Organizationa Busines

LESSON - 14

GOAL SETTING AND JOB SATISFACTION

Contents

14.0 Aims and Objectives

14.1 Introduction

14.2 Goal setting theory

14.3 Job satisfaction

14.4 Let us Sum up

14.5 Lesson-End Activities

14.6 References

14.0 AIMS AND OBJECTIVES

In lesson V, the goal setting theory and job satisfaction concepts are discussed. After

learning this section, the students are able to:

i) Understand the Goal Setting theory and its application such as MBO, Goal

Setting Review Process

ii) Describe the factors leading to job satisfaction and the ways to enhance job

satisfaction.

14.1 INTRODUCTION

The basic framework of goal setting theory is that it deals with the relationship

between conscious goals or intentions and task performance. A goal is defined as

what the individual is consciously trying to do. The basic premise of the approach

is that an individual’s conscious goals or intentions influence his behavior.

Specific, concrete or harder goals result in a higher level of individual

performance than do easy goals.

Goal setting involves four steps: i) It involves the establishment of target results

and the clarification of potential rewards that are associated with goal

accomplishment ii) goal setting aspects such as the degree of goal difficulty and

goal challenges iii) goal-setting intension made by the individual involving the

acceptance and commitment to the previously established goals iv) task

performer’s interest, personality characteristics..

14.2 GOAL SETTING THEORY

Locke proposed that intentions to work towards a goal are major source of work

motivation. The goals facilitate employees what needs to be done and how much

effort will need to be put forth in their tasks. The evidence shows the work values

and goals will determine strongly the performance of an individual. Actual work

behavior then becomes a function of values and goals set by the individual. The

manager can motivate employees between goals which...