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This leadership style works best in a context of specific goals and short-term circumstances. [7] The benefits of an ideal form of transactional leadership include: Rewards for individuals who are self-motivated and follow instructions; Rapid achievement of short-term goals/gratifications
To set both short-term and long-term financial goals, Ricardo Pina, finance expert and founder of The Modest Wallet, said you first need to identify your priorities. “Start by asking yourself ...
“For instance, a short-term goal could be paying off $5,000 in credit card debt within a year, while a long-term goal might involve saving $100,000 for retirement in the next 20 years.” Budget ...
Women tend to make more choices to balance work and non-work priorities such as child or elder care. This may also discourage some women to pursue their career path, and focus on prioritizing assistance for others. Men will make decisions based on not only having to balance work and non-work priorities, but for advancement and added income. [5]
Goal setting theory has been criticized for being too narrow in focus to be a complete theory of work motivation as goals alone are not sufficient to address all aspects of workplace motivation. In particular, it does not address why some people choose goals they dislike or how to increase intrinsic rather than extrinsic motivation. [67]
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Intermediate goals (3 to 20 years) tend to be less specific and more open ended than short-term goals. Both intermediate and long-term goals are more difficult to formulate than short-term goals because there are so many unknowns about the future. Long-term goals (Over 20 years), of course, are the most fluid of all.
Short-term goals. Long-term goals. Vacation. Retirement. Down payment for a car or house. Opening a business. Deposit for a new apartment. Paying for a child’s education