Interpersonal Competence: Goal

Setting and Problem Solving

This type of team building focuses on improving
interpersonal that try to build trust and open
communications among team members by resolving
hidden agendas and misperceptions.

This includes dialogue sessions where team members

engage in conversations to develop a common mental
model of the ideal team process.

As they gain awareness of each others models and

assumptions, members eventually begin to form a common
model for thinking within the team.
Goal Setting
Goal setting is the process of motivating employees and clarifying their role perceptions
by establishing performance objectives.

Goal setting involves establishing specific, measurable, achievable, realistic and time-
targeted (S.M.A.R.T ) goals.

Goals provide a sense of direction and purpose.

Goal setting potentially improves employee performance in 2 ways :

a) By stretching their intensity and persistence of effort and,
b) By giving employees clearer role perceptions so that their effort is channeled toward
behaviors that will improve performance

Some companies apply goal setting through a formal process known as Management By
Objectives (MBO).
 Characteristics of effective goals
Specific
goals
Goal setting is more complex
than simply telling someone to
do your best. Goal Relevant
OB scholars have identified 6 feedback goals
conditions to maximize task
effort and performance.
Effective
goals

Goal Challenging
participation goals

Goal
commitment
 Types of Goals:
1. Specific goals :
Employees put more effort into task when they work toward specific
goals rather than do your best targets.
Specific goals have measurable levels of change over a specific and
relatively short time frames.
These communicate more precise performance expectations, so
employees can direct their effort more efficiently and reliably.

2. Relevant goals :
Goals must be relevant to the individuals job and within his or her
control.
For eg. A goal to reduce waste materials would have little value if
employees dont have much control over waste in the production
process.
3. Challenging goals :
Employees tend to process task knowledge more actively and engage in
work effort more intensely and persistently when they have challenging
rather than easy goals.
Challenging goals also fulfill a persons achievement or growth needs when
the goal is achieved.

4. Goal commitment :
Although goals should be challenging, employees also need to be
committed to accomplishing goals.
Employees should be motivated enough in order to get goals completed.
Once the employees are motivated, their commitment reflects in their
work.
 Contd..
5. Goal participation :
Goal setting is usually more effective when employees participate in
setting goals.
Employees indentify more with goals they are involved in setting than
goals assigned by supervisor.
Thus, participation ensures that employees buy into the goals and
have the competencies and resources necessary to accomplish them.
6. Goal feedback:
Feedback is another necessary condition for effective goal setting.
Feedback is any information that people receive about the
consequences of their behavior.
Feedback lets us know whether we have achieved the goal or are
properly directing our effort toward it.
PROBLEM SOLVING
Problem-solving is a mental process that involves
discovering, analyzing and solving problems. The
ultimate goal of problem-solving is to overcome
obstacles and find a solution that best resolves the
issue.
The best strategy for solving a problem depends largely
on the unique situation. In some cases, people are
better off learning everything they can about the issue
and then using factual knowledge to come up with a
solution. In other instances, creativity and insight are
the best options.
Problem Solving (PSM) Process
Step 1
Define the
Problem
Develop a behavioral Step 2
Step 7 (observable) definition Develop an
of problem
Analysis of the Assessment Plan
Generate a hypothesis and
Intervention Plan assessment questions
make a team decision on the related to the problem
effectiveness of the
intervention

Step 6 Step 3
Implement the Analysis of the
Intervention Plan Assessment Plan
Provide strategies, materials, and
resources: include Create a functional and
multidimensional assessment to
progress monitoring
test the hypothesis

Step 5 Step 4
Develop an Generate a Goal
Intervention Plan Statement
Base interventions on best Specific Description of the changes
practices and research-proven expected in student
strategies behavior
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Step 1:
Define the Problem
Essential step

Develop a behavioral/academic definition

Concrete, Observable and Measurable

Stranger test ?

Most difficult step !

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Step 2:
Develop an Assessment Plan
Generate a hypothesis
Why is the problem occurring ?
Formulate predictions of students behavior
Formulate assessment questions to confirm / reject hypothesis

Procedure (RIOT)
Review
Interview
Observe
Test

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Step 3:
Analysis of the Assessment Plan
Domains that impact learning Procedure
Curriculum Review
Instruction Interview
Environment Observe
Learner Test

Consider all that are relevant

Not required to address all domains each time

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Step 4:
Generate a Goal Statement
Essential step
Precise definition
Set before plan implementation

Goal statement- specific description of desired change

in student behavior as a result of an intervention
SMART Goal

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Doran, George T. "There's a S.M.A.R.T. way to write management's goals and
objectives." Management Review, Nov 1981, Volume 70 Issue 11.

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Step 5:
Develop an Intervention Plan

Identify methods, procedures and materials that

are research-based

Describe plan of action

Include specific goals

Progress-monitoring plans included

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Step 6:
Implement the Plan
Multiple activities
Fidelity and integrity of intervention
Monitor the Intervention
Effect on student performance
Integrity of implementation
Make changes as indicated
Decisions !

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Step 7:
Analysis of the Intervention Plan

EVALUATE the DATA

Progress monitoring is essential

Examine student performance
Evaluate the effectiveness of instruction

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