Name Aslam khan, Nasir khan

Roll No 06 41
Topic: Goal Setting Theory and Job Engagement
GOAL SETTING THEORY
• Overview of the theory:
• In 1960,s Edwin Locke proposed goal setting theory.
• This theory states that goal setting is link to task
performance,
• It states that specific and challenging goals along with
appropriate feedback contribute to higher and better
task performance.
• This theory states that “Specific and challenging
tasks with appropriate feedback contribute
higher performance”
Characteristics
• Goal must be very specific and clear to avoid
misunderstanding.
• Goal must have deadlines
• Goal must be realistic and challenging _ Feeling of
pride.
• Goal must be measureable.
Why do people get motivated from goals?
• Difficult goals attract attention and keep us away from distraction

• Challenging goal energises us and push us for work harder

• When goals are tough we discover the new ways to accomplishing it.
Why Feedback is important?

• Providing feedback is very essential on goal accomplishment.

• It helps us in identifying discrepancies what they have done and
what needs to be done.
It helps us in guiding behavior.
Self generated feedback mechanism must be designed.
Should employee participate or not…..

• Research Shows a mix result on this.

• Where employees participate they try to get less challenging goals
which letter on effect organization.
• On the other side, it is easier to for management to get the goals
accepted as employees are participating in the process too.
• If participation is not used, then explanation over purpose and
importance must be explained.
Other variable affecting the goal

• Goal Commitment

• Task Characteristics

• National Culture
Goal Commitment

• Individual must be committed to goal.

• They should not lower down or abandon the goal.
• They must have believe that they can achieve it and they want to
achieve it.
Task Characteristics

• When goal theory work well-

• If the task is simple
• If the task is of interest of the employees.
• If any direct reward is associated to the task.
National Culture

• Goal setting theory is very culturally bound.

• As it is developed and adopted in USA and Canada where people are

independent and seek for challenging goals to grow.

• It may not work well with those countries where people are
interdependent and they try to skip challenging goals and look for
shortcuts.
Job Engagement

• Job engagement describes the level of dedication a worker feels

toward their job. Engaged employees care about their work and
about the performance of the company, and feel that their efforts
make a difference.
Key Takeaways
• Employee engagement describes the level of dedication a worker
feels toward their job.
• Employee engagement can be critical to a company's success, given
its links to job satisfaction and employee morale.
• Engaged employees are more likely to be productive and higher
performing.
Categories

• Engaged

• Not Engaged
Engaged

• The employee works in passion

• Highly motivated and ready to go extra mile.

• Focus and keen to take up challenges.

• Problem solving attitudes.

Not Engaged

• They usually steps walking through the day.

• Zero energy and passion in the given work.

• Putting in hours instead of energy.

• Actively undermine coworkers and sabotage projects.

THANK YOU.