BMAL 703 Motivational Theory. Goal Setting Theory

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MOTIVATIONAL THEORY Motivational Theory Assignment: Goal-Setting Theory Julieanne George School of Doctor of Strategic Leadership, Liberty University Author Note Julieanne George By submitting this assignment, I attest this submission represents my own work, and not that of another student, scholar, or internet source. I understand I am responsible for knowing and correctly utilizing referencing and bibliographical guidelines.

MOTIVATIONAL THEORY Abstract Growths of organizations rely on the manager’s ability to create goals and motivation to engage employees in achieving key performance indicators (KPI). First, a manager must understand their job role within the organization to be able to correlate their management actions to achievements. Next, managers must understand that KPI’s are achievable when they (the manager) understand how to create successful goals alongside a keen focus of employee accountability, which can be created with utilization of the goal-setting theory. Successful goal setting is successful when a manager is able to build up and motivate the team with encouragement, positive feedback as well as growth opportunities. Managers understand the basic operational function of goal-setting theory, motivational context for implementation alongside the knowledge of positives and negative impacts of theory use. Due to the need to utilize the goal setting theory in in a manner that is successful, managers must have a keen eye for goal classification to create a framework for achievement. Integration of biblical operational context allows for supportive analysis and implementation of the goal-setting theory. Historical approaches allow for managerial understanding of how to implement successful actions to achieve outcomes through employee motivation to meet organizational KPI’s. Keywords: Goals,Management, Motivation, Framework, Biblical, Goal-Setting Theory

MOTIVATIONAL THEORY Introduction Achieving a highly reliable team can be directly correlated to a manager’s ability to engage their employees. Successful management is obtained through the ability to achieve an organizational key performance indicator (KPI) with efficient planning, and then successful employee implementation to meet goals and metrics (Jones & George, 2019, p. 5). The process of goal setting for managers relies on their ability to utilize resources in which a framework is created to engage and motivate employees. A manager’s ability to achieve goals by fully engaging their employee’s skills allows for organizational KPI’s successfully move forward. A must learn how to motivate employees or failure to be productive will result. Understanding each employee’s motivation, skill set and driver allows for managers to successfully navigate goal setting to meet organizational KPI’s. Goal-Setting Theory of Motivation The evolution of successful management is a result of high productivity, high performing employees and clear goals that are set to meet organizational metrics. Managers that choose to use the goal-setting theory motivates their employees through aligning employee output and productivity through clearly aligned directions that correlate directly to organizational KPI’s or goals (Jones & George, 2019, p 301). Utilization of the goal-setting theory supports a manager’s ability to predict performance of employees, which is proven to continually improve when the goal set achieves the monetary return (Aarts, 2019). As employees continue to see the advantages and results of their productivity, the goals begin to be created through the conscious decisions and drive of the employees (Aarts, 2019). Overall, the outcomes and results are directly correlated to how well the goals are set by the manager. Purpose of Goal-Setting Theory

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MOTIVATIONAL THEORY The purpose of the goal-setting theory is to support organizational outcomes. The generalization and impact of performance with employees can be measures through defined tasks within the settings within the organization (Kehr, 2019). The relationship that managers have with their employees can lead to increased motivation, high performance and productivity. Managers also use these relationships in an evolutionary process in which goals are constantly improving as employees continue to provide high performing outcomes aligning with organizational goals. There is conflict around the utilization of goal setting theory. Managers many not believe that all organizations need to have goals to create highly productive and highly reliable employees (Kehr, 2019). The information that managers obtain from the organization can lead to goal directed behaviors which create outcomes related to actions, but does not have specific goals attached to the function of each employee (Aarts, 2019). On the contrary, it is believed that organizations that set goals for basic functionalities and performance are noted to have improved engagement and higher employee satisfaction (Shoaib & Kohli, 2017). Strength and Weaknesses of Goal-Setting Theory Inherent strengths that accompany the goal-setting theory are employee engagement, high performance and motivation. The key concept behind the functionality of the goal-setting theory and the why this theory is so successful correlates to the power a manager has to create employee motivation as well as improve overall work productivity which changes employee mindsets to improve performance to achieve goals (Ogbeiwi, 2021). Employees will create framework to be successful once a manager clearly defines goals. Employees who are engaged and motivated will continue to work harder through the motivation. There is direct correlation between the goal- setting theory and employee engagement in relation to high performance (Shoaib & Kohli, 2017).

