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Goal-setting
Goal setting involves the development of an action plan designed in order to motivate and guide a person or group toward a goal. Goals are more deliberate than desires and momentary intentions. Therefore, setting goals means that a person has committed thought, emotion, and behavior towards attaining the goal. In doing so, the goal setter has established a desired future state which differs from their current state thus creating a mismatch which in turn spurs future actions. Goal setting can be guided by goal-setting criteria (or rules) such as SMART criteria. Goal setting is a major component of personal-development and management literature. Studies by Edwin A. Locke and his colleagues, most notably, Gary Latham have shown that more specific and ambitious goals lead to more performance improvement than easy or general goals. Difficult goals should be set ideally at the 90th percentile of performance, assuming that motivation and not ability is limiting attainment of that level o ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
SMART Criteria
S.M.A.R.T. (or SMART) is an acronym used as a mnemonic device to establish criteria for effective Goal setting, goal-setting and objective development. This framework is commonly applied in various fields, including project management, employee performance management, and personal development. The term was first proposed by George T. Doran in the November 1981 issue of ''Management Review'', where he advocated for setting objectives that are specific, measurable, assignable, realistic, and time-bound—hence the acronym S.M.A.R.T. Since its inception, the SMART framework has evolved, leading to the emergence of different variations of the acronym. Commonly used versions incorporate alternative words, including ''attainable'', ''relevant'', and ''timely''. Additionally, several authors have introduced supplementary letters to the acronym. For instance, some refer to SMARTS goals, which include the element of "self-defined", while others utilize SMARTER goals. Proponents of SMART ob ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Motivate
Motivation is an internal state that propels individuals to engage in goal-directed behavior. It is often understood as a force that explains why people or animals initiate, continue, or terminate a certain behavior at a particular time. It is a complex phenomenon and its precise definition is disputed. It contrasts with amotivation, which is a state of apathy or listlessness. Motivation is studied in fields like psychology, neuroscience, motivation science, and philosophy. Motivational states are characterized by their direction, intensity, and persistence. The direction of a motivational state is shaped by the goal it aims to achieve. Intensity is the strength of the state and affects whether the state is translated into action and how much effort is employed. Persistence refers to how long an individual is willing to engage in an activity. Motivation is often divided into two phases: in the first phase, the individual establishes a goal, while in the second phase, they atte ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Goal
A goal or objective is an idea of the future or desired result that a person or a group of people envision, plan, and commit to achieve. People endeavour to reach goals within a finite time by setting deadlines. A goal is roughly similar to a purpose or aim, the anticipated result which guides reaction, or an end, which is an object, either a physical object or an abstract object, that has intrinsic value. Goal setting Goal-setting theory was formulated based on empirical research and has been called one of the most important theories in organizational psychology. Edwin A. Locke and Gary P. Latham, the fathers of goal-setting theory, provided a comprehensive review of the core findings of the theory in 2002. In summary, Locke and Latham found that specific, difficult goals lead to higher performance than either easy goals or instructions to "do your best", as long as feedback about progress is provided, the person is committed to the goal, and the person has the abil ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Management By Objectives
Management by objectives (MBO), also known as management by planning (MBP), was first popularized by Peter Drucker in his 1954 book ''The Practice of Management''.Drucker, P., ''The Practice of Management'', Harper, New York, 1954; Heinemann, London, 1955; revised edn, Butterworth-Heinemann, 2007 Management by objectives is the process of defining specific objectives within an organization that management can convey to organization members, then deciding how to achieve each objective in sequence. This process allows managers to take work that needs to be done one step at a time to allow for a calm, yet productive work environment. In this system of management, individual goals are synchronized with the goals of the organization. An important part of MBO is the measurement and comparison of an employee's actual performance with the standards set. Ideally, when employees themselves have been involved with the goal-setting and choosing the course of action to be followed by them, they ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Cecil Alec Mace
Cecil Alec Mace (22 July 1894 – 7 June 1971) usually cited as C.A. Mace, was a British philosopher and industrial psychologist. He is best known for his work on monetary incentives and goal setting theory. Life Mace was born on 22 July 1894 to Mary and Walter Mace in Norwich, England. He left home at 18 for Cambridge University, intending to study for holy orders. However, instead he chose to read Moral Sciences at Queens' College, Cambridge. He studied under the philosopher G.E. Moore. The British psychologist Charles Samuel Myers, who started the first experimental psychology laboratory in Cambridge, was another mentor. At Cambridge Mace became a pacifist and as a conscientious objector during World War I, spent time at Wormwood Scrubs and Dartmoor. Following the war, he was appointed Lecturer in Philosophy and Psychology at the University of Nottingham. He married Marjorie Lebus in 1922 and they had two sons. In 1925, he joined St Andrews University to start an expe ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Superordinate Goals
