intrinsic motivation and increased work effort is moderated by mastery approach goals; the higher the mastery approach goals, the more positive the relationship. " (Kuvaas & Dysvik, 2013) The second hypothesis is that "the relationship between extrinsic motivation and increased work effort is moderated by performance approach goals; the higher the performance approach, the more positive the relationship." The results showed support for the first hypothesis where the relationship between intrinsic motivation and increased work effort was more positive for employees with high levels of mastery performance goals. The study found no support for the moderating roles of performance approach goals to extrinsic