Goals, Motivation, and Leadership

Goals, Motivation, and Leadership

Introduction

            A goal can be defined as a regulatory mechanism for mentoring, assessing, and adjusting an individual’s behavior. It can also be viewed as something an individual may be trying to achieve or do (Brown, 2007). A goal has also be defined as a desired result a system or a person predicts, plans, and commits to accomplish an organizational or personal preferred end-point in some kind of presumed development. It is through goal setting that an individual is able to achieve a sense of purpose. Basically, the achievement of a goal leads to an individual developing a sense of accomplishment. Goal setting plays an integral role in ensuring motivation as well as successful leadership (Lussier & Achua, 2012). This paper intends to discuss the importance of goals in motivation and leadership drawing upon relevant research literature to make informed inferences.

The Importance of Goals in Motivation and Leadership

The Importance of Goals in Motivation

            As mentioned in the introduction, goal setting an integral role in motivation. Business goals are very important considering the fact that they turn ambitions into tangible objects which necessitate action and commitment. They are normally used to meet organizational challenges, increasing revenue, and measuring performance. With this being the case, goals include specific procedures, niceties, and state resources required for attainment. As such, employees in a company are well aware of what is expected of them at all times. This goes a long way in ensuring motivation (Negru, 2010).

The practice and act of goal setting ensure an organization as well as its employees to measure the direction it wishes to go. This also gives credibility to established objectives, mission statements, and business models. Employees are always motivated to ensure the achievement of a credible mission or objective. This is because they find it worth the trouble.  The same case applies to work groups. Goal setting enables a group to understand what it stands for. Lack of understanding in relation to the way forward can easily lead to confusion. This affects motivation in a negative manner (Mahto, Pearce, & Robinson, 2010).

Correspondingly, goals always give an individual or organization a sense of control. Individuals are able to come to the conclusion that they have control over their lives. As a result, they commit their time and resources to the achievement of the goal in question, hence high levels of motivation. Likewise, a team is also able to benefit from goal setting in the sense that this improves self-esteem among members (Locke & Kirkpatrick, 2009). Every member is able to see the part they are playing towards the accomplishment of the team’s objectives. A sense of purpose aids many groups in ensuring high levels of performances among team members. Lack of goals makes it hard for a work group or an organization to develop roles and duties for its members. Fundamentally, goal setting makes it easy to determine which roles must be accomplished towards goal attainment (Brown, 2007).

In the same way, goal setting also gives one momentum in life. The accomplishment of one goal motivates an individual to set more goals. As a result, he or she is able to accumulate more accomplishments. There are times when organizations use goals as milestones. The accomplishment of one milestone motivates employees to commit their efforts to others. Basically, this creates unstoppable energy (Lochbaum, Stevenson, & Hilario, 2009). There are times when an organization may fail to achieve its goals. Great managers take this in a positive manner. Specifically, they consider such failure a sign that something is not being done in the right manner. As such, they are able to come up with strong strategies on how to remedy the same to ensure high levels of motivation. For example, a manager can use such a situation to understand the reasons to why employees are motivated to accomplish organizational goals. Equally, he or she is also able to set goals that will lead to improved employee motivation (Wigfield & Eccles, 2007).

Goals can also lead to individuals developing a sense of excitement and passion. This is because they give an individual a new adventure or commitment. Life is normally boring when there are no adventures. The achievement of one goal leads to an individual developing the desire to accomplish other goals. As such, life remains exciting. The same case applies to work groups. Essentially, goals enable them to engage in other commitment after achieving their current goal. This gives them the reason to stick one another. This explains the reason to why organizations ensure their goals are as exciting as possible. This is done to motivate their employees to commit their efforts on the same. Goals also enable individuals to think about what they may attain in the future. For example, employees are able to understand the benefits that will accrue as a result of working for a certain company. However, this can also result into demotivation especially when the achievement of certain goals does not benefit employees or individuals in any way. With this being the case, it is essential for the management to understand the benefits associated with a certain goal before implementing it (Cox & Klinger, 2011).

Managers in an organization must understand how to set clear goals that every individual can understand.  Specifically, setting vague goals is the same as setting now goals at all. This is because they may not adhere to the direction of an organization or a work team. This creates confusion and anxiety among employees. Basically, it is essential for the management in a company to ensure goals are well-defined and within the understanding of reality. Unrealistic goals may not be achieved leading to low levels of motivation. People derive great pleasure in accomplishing a goal or objective. On the contrary, failure to achieve the same can be demotivating. Goals must also adhere to an organization or group’s objectives, scope of work, and mission. This eventually results into positive motivation (Lochbaum, Stevenson, & Hilario, 2009).

It is always of great importance for an individual or an organization to understand the effect of goal setting on motivation. Similarly, they must understand the effects of motivation on goal setting. This implies that goal setters must strike a balance between goals setting and motivation. Essentially, strategies used to motivate an individual should not affect their goals setting in a negative manner. Equally, the process of setting goals should not result into negative motivation (Ryan, 2012).

