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Research (primarily centered on school and job performance outcomes) has shown that goal orientation is linked to outcomes and performance. [20] [26] [82] When examining research on learning environments and curriculum design, one could argue that there is a significant alignment with mastery orientation and ideal learning environments.
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.
This framework enables the individual setting the goal to have a precise understanding of the expected outcomes, while the evaluator has concrete criteria for assessment. The SMART acronym is linked to Peter Drucker's management by objectives (MBO) concept, illustrating its foundational role in strategic planning and performance management. [4]
Bandura distinguished two distinct types of goal-related expectations: self-efficacy and outcome expectancy. [9] He defined self-efficacy as the conviction that one can successfully execute the behavior required to produce the outcome in question. Outcome expectancy refers to a person's estimation that a given behavior will lead to certain ...
Outcome feedback is after the goal or activity is finished, and process feedback is during the completion of a goal. [1] Feedback should be provided on the strategies followed to achieve the goals and on the final outcomes achieved.
A goal or objective is an idea of the future or desired result that a person or a group of people envision, plan, and commit to achieve. [1] People endeavour to reach goals within a finite time by setting deadlines.
Tailoring refers to methods for personalizing communications intended to generate higher behavior change than non personalized ones. [15] There are two main claims for why tailoring works: Tailoring may improve preconditions for message processing and tailoring may improve impact by altering starting behavioral determinants of goal outcomes.
Task-oriented and relationship-oriented leadership are two models which are often compared, as they are known to produce varying outcomes under different circumstances. Task-oriented (or task-focused) leadership is a behavioral approach in which the leader focuses on the tasks that need to be performed in order to meet certain goals, or to ...