Goal Theory of Latham and Locke
Any discussion of goal theory would have to note the work of Lathamand Locke, Abraham Maslow and Alderfer at least, along with other theoriesthat are useful in management. Latham and Locke noted that motivation andperformance are higher when individuals set specific goals, and also, thatthose goals must be difficult but acceptable to the person accepting them.Latham and Locke noted, also, that there must be feedback on performance,but that as long as they are accepted, demanding goals lead to betterperformance than easy ones. (The Manager Web site) Maslow's famous hierarchy of needs also has significant impact on thearea of setting goals. The needs he identified were, from lower to higher:physiological, safety, social, esteem, and self-fulfillment. When a lower-order need had been fulfilled, he thought, then the next higher order wouldbecome dominant. (The Manager Web site) In other words, if a person isfighting for survival, literally, then goals will concern food and shelter. If those needs are met, then the goals will concern obtaining not just anyhaven, but a safe haven, and on up the ladder. In management, if aperson's need for an income is met, then the next goal might be for
Alderfer put all human needsinto three categories: existence needs, relatedness needs, and growthneeds. " A secondary goalbecame, "Always treat everyone as if they are the most important person inthe universe. The goaldepended on recognizing the four major personality types with whom I wouldhave to interact, both within MRI Center and with those I deal withoutside. But then it was necessary to deal with first, some emotions, andsecond, how exactly that attitude would result in goals. From a management perspective,Alderfer's growth needs category offers the greatest opportunity forcreating motivation. Just as the company is not goingto give us a million dollars for bringing in a $50,000 account, I was notgoing to give myself a flight to San Juan for lunch. And I also borrowed from some reading. But I decided that any week when, onbalance, I was able to scrap emotional reactions and 'flow through'whatever was going on, I would take half a day on the weekend and dowhatever I wanted to do, within reason. While MRI Center has not downsized significantly, as many companies have, Iam still aware, as is everyone, that there are fewer opportunities in thejob market if I did want to change companies. On the other hand, ahalf-day at the museum in peace and quiet and an expensive coffee someplacewith an excellent view was an option. So when I decided to share what I was doing, I made appointmentswith those I wanted to involve so that I could tailor my delivery to theirneeds, and also get some feedback, both for my own use and so that I couldbe sure I wasn't giving too much information to those who are dominant-aggressive types, or too little to the easy-going, friendly types. Because of that, I decided to add a couple of extrinsic goalsto my goal-setting process. Another intrinsic goal I set involved the reading in motivation Ihave done recently, and it, too, could be set without help from management,and would also deliver rewards for me and for those I encounter. Therefore, it seemed that investigating how she didwhat she has done would be instrumental to understanding how I might bestset goals, preferably intrinsic, that would lead to greater achievement forme and for my company.
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Acceptance Essays