MOTIVATIONAL THEORY The goal-setting theory has clear weakness related to a manager’s ability to create strong goals that not just empower and motivate the employees, but also meet organizational KPI’s. Creating goals that are misunderstood with no clear communication of the “why” or rationale behind the goal creates inconsistency within your employees through lack of motivation and trust based on poor communication (Locke & Latham, 2020). Goals that have an educational component are noted to be minimally effective based on the cognitive abilities and mindset of the employees (Locke & Latham, 2020). Goals that lack alignment with the organizational key performance indicators decreased productivity as well as financial return. Summary of Effectiveness The goal-setting theory when implemented by managers with clear, concise alignment of organizational key performance indicators can engage employees to create environments that are highly productive and highly reliable through increased motivation and satisfaction of the employees. The goal-setting theory has an amazing impact on the employee and manager relationship which strengths the employees dedication to work harder through the reward of achieving goals (Shoaib & Kohli, 2017). This integrated (manager and employee) goal-setting process continues to create successful productivity and reliable outcomes for organizations, which is reflected within employee engagement and satisfactions scores (Ogbeiwi, 2021). Theory Evaluation from Scripture It is clear that goal-setting theory is successful when managers create a structure around the goals of the organization. As King David lay dying, he provides clear goals for his son Solomon who will be assuming the role of King (Merida, 2015). The goal setting theory creates a framework to create a motivation for employees, but also communicate clearly the reason behind the actions and/or goals. King David clearly provided Solomon with goals. The first goal was to “Obey

MOTIVATIONAL THEORY God’s word”, the clear communication of rationale behind this goal was “so that you will have success in everything you do and wherever you turn” (Merida, 2015). The second goal that King David outlines for Solomon is around managing his enemies to ensure his dynasty is everlasting. Both goals that King David set for Solomon were based on theoretical organizational or kingdom outcomes. Outlining clear expectations or goals for Solomon create motivation for Solomon to achieve the goals and continue to strive harder for more rewards. Striving harder in relation to goal setting creates a motivation for effectiveness (Ogbeiwi, 2021). This aligns with the actions and goals that King David was creating. Conclusion Goal-setting theory allows for managers to create a framework with achievable and challenging goals that motivates employees. The motivation and satisfaction that employee’s achieve in relation to these goals creates outcomes that are highly reliable and productive which translate into increase monetary gains for the organization. In order for a manager to be successful, they must be flexible, communicate effectively and be trusted by their employees. This relationship is established through managers getting to know their employees in an authentic manner. Aligning with scripture, to achieve entrance to the heavenly kingdom, one must achieve the goals set forth which as King David stated, “Obey God’s word” (Merida, 2015). Goal-setting theory allows for managers to create achievable goals to meet organizational key performance indicators while also increase employee motivation and satisfaction. References

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MOTIVATIONAL THEORY Aarts, H. (2019). Goal setting theory and the mystery of setting goals. Motivation Science, 5(2), 106-107. https://doi.org/10.1037/mot0000130 Jones, G. R., & George, J. M. (2021). Essentials of contemporary management. McGraw- Hill/Irwin. 9th edition. ISBN: 9781260261530. Kehr, H. M. (2019). Goal setting theory-firmly entrenched, but narrow in its focus. Motivation Science, 5(2), 110-111. https://doi.org/10.1037/mot0000132 Locke, E. A., & Latham, G. P. (2020). Building a theory by induction: The example of goal setting theory. Organizational Psychology Review, 10(3-4), 223- 239. https://doi.org/10.1177/2041386620921931 Merida, T. (2015) Exalting Jesus in 1 and 2 Kings (Christ-Centered Exposition Commentary). B&H Publishing Group. ISBN: 9780805496703. Ogbeiwi, O. (2021). General concepts of goals and goal-setting in healthcare: A narrative review. Journal of Management and Organization, 27(2), 324-341. https://doi-org.ezproxy.liberty.edu/10.1017/jmo.2018.11 Shoaib, F., & Kohli, N. (2017). Employee engagement and goal setting theory. Indian Journal of Health and Wellbeing, 8(8), 877-880.

BMAL 703 Motivational Theory. Goal Setting Theory

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