This document discusses goal setting and motivation. It explains that setting specific and challenging goals focuses attention and improves performance. Goals provide direction, feedback and a sense of achievement. The brain's reticular activating system prioritizes goals, bringing them to the forefront. Potential obstacles to goals include doubts, procrastination and waiting for help. Effective goal setting requires analyzing goals, overcoming obstacles, and regularly reviewing progress.

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My Goal
Anup K Singh, PhD

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GOAL SETTING
Goal Setting Involves
Turning Dreams into
Achievements. A Goal
Germinates in Your
Passion. Let It Be Big.
Let It Stretch You. Let
It Evolve You.

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A Goal Gives You
 Focus
 Direction
 Energy
 A Sense of Achievement
 Feedback
 Continuity
 Responsibility
 Deadline

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How Does A Goal Help
You?
 Our Brain Has Reticular Activating
System (RAS)
 RAS Is a Network in Reticular
Formation That Serves An Alerting
and Arousing Function
 Setting Personal Goals Focuses
an Individual's Attention Into a
Particular Area to the Exclusion of
Other Thoughts and Activities

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Contd.
 When Setting Personal Goals,
Especially After Committing
Them to Writing, the Brain Has a
Specific Subject or Task
Brought to the FOREFRONT
 That Is Why Setting Personal
Goals, Committing Oneself to
Specific New Levels of
Achievement, WORKS

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Twelve Strategies to
Optimise Reaching Your
Goals
 Develop Intense Desire For the
Goal
 Know the Resources for Reaching
Your Goal
 Work With Goals That Are
Compatible
 Be Willing to Ask for Help
 Accept the Responsibility for
Action
 Minimise the Interruptions That
Block Your Progress

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Contd.
 Be Flexible to Changes That Affect
Your Progress Towards Your Goal
 Develop the Persistence to Work
Towards Your Goals
 Visualise Your Goal
 Review Your Progress Regularly
 Be Ready for Trade-offs Among
Goals
 Reward Yourself for Success

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Potential Obstacles to
Reaching Your Goals
 I Need to Feel Secure
 Thinking About Failure
 I Doubt My Skills
 Changing My Way Is Difficult
 I Have Too Many Things to Do
 I Do Not Monitor
 I Procrastinate
 I Wait for Someone to Help Me

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Goal Analysis
 A Goal Is a Statement Describing a
Broad or Abstract Intent, State or
Condition
 Goal Analysis Is Needed When
Goal Statement Fails to Answer
the Question “How Will I Know
One When I See One?”
 Performance Is an Activity That Is
Directly Visible and Assessable

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Steps in Goal Analysis
 Write Down the Goal, Using
Whatever Words Best Describe the
Intended Outcomes
 Write Down the Performances That
Would Cause You to Agree the
Goal Has Been Achieved
 Delete Duplications and the Items
That, on Second Thoughts, Are
Unwarranted

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Goal Setting and
Motivation
 Goal setting
 Is a useful method of enhancing employee performance.
From a motivational perspective, a goal is a desirable
objective.
 Goals are useful for two purposes:
 Goals provide a useful framework for managing motivation.
Managers and employees can set goals for themselves
and then work toward them.
 Goals are an effective control device; control is monitoring
by management of how well the organization is performing.
 Self-efficacy
 Is the extent to which we believe we can still reach our
goals even if we failed to do so in the past.

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Goal Setting Theory
 Edwin Locke’s goal-setting
theory of motivation assumes
that behavior is a result of
conscious goals and
intentions. By setting goals for
people in the organization, a
manager is able to influence
their behavior.

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Components of Goal-
Setting Theory
 Goal Difficulty
 Is the extent to which a goal is challenging
and requires effort. Difficult, yet realistic,
goals are the most effective.
 Goal Specificity
 Is the clarity and precision of a goal.
Specific, rather than vague, goals are the
most effective.
 Goal Acceptance
 Is the extent to which persons accept goals
as their own.
 Goal Commitment
 Is the extent to which a person is personally
interested in reaching a goal.

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The Goal-Setting Theory of Motivation