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EMBA 5201 Assessing Leader Style, Behavior, and Results

EMBA 5201 Assessing Leader Style, Behavior, and Results. Dr. David A. Mack Goal Setting. AUGUST 2009. Organization Behavior. The Study of the ways in which people behave in organizations Essentially three questions: 1. How do they behave? 2. Why do they behave that way?

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EMBA 5201 Assessing Leader Style, Behavior, and Results

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  1. EMBA 5201Assessing Leader Style, Behavior, and Results Dr. David A. Mack Goal Setting AUGUST 2009

  2. Organization Behavior • The Study of the ways in which people behave in organizations • Essentially three questions: • 1. How do they behave? • 2. Why do they behave that way? • 3. Can we affect that behavior?

  3. Personality Perception Attitudes and Values Learning Leadership Group Dynamics Stress Communication Power & Politics Decision Making Organization Culture Design of Work Motivation Fields of Study in OB

  4. So Many Theories, So Little Time • There are so many theories of human behavior because there is so much variance in Human Beings • (Would you want it any other way?) • Surprisingly, despite years of academic research, almost none of these theories have enjoyed strong empirical support. - with one notable exception

  5. GOAL SETTING • In a wide variety of industries: • With a wide variety of people: Those who set goals consistently outperformed those who did not -- By a Significant Margin!!

  6. Goal Setting • Research projects have established that: • Less than 3% of the population have identified specific personal or business goals • Only approximately 1% of the population put goals in writing. People don’t plan to fail - They simply fail to plan!!

  7. Goal Specifications • Poorly defined goals: • Stated in terms such as improve or increase. • Not achievable or no target dates. • Ambiguous in regard to what is expected. There are two types of goals: poorly defined and well defined. To obtain good results, having well defined goals is a must.

  8. Goal Specifications • Poorly defined goals... • Theoretical and idealistic. • Too brief and indefinite. • Too long and complex. • Distress producing and conflicting. • Created without sincere self analysis

  9. Goal Specification • Well defined goals are: • Stated numerically in terms of end results. • Achievable at a specific time. • Comprised of definite expectations. • Challengingly high but practical. • Precisely stated. • Thoughtfully engaged.

  10. Make more money than last year. I will net $5,000 more than I did last year, which is the equivalent of a 10% increase. Goal Specification • I will lose 12 pounds within the next 12 weeks, while at the same time exercise to improve my overall body muscle and skin tone. • Lose weight. • I will request feedback on my performance, from my boss, every month and act on his/her feedback to improve my performance . I will attend at least 2 educational seminars to expand my skills. • Become better at my job.

  11. GOAL SETTING SMART • Specific • Measurable • Achievable • Realistic • Time Bound

  12. GOAL SETTING Some thoughts to remember: • If possible have your employees set their own goals • Hard goals are better than easy ones • Goals can be revised as needed • Writing down goals increases the probability they will be accomplished • Sharing goals with others demonstrates our commitment to achieve them

  13. GOAL SETTING Qualitative goals- How do we measure?

  14. GOAL SETTING Setting challenging goals creates fear of failure… …setting no goals guarantees it!!

  15. GOAL SETTING OK, It makes sense- How do I do it?? Practice, Practice, Practice Ask for feedback

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