1 23 15 Lecture 4 Goal Setting Motivation Need to know what you re working for to be motivated Goal is conscious aim of action Most affective goals are o Specific o Measurable o Attainable o Result oriented o Time bound Pitfalls o Need to know how to achieve a goal o Can have conflicting goals o Only setting goals for things that are measurable o Goals that are too difficult Process Theory of Motivation Equity theory Goal setting is a learning process goal may not be realistic and you need to adjust your goal o Only so much you can do by yourself without help o Your Input Your Output Referent Other s Input RO s Output You want ratios to be equal If you feel you re putting in more and getting less than referent other you have options Reduce your inputs Change referent other How to make people think ratios are fair People need to understand the inputs o Degree types pay differently Being transparent so people know WHY they re getting paid and HOW Expectancy theory o You are motivated by your expectations o Have to WANT the outcome or else you re not going to put in the effort Shows why people think things are worth putting in effort New Balance Commercial Intrinsic motivation love of the game Extrinsic motivation money status fame recognition Incentives May not always work for all tasks o Charity for example if someone is intrinsically motivated What can you do o Autonomy people want to feel like they re in charge of what they do o Mastery o Purpose want their contribution to be valued o Feedback