Goal Setting

 It refers to the process of

improving performance with
objectives, deadlines or quality
standard.

The following are its components:

(Edwin Locke et.al)
 Goal Contents
 Goal Commitment
 Work Behaviour
 Feedback Aspect
 Goal Contents
 To be sufficient in content, goals must be
attainable, specific, measurable, time
limited and relevant.
 Goals Commitment
 Those people who are committed to its
goals, has a big chance to be able to
achieve them.
 Work Behaviour
 Goals influence behaviour in terms of
direction, effort, persistence and
planning.
 Feedback Aspect
 It provides the individuals with a way of
knowing how far they have gone in
achieving objectives or it helps
individuals to have a corrective measures
when it is necessary.
Techniques of Motivation
 Motivation Through Job Design
 Motivation Through Rewards
 Motivation Through Employee Participation
 Other Motivation Technique For The Diverse
Work Force
 Motivation Through Job Design
 A person will be highly motivated
to perform if he assigned a job he
likes.

In motivating there are two

approaches:
1. Fitting people to jobs

2. Fitting jobs to people

Fitting People To Jobs

 Realistic job previews

 Where management provides honest
explanation of what a job actually
entails.
 Job rotation
 Where people move periodically from
one specialized job to another.
 Limited exposure
 Where a worker’s exposure to a highly
fragmented and tedious job is limited.
Fitting Jobs To People

 Job enlargement
 Where two or more specialized tasks
in a work flow sequence is combined
into a single job.
 Job enrichment
 Where efforts are made to make jobs
more interesting , challenging, and
rewarding.
Motivation through rewards
Categories of reward:
 Extrinsic rewards
 It refers to payoffs granted to the
individual by another party. ( recognition,
employee benefits and promotion)
 It must be managed properly:
 Individual needs
 Effort will lead to reward
 Equitable
 Must be linked to performance
 Intrinsic rewards
 It refers to the internally experienced
payoffs which are self granted. (sense of
accomplishment and self- actualization)
Motivation Through Employee Participation

 When employees participate in

deciding various aspect of their
jobs, the personal involvement ,
oftentimes, is carried up to the
point where the task is completed
 The specific activities identified where employees my
participate are as follows:
 setting goals
 Making decision
 Solving problems
 designing and implementing
organizational changes.
 The popular approaches to participations:
 Quality control circles
 Self manage teams
 Requisites To Successful Employee
Participation Program
 Profit-sharing or gain sharing
 A long-term employment
relationship with good job
security.
 A concerted effort to build and
maintain group cohesiveness
 Protection of the individual
employee’s right
Other Motivation Technique For The Diverse
Work Force
 Flexible work schedule
 This allows employees to determine their
own arrival and departure times within
specified limits. (engineering firm)
 Family support services
 Employees oftentimes burdened by family
obligations like caring for children.
 Sabbaticals
 A sabbatical leave is one given to an
employee after a certain number of years
in service. (allowed to go on leave)