An overview of one of the most realistic and relevant theories in education --- goal setting. For all students, teachers and parents.
A presentation for EDUCATIONAL ADMINISTRATION CLINIC CLASS in the program-- Doctor of Education major in Educational Administration.
CACC
In "Upside of irrationality", Dan Ariely examines some positive effects of irrationality our lives. It offers a new look on the irrational decisions that influence our personal lives. Check the summary compiled by Prof. Sameer Mathur.
An overview of one of the most realistic and relevant theories in education --- goal setting. For all students, teachers and parents.
A presentation for EDUCATIONAL ADMINISTRATION CLINIC CLASS in the program-- Doctor of Education major in Educational Administration.
CACC
In "Upside of irrationality", Dan Ariely examines some positive effects of irrationality our lives. It offers a new look on the irrational decisions that influence our personal lives. Check the summary compiled by Prof. Sameer Mathur.
Theories of Motivation - Overview of the Content Theories of Motivation Monica P
(MST) Advanced Administration and Supervision in Educational Practices
(class report(s)/discussion(s))
DISCLAIMER: I do not claim ownership of the photos, videos, templates, and etc used in this slideshow
Theories of Motivation - Overview of the Content Theories of Motivation Monica P
(MST) Advanced Administration and Supervision in Educational Practices
(class report(s)/discussion(s))
DISCLAIMER: I do not claim ownership of the photos, videos, templates, and etc used in this slideshow
The Three Theories I chose are10.1.3 Acquired Needs TheoryD.docxssusera34210
The Three Theories I chose are:
10.1.3 Acquired Needs Theory
David McClelland offers another motivation theory based on individual needs.
▲ Need for achievement is the desire to do something better or more efficiently,
to solve problems, or to master complex tasks.
▲ Need for power is the desire to control other people, to influence their
behavior, or to be responsible for them.
▲ Need for affiliation is the desire to establish and maintain friendly and
warm relations with other people.
According to McClelland, people acquire or develop these needs over time as a
result of individual life experiences. In addition, each need carries a distinct set
of work preferences. Managers are encouraged to recognize the strength of each
need in themselves and in other people. Attempts can then be made to create
work environments responsive to them.
People high in the need for achievement, for example, like to put their competencies
to work, they take moderate risks in competitive situations, and they
are willing to work alone. As a result, the work preferences of high-need achievers
include individual responsibility for results, achievable but challenging goals,
and feedback on performance.
10.2.2 Expectancy Theory
Victor Vroom’s expectancy theory of motivation asks a central question: What
determines the willingness of an individual to work hard at tasks important to
the organization?
Expectancy theory suggests that “people will do what they can do when they
want to do it.” More specifically, Vroom suggests that the motivation to work
depends on the relationships among the following three factors:
▲ Expectancy: A person’s belief that working hard will result in a desired
level of task performance being achieved.
▲ Instrumentality: A person’s belief that successful performance will be
followed by rewards and other potential outcomes.
▲ Valence: The value a person assigns to the possible rewards and other
work-related outcomes.
Expectancy theory suggests that motivation (M), expectancy (E), instrumentality
(I), and valence (V) are related to one another in a multiplication-based equation:
M _ E _ I _ V
In other words, motivation is determined by expectancy times instrumentality
times valence. The multiplier effect has important managerial implications. Mathematically
speaking, a zero at any location on the right side of the equation (for
E, I, or V) results in zero motivation.
For example, a typical assumption is that people will be motivated to work
hard to earn a promotion. But is this necessarily true? If expectancy is low, motivation
will suffer. The person may feel that he or she cannot achieve the performance
level necessary to get promoted. So why try? If instrumentality is low,
motivation will suffer. The person may lack confidence that a high level of task
performance will result in being promoted. So why try? If valence is low, motivation
will suffer. The person may place little value on receiving a promotion. It
simply isn’t much of a reward ...
49Learning PointsHow do I• Develop plans that will .docxblondellchancy
49
Learning Points
How do I:
• Develop plans that will help me achieve my goals?
• Clarify my values and decide what is really important to me?
• Develop a personal mission statement?
• Make progress toward my goals, especially when I hit a roadblock?
• Evaluate options concerning ethical dilemmas?
• Know if I am making ethical decisions?
Matthew Smith was enjoying his work as an associate at a leading consulting firm in
New York. The hours didn’t bother him. As the first person from his family to attend col-
lege, he was used to working hard for what he wanted in life. He had worked part time
all the way through high school and college to pay for tuition, room, board, and other
immediate expenses. Now in his third year, he was contemplating his next career step.
