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Goal orientation, or achievement orientation, is an "individual disposition towards developing or validating one's ability in achievement settings". [1] In general, an individual can be said to be mastery or performance oriented, based on whether one's goal is to develop one's ability or to demonstrate one's ability, respectively. [2]
A performance goal is a goal focused on gaining favorable judgement or avoiding unfavorable judgements by others. Performance goals focuses on ensuring that one's performance is noticeably superior to others. This motivation to outperform others is what enables the person to strive for more achievement in and outside of school and work as well.
As goal setting skills, including how to set a hard, specific goal and when to set a performance rather than a learning goal, are trainable and have greater influence than goal orientation in terms of determining performance, then it follows that the usefulness of tests of goal orientation for recruitment are limited and perhaps most suitable ...
S.M.A.R.T. (or SMART) is an acronym used as a mnemonic device to establish criteria for effective goal-setting and objective development. This framework is commonly applied in various fields, including project management, employee performance management, and personal development.
The downside of relationship-oriented leadership is that, if taken too far, the development of team chemistry may detract from the actual tasks and goals at hand. The term "people-oriented" is used synonymously, whilst in a business setting, this approach may also be referred to as "employee-oriented". [2]
Student B uses a vigilant approach where they become more detail oriented and pay careful attention to completing all of the course requirements. [10] Both forms of regulatory orientation can work to fulfill goals, but the choice of orientation is based on individual preferences and style. When a person pursues their goal in the focus that fits ...
In his own experience, he and his wife conducted a "test retirement," spending 10 days together to talk about their goals, the balance between "me time" and "we time," and their travel preferences.
The path–goal theory, also known as the path–goal theory of leader effectiveness or the path–goal model, is a leadership theory developed by Robert House, an Ohio State University graduate, in 1971 and revised in 1996. The theory states that a leader's behavior is contingent to the satisfaction, motivation and performance of his or her ...