According to the article ‘New Directions in goal Setting Theory’ by Locke and Latham, relating to the goal theories, there are 8 categories of study that advance the goal theory forward. However, since the request is to list and discuss 5 key ideas extracted from the article, I have decided to cover the following: Learning Goals, Affect Goals, Macro-level Goals, Framing Goals and Group Goals. Referring to goals, one should comprehend this as a vision; be it, personal or business; most of all, the effect of a good vision versus the failure of a terrible vision. Below, you will see a description on all the above-mentioned goal theories from the article, its relationship to Kotter’s process and finally, how these ideas help in my personal change
…show more content…
112) When a company spend millions of dollars trying to educate their employees on a new change initiative; yet, the employees showed less interest in change. “New experiences are needed to erase corrosive beliefs, and some of that can be done efficiently with training.” (Kotter, 1996, Pg. 112) Without proper training, and I want to stress PROPER, because that includes training at great lengths, making sure all employees are well equipped with sufficient knowledge of the new change …show more content…
Such process permits “a shared vision that strengthened cooperative goal setting by drawing the boundary lines of the group around the two organizations involved–namely, the company and its suppliers–thereby reducing the negative feelings that frequently occur in alliances due to perceptions of in-versus out-groups.” Creating separation among groups would introduce resentment and lack of individual performance; furthermore, each group or department will be blaming the each other. Working as a team allows the employees to see their leadership team, leading by example; basically, “words are cheap, but action is not.” (Kotter, 1996, Pg.
112) When a company spend millions of dollars trying to educate their employees on a new change initiative; yet, the employees showed less interest in change. “New experiences are needed to erase corrosive beliefs, and some of that can be done efficiently with training.” (Kotter, 1996, Pg. 112) Without proper training, and I want to stress PROPER, because that includes training at great lengths, making sure all employees are well equipped with sufficient knowledge of the new change …show more content…
Such process permits “a shared vision that strengthened cooperative goal setting by drawing the boundary lines of the group around the two organizations involved–namely, the company and its suppliers–thereby reducing the negative feelings that frequently occur in alliances due to perceptions of in-versus out-groups.” Creating separation among groups would introduce resentment and lack of individual performance; furthermore, each group or department will be blaming the each other. Working as a team allows the employees to see their leadership team, leading by example; basically, “words are cheap, but action is not.” (Kotter, 1996, Pg.