BMAL 703 Motivational Theory

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Apr 3, 2024

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MOTIVATIONAL THEORY Motivational Theory Assignment: Goal-Setting Theory Julieanne George School of Doctor of Strategic Leadership, Liberty University Author Note Julieanne George By submitting this assignment, I attest this submission represents my own work, and not that of another student, scholar, or internet source. I understand I am responsible for knowing and correctly utilizing referencing and bibliographical guidelines.
MOTIVATIONAL THEORY Abstract Growths of organizations rely on the manager’s ability to create goals and motivation to engage employees in achieving key performance indicators (KPI). First, a manager must understand their job role within the organization to be able to correlate their management actions to achievements. Next, managers must understand that KPI’s are achievable when they (the manager) understand how to create successful goals alongside a keen focus of employee accountability, which can be created with utilization of the goal-setting theory. Successful goal setting is successful when a manager is able to build up and motivate the team with encouragement, positive feedback as well as growth opportunities. Managers understand the basic operational function of goal-setting theory, motivational context for implementation alongside the knowledge of positives and negative impacts of theory use. Due to the need to utilize the goal setting theory in in a manner that is successful, managers must have a keen eye for goal classification to create a framework for achievement. Integration of biblical operational context allows for supportive analysis and implementation of the goal-setting theory. Historical approaches allow for managerial understanding of how to implement successful actions to achieve outcomes through employee motivation to meet organizational KPI’s. Keywords: Goals,Management, Motivation, Framework, Biblical, Goal-Setting Theory
MOTIVATIONAL THEORY Introduction Achieving a highly reliable team can be directly correlated to a manager’s ability to engage their employees. Successful management is obtained through the ability to achieve an organizational key performance indicator (KPI) with efficient planning, and then successful employee implementation to meet goals and metrics (Jones & George, 2019, p. 5). The process of goal setting for managers relies on their ability to utilize resources in which a framework is created to engage and motivate employees. A manager’s ability to achieve goals by fully engaging their employee’s skills allows for organizational KPI’s successfully move forward. A must learn how to motivate employees or failure to be productive will result. Understanding each employee’s motivation, skill set and driver allows for managers to successfully navigate goal setting to meet organizational KPI’s. Goal-Setting Theory of Motivation The evolution of successful management is a result of high productivity, high performing employees and clear goals that are set to meet organizational metrics. Managers that choose to use the goal-setting theory motivates their employees through aligning employee output and productivity through clearly aligned directions that correlate directly to organizational KPI’s or goals (Jones & George, 2019, p 301). Utilization of the goal-setting theory supports a manager’s ability to predict performance of employees, which is proven to continually improve when the goal set achieves the monetary return (Aarts, 2019). As employees continue to see the advantages and results of their productivity, the goals begin to be created through the conscious decisions and drive of the employees (Aarts, 2019). Overall, the outcomes and results are directly correlated to how well the goals are set by the manager. Purpose of Goal-Setting Theory
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