ATTENTION!!! Please do not place a bid, if you are not satisfied with price I p
Place your order now for a similar assignment and have exceptional work written by our team of experts, At affordable rates
For This or a Similar Paper Click To Order Now
ATTENTION!!! Please do not place a bid, if you are not satisfied with price I place on the assignment or if you cannot follow all instructions given on the assignment (including the due date). If you cannot honor the time frame I provide then please do not bid.
Directions: Please read each passage below and respond to each part. (These are responses to classmates) I DO NOT need a reference or title page, however please provide the reference(s) underneath the passage. Please label as I have done below, example Part 1 and place your response along with the reference. Please keep each one on the same document! Please cite properly and use correct grammar. DUE Monday 9/5/22 BY 4PM CST NO LATER
Part 1
Goal setting is an integral construct of organizational success. The model in Hunt’s (2014) text reveals that developmental goal setting for personnel requires careful consideration of four goals in a balanced mix that makes objective plans more reasonable to employees. The first process entails establishing the purpose and intention of the goals. If the primary objective is to advance organization value, the objectives should be business-driven. The goals are characterized by employees learning new skills and developing novel experiences. A critical factor to consider is employee motivation since realizing these goals is psychologically draining and exhaustive.
A company may decide to improve employees’ skills in their existing work areas. Such an objective would require setting functional goals. The organization can employ a functional approach to ensure employees’ proficiency in their tasks. The model can also be utilized to manage repetitive tasks that become monotonous. A key recommendation would be to appraise goals in terms of organizational and developmental value.
The model can also set development goals for employees by ensuring they yield development value. The factor can be realized by providing self-focused goals that do not constrain employees because of fear of failure. Lastly, the underutilization component can be used to ensure set goals hold value. The component can allocate specific goals to certain employees to retain enthusiasm and rigor in the organization.
Balanced Goals: Significance
Having balanced goals allows one to avoid motivation challenges when employees feel overwhelmed by many business-driven objectives, burdened owing to manifold functional goals, or undervalued due to many underutilization or self-focused objectives. Balanced objectives enable avoiding goal difficulty by ensuring they are realistic, reasonable, and sustainable. In addition, balancing them helps avoid ambiguity while augmenting clarity critical for positive outcomes (van der Hoek et al., 2018). Goal categories should be aligned for successful goal setting and organizational success. The move is critical since goal setting is directly related to performance.
References
Hunt, S. T. (2014). Common sense talent management: Using strategic human resources to improve company performance. John Wiley & Sons.
Van der Hoek, M., Groeneveld, S., & Kuipers, B. (2018). Goal setting in teams: Goal clarity and team performance in the public sector. Review of Public Personnel Administration, 38(4), 472–493. https://doi.org/10.1177/0734371X16682815
Part 2
Describe how to use the model to set developmental goals for the employee population.
The model provided in the textbook helps plot work goals based on organizational value and developmental value. It is broken up into four quadrants: business-driven development goals, functional goals, self-focused development goals, and underutilization goals. The business-driven developmental goals are both high in organizational and development value; functional goals are high in organizational value but low in development value; self-focused development goals are low in organizational value but high in development value; and underutilization goals are low in both organizational and developmental value (Hunt, 2014). Business-driven development goals can be when an individual leads a team or spearheads a project. Self-focused development goals can be completing a certification or getting a degree in a specific field. Functional goals can be trending and managing metrics and revenue. Finally, underutilization can be blue chip assignments that no longer benefit the individual for developmental or exposure purposes.
Are balanced goals important?
Having balanced goals are important. Even though business-driven development goals benefit both company and employee, it can also cause the employee to get burned out or overwhelmed. Developmental feedback and goals encourage enthusiasm, excitement, and alertness while cultivating creative behaviors (Liu & Long, 2021). Creating balanced goals allow the employee to provide organizational value but allow the employee to be less stressed and maintain positive emotions.
Reference:
Hunt, S.T. (2014). Common sense talent management: Using strategic human resources to improve company performance. Retrieved from Ebook Central.
Liu, H., & Long, J. (2021). The Influence Mechanism of Supervisor Developmental Feedback on the Enactment of Employees’ Creative Ideas: A Moderated Chain Mediation Model Based on Psychological Empowerment. Frontiers in Psychology, 12, 1–17. https://doi.org/10.3389/fpsyg.2021.696034
