E.A. Locke and Hughes, the professor of management and psychology at the University of Maryland, found that external stimuli (such as rewards, work feedback, and pressure of supervision) all influence motivation through goals. Goals guide the activity toward goal-related behavior, allowing people to adjust their effort to the level of difficulty and influence the persistence of behavior. He believed that the goal itself has an incentive to turn human needs into motives so that people behave toward a certain direction. They will compare their own behavior results with the established goal in order to do adjustment and correction, achieve the goal finally. The process of transforming needs into motives and then motivating them to achieve their
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Locke's Goal-Setting Theory, a few basic step can be implemented, first is to identify the need for or purpose of the goal. The next step is to meet with the employee to discuss the need for goal-setting. The third step is to develop the goal. It is essential the goals developed should fit the SMART model (specific, measurable, achievable, relevant and time-based) created by management consultants Kenneth Blanchard and Spencer Johnson. After setting goals, ensure the resources employee needs are satisfied. Keep track of the progress and made amendments if needed. At the last stage, review the results with employees. Reward or discipline the employees according to the achievements. Make final arrangement for the …show more content…
They also have developed a system to improve employees' loyalty and responsibility to the company. The system act as a pyramid, at the base, is the employees, employees are governed by supervisors, supervisors goes up to direct reports, then the Functional heads, unit office, and finally at the head of the apartment reach the goals. Each of the departments develops their own goals. Coca-cola accomplishes the goal in four basic steps, goal setting, monthly review, mid-year review and final review.
Goals are formulated according to the pyramid described before. The monthly review is used to keep track of the progress. Mid-year review aligns the goals and made an adjustment if now policies come out. At last, final review measures the actual achievement and match them to the reward system. Employees can then be rewarded according to their
Locke's Goal-Setting Theory, a few basic step can be implemented, first is to identify the need for or purpose of the goal. The next step is to meet with the employee to discuss the need for goal-setting. The third step is to develop the goal. It is essential the goals developed should fit the SMART model (specific, measurable, achievable, relevant and time-based) created by management consultants Kenneth Blanchard and Spencer Johnson. After setting goals, ensure the resources employee needs are satisfied. Keep track of the progress and made amendments if needed. At the last stage, review the results with employees. Reward or discipline the employees according to the achievements. Make final arrangement for the …show more content…
They also have developed a system to improve employees' loyalty and responsibility to the company. The system act as a pyramid, at the base, is the employees, employees are governed by supervisors, supervisors goes up to direct reports, then the Functional heads, unit office, and finally at the head of the apartment reach the goals. Each of the departments develops their own goals. Coca-cola accomplishes the goal in four basic steps, goal setting, monthly review, mid-year review and final review.
Goals are formulated according to the pyramid described before. The monthly review is used to keep track of the progress. Mid-year review aligns the goals and made an adjustment if now policies come out. At last, final review measures the actual achievement and match them to the reward system. Employees can then be rewarded according to their