When we start any work, we always set some goals and plans to achieve them in most desirable way.
Goal setting is actually the road map that decides where we are going.In organizational world , the clear cut goal should be described in as detail as possible.
Goal setting involves establishing specific, measurable, achievable, realistic and time-targeted (S.M.A.R.T ) goals.
Work on the theory of goal-setting suggests that an effective tool for
making progress is to ensure that participants in a group with a common
goal are clearly aware of what is expected from them.
On a personal level, setting goals helps people work towards their own
objectives—most commonly with financial or career-based goals.Goal setting features as a major component of personal development literature
It is considered an “open” theory, so as new discoveries are made it
is modified. Studies have shown that specific and ambitious goals lead
to a higher level of performance than easy or general goals. As long as
the individual accepts the goal, has the ability to attain it, and does
not have conflicting goals, there is a positive linear relationship
between goal difficulty and task performance.
Goals are a form of motivation that sets the standard for self-satisfaction with performance.
Achieving the goal one has set for oneself is a measure of success, and
being able to meet job challenges is a way one measures success in the
workplace. It has been said that "Goal setting capitalizes on the human brain's amazing powers: Our brains are problem-solving, goal-achieving machines."
SMART criteria
One very important aspect of achieving maximum goals in an Organization is to utilize its resources potential to maximum .One of theory that has been a common practice in Organization is Pygmalion effect.
The Pygmalion effect, or Rosenthal effect, is the phenomenon in which the greater the expectation placed upon people, the better they perform.The effect is named after Pygmalion , a play by George Bernard Shaw.
The one example that i remember from the movie "Pursuit of Happiness" where father tells his son about the importance of self belief , expectation ,optimism when everything in his life was gone wrong.
Goal-setting theory has limitations. In an organization, a goal of a manager may not align with the goals of the organization as a whole. In such cases, the goals of an individual may come into direct conflict with the employing organization. Without aligning goals between the organization and the individual, performance may suffer.
For complex tasks, goal-setting may actually impair performance. In these situations, an individual may become preoccupied with meeting the goals, rather than performing tasks. Some evidence suggests that goal-setting can foster unethical behavior when people do not achieve specified goals.Some people feel that goal setting may have the drawback of inhibiting implicit learning: goal setting may encourage simple focus on an outcome without openness to exploration, understanding, or growth.
Goal Achievement is the highest priority of an Organization and every planning has to end ultimately on this.
But sometimes due to loopholes in planning or because of unavoidable reasons , goal achievement can become difficult.Here comes the concept of Jugaad Management.
Jugaad Management is applied to a creative or innovative idea providing a quick, alternative way of solving or fixing a problem. Jugaad literally means an improvised arrangement or work-around, which has to be used because of lack of resources.
