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Combining performance, learning, and behavioral goals to match job with person: Three steps to enhance employee performance with goal setting

机译:结合绩效,学习和行为目标以使工作与人相匹配:通过设定目标来提高员工绩效的三个步骤

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摘要

While there have been many articles written on the advantages and techniques of goal setting, there has been far less written to guide practicing managers on how to put this powerful motivational tool to work. This article offers a three-step process that begins by identifying the combination of performance, learning, and behavioral goals to best match the unique knowledge, skills, and abilities of the employee to the task requirements of the job. Once this best-goal combination has been determined, the manager's letter, a managerial tool developed by Peter Drucker, is presented as a well-accepted process for implementing a goal setting strategy that emphasizes employee participation. The third step in the implementation of a goal-setting strategy is to introduce subconscious primes that can reinforce the value of setting performance, learning, and behavioral goals. (C) 2016 Kelley School of Business, Indiana University. Published by Elsevier Inc. All rights reserved.
机译:尽管有许多关于目标设定的优势和技巧的文章,但指导实践管理者如何使这种强大的激励工具发挥作用的文章却少得多。本文提供了一个三步过程,首先要确定绩效,学习和行为目标的组合,以使员工的独特知识,技能和能力与工作任务要求最匹配。一旦确定了最佳目标组合,由彼得·德鲁克(Peter Drucker)开发的经理人的来信即经理人的信,将被公认为是实施强调员工参与的目标设定策略的公认流程。实施目标设定策略的第三步是引入下意识的素养,可以增强设定绩效,学习和行为目标的价值。 (C)2016年,印第安纳大学凯利商学院。由Elsevier Inc.出版。保留所有权利。

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