In social psychology, superordinate goals are goals that are worth completing but require two or more social groups to cooperatively achieve. The idea was proposed by social psychologist Muzafer Sherif in his experiments on intergroup relations, run in the 1940s and 1950s, as a way of reducing conflict between competing groups. Sherif's idea was to downplay the two separate group identities and encourage the two groups to think of themselves as one larger, superordinate group. This approach has been applied in many contexts to reduce intergroup conflict, including in classrooms and business organizations. However, it has also been critiqued by other social psychologists who have proposed competing theories of intergroup conflict, such as contact theory and social categorization theory. In the context of goal-setting theory, the concept is seen in terms of three goal levels. These are classified as subordinate, intermediate and superordinate. An organization's superordinate goals ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Objectives And Key Results
Objectives and key results (OKR, alternatively OKRs) is a goal-setting framework used by individuals, teams, and organizations to define measurable goals and track their outcomes. The development of OKR is generally attributed to Andrew Grove who introduced the approach to Intel in the 1970s and documented the framework in his 1983 book '' High Output Management''. Overview OKRs comprise an ''objective'' (a significant, concrete, clearly defined goal) and 3–5 ''key results'' (measurable success criteria used to track the achievement of that goal). Not only should objectives be significant, concrete, and clearly defined, they should also be inspirational for the individual, team, or organization that is working towards them. Objectives can also be supported by initiatives, which are the plans and activities that help to move forward the key results and achieve the objective. Key results should be measurable, either on a scale or with any numerical value (e.g. count, dollar ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
John Doerr
L. John Doerr (born June 29, 1951) is an American investor and venture capitalist at Kleiner Perkins in Menlo Park, California. In February 2009, Doerr was appointed a member of the President's Economic Recovery Advisory Board to provide the President and his administration with advice and counsel in trying to fix America's economic downturn. ''Forbes'' ranked Doerr as the 40th richest person in tech in 2017, and as of August 1, 2023, as the 146th richest person in the world, with a net worth of US$11.9 billion. Doerr is the author of ''Measure What Matters,'' a book about goal-setting, and ''Speed & Scale: An Action Plan for Solving Our Climate Crisis Now''. In 2022, John and his wife Ann collaborated with Stanford University to launch its first new school in about 70 years: Stanford Doerr School of Sustainability. Early life Doerr was born in St. Louis, Missouri. One of five siblings, Doerr graduated from Chaminade College Preparatory School in St. Louis. Doerr obtained ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Bill & Melinda Gates Foundation
The Gates Foundation is an American private foundation founded by Bill Gates and Melinda French Gates. Based in Seattle, Washington, it was launched in 2000 and is reported to be the third largest charitable foundation in the world, holding $77.2 billion in assets as of December 31, 2024. The primary stated goals of the foundation are to enhance healthcare and reduce extreme poverty across the world, and to expand educational opportunities and access to information technology in the U.S. Key individuals of the foundation include Warren Buffett, chief executive officer Mark Suzman, and Michael Larson. The scale of the foundation and the way it seeks to apply business techniques to giving makes it one of the leaders in venture philanthropy, though the foundation itself notes that the philanthropic role has limitations. In 2007, its founders were ranked as the second most generous philanthropists in the U.S., behind Warren Buffett. Bill Gates and Melinda French Gates had dona ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Academy Of Management Review
An academy (Attic Greek: Ἀκαδήμεια; Koine Greek Ἀκαδημία) is an institution of tertiary education. The name traces back to Plato's school of philosophy, founded approximately 386 BC at Akademia, a sanctuary of Athena, the goddess of wisdom and skill, north of Athens, Greece. The Royal Spanish Academy defines academy as scientific, literary or artistic society established with public authority and as a teaching establishment, public or private, of a professional, artistic, technical or simply practical nature. Etymology The word comes from the ''Academy'' in ancient Greece, which derives from the Athenian hero, '' Akademos''. Outside the city walls of Athens, the gymnasium was made famous by Plato as a center of learning. The sacred space, dedicated to the goddess of wisdom, Athena, had formerly been an olive grove, hence the expression "the groves of Academe". In these gardens, the philosopher Plato conversed with followers. Plato developed his se ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Self-efficacy
In psychology, self-efficacy is an individual's belief in their capacity to act in the ways necessary to reach specific goals. The concept was originally proposed by the psychologist Albert Bandura in 1977. Self-efficacy affects every area of human endeavor. By determining the beliefs a person holds regarding their power to affect situations, self-efficacy strongly influences both the power a person actually has to face challenges competently and the choices a person is most likely to make. These effects are particularly apparent, and compelling, with regard to investment behaviors such as in health, education, and agriculture. A strong sense of self-efficacy promotes human accomplishment and personal well-being. A person with high self-efficacy views challenges as things that are supposed to be mastered rather than threats to avoid. These people are able to recover from failure faster and are more likely to attribute failure to a lack of effort. They approach threatening situatio ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Personal Commitment
A promise is a commitment by someone to do or not do something. As a noun ''promise'' means a declaration assuring that one will or will not do something. As a verb it means to commit oneself by a promise to do or give. It can also mean a capacity for good, similar to a value that is to be realized in the near future. In the law of contract, an exchange of promises is usually held to be legally enforceable, according to the Latin maxim '' pacta sunt servanda''. Types There are many types of promises. There are solemn promises, such as marriage vows or military oaths and are conventions. There are legal contracts, enforceable by law. Or, there are fairy tale promises, regrettable and problematic at the time, they must be honored. And lastly, there are election promises, commitments that most people realize will later be shaped by politics and compromise. Both an oath and an affirmation can be a promise. One special kind of promise is the vow. A notable type of promise is an e ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
