Goal-Setting Theory (Edwin Locke)

Goal-Setting
Goal-Setting Theory
Theory (Edwin
(Edwin Locke)
Locke)
Goal-Setting Theory
The theory that specific and difficult goals, with
feedback, lead to higher performance.
Factors influencing the goals–performance

relationship:
Goal commitment, adequate self-efficacy, task
characteristics, and national culture.
Self-Efficacy
The individual’s belief that he or she is capable of
performing a task.
Goal-Setting
Goal-Setting Theory
Theory
Basic Premise: That specific and difficult goals, with

self-generated feedback, lead to higher performance.
Reinforcement
Reinforcement Theory
Theory
The assumption that behavior is a function of its

consequences.
Concepts:
Concepts:
Behavior
Behaviorisisenvironmentally
environmentallycaused.
caused.
Behavior
Behaviorcan
canbebemodified
modified(reinforced)
(reinforced)by
by
providing
providing(controlling)
(controlling)consequences.
consequences.
Reinforced
Reinforcedbehavior
behaviortends
tendstotobe
berepeated.
repeated.
What
What is
is Job
Job Design?
Design?
 The organization of activities to create the
optimum level of performance.
Elements
Elements of
of Job
Job Design
Design
 Task Analysis
 Worker Analysis
 Environmental Analysis
Task
Task Analysis
Analysis
 Determines
– What tasks will be done
– How each task will be done
– How the tasks fit together to form a job

Worker
Worker Analysis
Analysis
 Determines
– Capabilities the worker must possess
– Responsibilities the worker will have

Environmental
Environmental Analysis
Analysis
 Used to analyze physical environment including:
– Location
– Lighting
– Temperature
– Noise
– Ventilation
Five
Five Core
Core Job
Job Characteristics
Characteristics
 Skill Variety: Requirements for a variety of personal

competencies to do the job.
 Task Identity: Doing a task from beginning to end
with a visible outcome.
 Task Significance: Perceptions of the job having a
significant impact on others’ lives
 Autonomy: Extent of empowerment and freedom of
employees
 Job Feedback: Provision of direct and clear
performance information as a result of doing the job
which increases performance awareness
Approaches
Approaches to
to Job
Job Design
Design
 Scientific Management: involves breaking down jobs into elemental
activities and simplifying job design. Encourages specialization and
mass production. Tries to reduce decision making by workers.
 Behavioral Approach
– Job Enlargement: expands the number of tasks being performed,
often combining a series of tasks previously performed by two or
more employees. Horizontal enlargement.
– Job Enrichment: Enrichment tries to improve task efficiency and
satisfaction by adding more challenging and responsible work so
the employee feels a greater sense of achievement. Also provide
an opportunity for individual advancement and growth. Vertical
enlargement.
– Job Rotation: increases task variety by systematically moving an
employee from one job to another.
 Social Technical System: aims to design a job that is satisfying to
both the technical system and the accompanying social system.
Scientific
Scientific Management
Management
 Advantages of specialization
– Simplifies training
– High Productivity
– Low wage costs
 Disadvantages of specialization
– Difficult to motivate quality
– Worker dissatisfaction
Job
Job Enlargement
Enlargement
 Advantages
– Increase scope
 Disadvantages
– No challenge
Job
Job Enrichment
Enrichment
 Advantages
– Lower Staff turnover
– Less absenteeism
Job
Job Rotation
Rotation
 Advantages
– Reduces Boredom
– Broadens experiences
– Gives broad understanding

Job
Job Rotation
Rotation continued
continued
 Disadvantages
– Increased training costs
– Reduced productivity
– Demotivates specialists
Social
Social Technical
Technical System
System
 Job should be reasonably demanding
 Employee should be able to continue learning on
the job
 Employees need recognition in work place
 Employees need to relate what they produce to
their social life
Tools
Tools of
of Job
Job Design
Design
 Process Flowchart: A chart using special symbols that
documents the steps of a job including wait time and work time.
 Motion Study: Used to select the sequence of motions that
is the most efficient sequence for the task.
 Work Measurement:
 Stopwatch time study: Use stopwatch to study a worker
doing a job and then set a standard time using the results.
 Standard elemental time: Use accumulated data to
determine standard time for a job with a built in allowance for
unavoidable delays in work.
 Work Sampling: Estimates the amount of time an
employee or machine spends on various activities
 Learning Curve: Is a graph that illustrates the rate of
improvement of workers as they repeat a job
Process
Process Flow
Flow Chart
Chart Exercise
Exercise
 Divide into groups of 3 or 4
 Make a flow chart for the following process

Process
Process Flow
Flow Chart
Chart Exercise
Exercise
QuickCopy Store does copying jobs for
walk-in customers. When a customer
comes in with a copy job, a desk operator
fills out a work order (name, number of
copies, quality of paper, and so on) and
places it in a box. An operator
subsequently picks up the job, makes the
copies, and returns the completed job to
the cashier, where the job transaction is
completed. (Russell and Taylor,
Operations Management)
Answer
Answer
Process Description Process Symbols

Desk Operator fills out work order
Work order placed in "waiting job" box
Job picked up by operator and read
Job carried to appropriate copy machine
Operator waits for machine to vacate
Operator loads paper
Operator sets machine
Operator performs and completes job
Operator inspects job for irregularities
Job filed alphabetically in completed work shelves
Job waits for pickup
Job moved by cashier for pickup
Casheir completes transaction
Cashier packages job (bag, wrap, or box)
Operation
Transportation
Inspection
Delay
Storage
Current
Current Trends
Trends in
in Job
Job Design
Design
 Flextime
 Compressed Workweek
 Job Sharing
 Telecommuting

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Goal-Setting

Factors influencing the goals–performance

Basic Premise: That specific and difficult goals, with

The assumption that behavior is a function of its

– What tasks will be done

– How each task will be done

– How the tasks fit together to form a job

– Capabilities the worker must possess

– Responsibilities the worker will have

 Skill Variety: Requirements for a variety of personal

– Lower Staff turnover

– Gives broad understanding

– Increased training costs

 Make a flow chart for the following process

Process Description Process Symbols

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