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    Ans: in Locke's Goal-Setting Theory, Three Things Are Important: A Particular Goal, A

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    Abhijit Dhar
    Locke's goal-setting theory argues that performance improves when individuals have clear, specific goals and receive appropriate feedback. The supervisor should apply this theory to motivate the insurance adjuster by setting specific, challenging goals and providing regular feedback on progress and achievements to build confidence. Gradual progression in goal difficulty and positive reinforcement of strengths can help the adjuster see that success depends on ability rather than luck.

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    Ans: in Locke's Goal-Setting Theory, Three Things Are Important: A Particular Goal, A

    Uploaded by

    Abhijit Dhar
    23 views2 pages
    Locke's goal-setting theory argues that performance improves when individuals have clear, specific goals and receive appropriate feedback. The supervisor should apply this theory to motivate the insurance adjuster by setting specific, challenging goals and providing regular feedback on progress and achievements to build confidence. Gradual progression in goal difficulty and positive reinforcement of strengths can help the adjuster see that success depends on ability rather than luck.

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    Locke's goal-setting theory argues that performance improves when individuals have clear, specific goals and receive appropriate feedback. The supervisor should apply this theory to motivate the insurance adjuster by setting specific, challenging goals and providing regular feedback on progress and achievements to build confidence. Gradual progression in goal difficulty and positive reinforcement of strengths can help the adjuster see that success depends on ability rather than luck.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    23 views2 pages

    Ans: in Locke's Goal-Setting Theory, Three Things Are Important: A Particular Goal, A

    Uploaded by

    Abhijit Dhar
    Locke's goal-setting theory argues that performance improves when individuals have clear, specific goals and receive appropriate feedback. The supervisor should apply this theory to motivate the insurance adjuster by setting specific, challenging goals and providing regular feedback on progress and achievements to build confidence. Gradual progression in goal difficulty and positive reinforcement of strengths can help the adjuster see that success depends on ability rather than luck.

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    Ans: In Locke's goal-setting theory, three things are important: a particular goal, a

    challenging objective, and feedback, which argues that an individual's performance improves

    when they have a clear goal and receive appropriate feedback. If a person sets a specific goal

    for himself or herself, or if another person sets a goal for him or her, and works diligently to

    attain the goals with good intentions, this idea can help that person stay motivated at all

    times.

    In this instance, the insurance adjuster has a lot of experience but isn't confident in her

    talents; she sees new successes as a result of chance rather than her own ability. In this

    situation, the immediate supervisor should employ some motivational techniques, such as

    Locke's goal setting theory, which states that the supervisor must set a specific and difficult

    goal for her and receive feedback on it, as well as feedback from previous data, so that they

    can understand their strengths and weaknesses and work to improve them. As a result, the

    supervisor must first set a specific and clear goal to learn about her behaviour.

    The supervisor might assign the insurance adjuster particular objectives. Her confidence will

    be boosted if she achieves that precise objective. Gradually attaining goals would make her

    realise luck plays a minor role. The supervisor might perhaps begin by assigning lesser

    assignments and work his or her way up to the more challenging ones. Throughout the

    procedure, the insurance adjuster will discover that she is capable of doing the

    responsibilities.

    After being challenged by a tough objective, the supervisor should strive to provide feedback

    as she progresses toward accomplishing the goal; this will aid him in determining the

    difference between the target and the progress; feedback is the difference between what she

    has done and what her target is. Feedback is the one thing that boosts a person's confidence

    while at work; if she receives positive feedback from her boss, she may abandon the luck
    component and place her faith in her accomplishments. Supervisors can inspire her by

    highlighting her talents, which will encourage her to take initiative in the job. And if she has

    enough confidence, she may stop putting her faith on luck and instead focus on her

    achievements.

    When providing feedback, supervisors must take extra care to ensure that work does not

    become too overwhelming when goals or assignments are very complicated. When a task

    becomes too difficult, it can lead to work discontent and disengagement. She may resign or

    leave the company.

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