Most of Matthew’s friends had moved on to graduate business school, but his boss had
convinced him to stay on. With all the excitement over “new economy” growth clients,
there was plenty of interesting work to go around. He was traveling overseas frequently,
had a good set of friends, had a partner, and was enjoying his current situation. So what
was troubling him? In the back of his mind Matthew realized he wasn’t sure what he
should do next. For possibly the first time in his life he didn’t have to focus single-mindedly
on one goal, such as paying for college. He now had multiple priorities in which he was
interested. But he didn’t have a clue as to how to start making plans to attain any one
of them. Besides, he thought, “I’m always working, anyway. How would I have time to
even think of anything else? So it doesn’t really matter that I’m not sure where I’m
headed.” Or does it?
1. What are the issues Matthew is facing?
2. Should Matthew follow the rest of his friends to graduate business school?
3. Why is it difficult for him to set new priorities for himself ?
4. What advice would you offer Matthew?
Establishing Goals
Consistent with Your
Values and Ethics
3
dej11632_ch03_049-075.indd 49 1/22/18 8:15 AM
50 1 / Intrapersonal Effectiveness: Understanding Yourself
5. How can Matthew set new goals and work toward them while fulfilling his obliga-
tions to his present position?
“If you don’t know where you are going, you’ll probably end up someplace else.”1
Yogi Berra—professional
baseball catcher, manager,
and coach
A goal is a level of proficiency or standard of behavior we wish to attain within a specified period of time.2 If you don’t have a plan to direct your life, where will you end up? Effective goal setting gives you direction and purpose while provid-
ing a standard against which to measure your performance. Having goals also allows
individuals and organizations to have a clear understanding of what they are trying to
accomplish. This chapter describes personal goal setting and values clarification: what
goals and values are, the benefits of being aware of your goals and values, and how to
improve your ability to set meaning ...
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Normal Labour/ Stages of Labour/ Mechanism of LabourWasim Ak
Normal labor is also termed spontaneous labor, defined as the natural physiological process through which the fetus, placenta, and membranes are expelled from the uterus through the birth canal at term (37 to 42 weeks
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
for beginners, providing thorough training in areas such as SEO, digital communication marketing, and PPC training in Noida. After finishing the program, students receive the certifications recognised by top different universitie, setting a strong foundation for a successful career in digital marketing.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
2. Biography
American psychologist and pioneer in goal-setting theory.
Born 5-1-1938 in USA
1960 B.A. Harvard University, Psychology
1962 M.A.Cornell University, Industrial and Experimental Psychology
1964 Ph.D.Cornell University, Industrial Psychology
1967-present Work, University of Maryland
-The Goal Setting Theory
-The Distinguished Scientific Contribution Award from the Academy of Management
-Outstanding Teacher-Scholar Award from the University of Maryland
-James Mckeen Cattell Fellow Award
300+ Publications/Books
100+ Papers
50 Op-Eds
Ex.
-What is job satisfaction? American Psychological Association, 1968.
-Toward a Theory of Task Motivation and Incentives, 1968.
3. Theory
-Goal Setting Theory(1968)
Specific and challenging goals along with appropriate feedback contribute to higher and better task performance
-Five Principles of Goal Setting
1-Clarity
Clear goals are measurable and unambiguous. When a goal is clear and specific, with a definite time set
for completion, there is less misunderstanding about what behaviors will be rewarded.
2-Challenge
When setting goals, make each goal a challenge. If an assignment is easy and not viewed as very
important – and if you or your employee doesn't expect the accomplishment to be significant – then the effort may not
be impressive.
3-Commitment
Goals must be understood and agreed upon if they are to be effective. The harder the goal, the more
commitment is required. If you have an easy goal, you don't need a lot of motivation to get it done.
4-Feedback
Feedback provides opportunities to clarify expectations, adjust goal difficulty, and gain recognition. It's
important to provide benchmark opportunities or targets, so individuals can determine for themselves how they're
doing.
5-Task complexity
For goals or assignments that are highly complex, take special care to ensure that the work doesn't
become too overwhelming.
-Goals characteristics
-Content(what we actually want to achieve)
4. Applications
-Goal setting is widely used in the workplace as a means to improve and
sustain work performance.
-General Electric (GE) successfully applies goal setting theory in all levels of
the organization, not just on- the departmental and individual level.
-“Help us set goals for ourselves and for our GE businesses” (GE.com, 2009)
-Through a revision of GE’s mission and values Jack Welch grew GE from a
$24+ billion company to into a $74+ billion company, ready to face competitors
and future challenges. Welch realigned goals and motivation, forcing managers
to stretch to previously unknown limits.
-For a goal setting program to be successful, it should have strong
organizational support.
