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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 ...
In contrast to need for achievement, gritty people consciously set long-term goals that are difficult to attain and do not waver from these difficult goals, regardless of the presence of feedback. Need for achievement has been studied for almost 50 years and has been found to positively correlate to self-efficacy and learning goal orientation. [27]
Historically, goal-setting theory has primarily been concerned with performance goals. Locke and Latham summarize 25 years of goal setting research by stating that as long as an individual is committed to a goal and has the ability to achieve it, specific, hard goals lead to a higher level of task performance than vague or easy goals. [67]
In social psychology, social loafing is the phenomenon of a person exerting less effort to achieve a goal when they work in a group than when working alone. [1] [2] It is seen as one of the main reasons groups are sometimes less productive than the combined performance of their members working as individuals.
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.
A study published in the year 2017 showed that self-esteem had a negative effect on self-handicapping. They found that when it came to mastery goals there was a positive effect resulting from self-esteem. It also suggested that there was a negative effect on performance-avoidance goals when it came to self-esteem.
Moving the goalposts (or shifting the goalposts) is a metaphor, derived from goal-based sports such as football and hockey, that means to change the rule or criterion ("goal") of a process or competition while it is still in progress, in such a way that the new goal offers one side an advantage or disadvantage.
Goal setting and planning ("goal work") promotes long-term vision, intermediate mission and short-term motivation. It focuses intention, desire, acquisition of knowledge, and helps to organize resources. Efficient goal work includes recognizing and resolving all guilt, inner conflict or limiting belief that might cause one to sabotage one's ...