John Daily
MGM255-1303B-07
Phase 3 Individual Project
Colorado Technical University
Professor Charles Gastelum
September 8, 2013
Motivation and Goal Theory
Abstract
Motivation and goal theory go hand in hand when talking about businesses and corporations around the world. Motivation for employees is required to help ensure efficiency and productivity within an organization. By setting goals, a company can give employees the opportunity to prove their worth as well as their necessity to the organization. By feeling capable and dependable, and employee can feel highly motivated to complete all the tasks that they may have been assigned to complete. By offering incentives to their employees, by way of a raise or a bonus, a company can give them the opportunity to gain something by completing their goals. With outsourcing, this can be a hard task. By keeping in contact with the management team of a foreign subsidiary of the company, an organization can be sure to give the proper incentives needed to motivate employees. By giving the employees the opportunity to complete goals, the parent company can help to ensure happiness, expansion, and efficiency throughout their organization.
Motivation and Goal Theory
Motivation and goal theory seem to complement one another when referring to management positions and their relation to workforce development within an organization. When a manager sets a goal that is reachable, his or her employees seem to be more highly motivated to complete these tasks. Goal-setting theory states “that specific goals increase performance and that difficult goals, when accepted, result in higher performance than do easy goals” (Robbins & Coulter, 2009). This shows that “working towards a goal is a major source of job motivation” (Robbins & Coulter). Without motivation, tasks and goals would be completed with a minimum level of efficiency. Employees that are motivated tend to do more work that...