The Importance of Goals in Leadership

            Goals are very important in leadership. There are various reasons to why this is the case. For one, goal setting gives a leader a sense of direction. As such, a leader is able to understand exactly how he or she intends to lead his or her people. It is next to impossible for a leader to give his or her team orders when they do not have any goals that ought to be accomplished (Lussier & Achua, 2012). In the same regard, a leader may find it problematic to develop a plan in the absence of goals. Basically, it is essential for leaders to attain a sense of direction to be able to give orders to their followers in the desired manner.  This leads to leaders understanding exactly what they intend to achieve. As a result, they are able to develop strong strategies that will enable them enlist the aid of their followers with ease. In the same regard, they are also able to determine how to best achieve the team or organizational objectives (Pierce, 2007).

Leaders also ought to come up with goals to ascertain KPIs and targets. KPIs are normally used to gauge the performance of a company in an industry or market. Targets are used to gauge in whether or not a team or an organization is performing in the desired manner. Failure to achieve the targets communicates the message that the organization in question needs to improve on its performances to be able to survive in the market.  Individuals also set targets in their personal life. For example, family leaders must be able to control family expenses. This is achieved through setting target. Overspending can lead to a family struggling to survive. A family leader can set a goal of cutting family expenditure during hard times. Equally, an organization can set goals on what it intends to achieve within a short period of time. Such goals can also be used as milestones. Generally, goals enables leaders to control performances, hence their ability to avoid low productivity whenever possible (Griffin & Moorhead, 2010).

Congruently, goals also enable leaders to deal with the question of “what next?” Followers are able to understand what is expected of them at all times. For example, employees are able to work knowing what they ought to do that day. As such, the leader is able to avoid the issue of time wastage simply because employees do not understand what they should be doing. For instance, a leader can come up with the goal of achieving 99 customer satisfaction. This leads to every employee committing their efforts on ensuring highest levels of customer satisfaction (Suriyamurthi, Velavan, & Radhiga, 2013).

Leaders also use foals to asses or gauge their own performances. Individuals in leadership positions just like any other person always have the desire for their performances to be reviewed as well as assessed. Essentially, this gives them the opportunity to determine on whether or not they have been able to achieve the right level of productivity. This is measured in terms of their ability to achieve their goals or their capability to enlist the aid of their followers to ensure the accomplishment of the goal or objective in question (Suriyamurthi, Velavan, & Radhiga, 2013). Fundamentally, the achievement of a certain goal gives the leader the satisfaction that he or she is performing as desired.  On the other hand, failure to achieve a goal leads to a leader thinking of new ways to improve their performances. Basically, failure to set goals can lead to a leader working under the assumption that everything is okay in terms of their performances when in real sense they are doomed to fail (Locke & Kirkpatrick, 2009).

Goal setting also enables leaders to improve their efficiency. KPIs can be used to determine the strengths and weaknesses of employees. As a result, a leader is able to set goals after a careful consideration of an employee’s strengths and weaknesses. Essentially, the main aim is to capitalize on the strengths while at the same time trying to deal with the negative effects of their weaknesses. In the end, the leader is able to improve efficiency. Equally, leaders can also improve their efficiency through the same process. They are able to exploit their strengths when setting goals to ensure there are clear and realistic. No one is perfect. However, people are able to exploit their strong points to survive in life (Chi, Lan, & Dorjgotov, 2012).

Similarly, leaders are able to use goals to discourage unwanted behaviors among their followers. This is because every individual is able to understand what is expected of them hence will embrace behaviors that will ensure the accomplishment of their goals and objectives. Basically, goal setting can be used by leader to encourage the development of a good culture. Lack of goals can lead to followers lacking direction. As a result, they may display bad behaviors that may not contribute to the success of a company or an organization. Correspondingly, the leader is also able to understand how he or she ought to behave to lead people in the desired manner. For example, a leader can set a goal of becoming an exemplary ethical leader. As such, he or she embraces ethical behavior (Lussier & Achua, 2012).

 Conclusion

            Goal setting is very important to individuals, teams, and organizations. It is through goal setting that they are able to achieve a sense of purposes.  Equally, goals are very important in motivation and leadership.

References

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Chi, H.-K., Lan, C.-H., & Dorjgotov, B. (2012). The Moderating Effect of Transformational Leadership on Knowledge Management and Organizational Effectiveness. Social Behavior and Personality: an international journal, 40(6), 297-349.

Cox, W. M., & Klinger, E. (2011). Handbook of Motivational Counseling : Goal-Based Approaches to Assessment and Intervention with Addiction and Other Problems. Hoboken, NJ: Wiley.

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Lochbaum, M., Stevenson, S., & Hilario, D. (2009). Achievement Goals, Thoughts about Intense Physical Activity, and Exerted Effort: A Mediational Analysis. Journal of Sport Behavior, 32(1), 184-227.

Locke, E. A., & Kirkpatrick, S. (2009). The essence of leadership : the four keys to leading successfully. New York, NY: Maxwell Macmillan International.

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Pierce, B. (2007). Visionary Leadership – Translating Abstract Purpose into Concrete Objectives. JOPERD–The Journal of Physical Education, Recreation & Dance, 68(4), 921-969.

Ryan, R. M. ( 2012). The Oxford handbook of human motivation. New York, NY: Oxford University Press.

Suriyamurthi, S., Velavan, M., & Radhiga, T. D. (2013). Importance of Leadership in Innovations of HR Practices. Advances in Management, 6(11), 68-108.

Wigfield, A., & Eccles, J. S. (2007). Development of achievement motivation. Amsterdam : Elsevier, cop.