Reach Goals
A
goal is a desired result a person or a system envisions, plans and commits to
achieve a personal or organizational desired end-point in some sort of assumed
development. Many people endeavor to reach goals within a finite time by setting
deadlines.
It
is roughly similar to purpose or aim, the anticipated result which guides
reaction, or an end, which is an object, either a physical object or an abstract
object, that has intrinsic value.
Goal-setting
Goal-setting
Goal-setting
ideally involves establishing specific, measurable, attainable, realistic and
time-bounded (S.M.A.R.T.) objectives. Work on the goal-setting theory suggests
that it can serve as an effective tool for making progress by ensuring that
participants have a clear awareness of what they must do to achieve or help
achieve an objective. On a personal level, the process of setting goals allows
people to specify and then work towards their own objectives most commonly,
financial or career-based goals. Goal-setting comprises a major component of
personal development.
A goal can
be long-term or short-term. The primary difference is the time required to
achieve them.
Short-term
goals
Short-term
goals expect accomplishment in a short period of time, such as trying to get a
bill paid in the next few days. The definition of a short-term goal need not
relate to any specific length of time. In other words, one may achieve (or fail
to achieve) a short-term goal in a day, week, month, year, etc. The time-frame
for a short-term goal relates to its context in the overall time line that it is
being applied to. For instance, one could measure a short-term goal for a
month-long project in days; where as one might measure a short-term goal for
someone's lifetime in months or in years. Planners usually define short-term
goals in relation to a long-term goal or goals.
Personal
goals
Individuals
can set personal goals. A student may set a goal of a high mark in an exam. An
athlete might run five miles a day. A traveler might try to reach a
destination-city within three hours. Financial goals are a common example, to
save for retirement or to save for a purchase.
Managing
goals can give returns in all areas of personal life. Knowing precisely what one
wants to achieve makes clear what to concentrate and improve on, and often
subconsciously prioritizes that goal.
Goal-setting
and planning ("goal work") promotes long-term vision and short-term motivation.
It focuses intention, desire, acquisition of knowledge, and helps to organize
resources.
Efficient
goal work includes recognizing and resolving all guilt, inner conflict or
limiting belief that might cause one to sabotage one's efforts. By setting
clearly defined goals, one can subsequently measure and take pride in the
achievement of those goals. One can see progress in what might have seemed a
long, perhaps impossible, grind.
Achieving
personal goals
Achieving
complex and difficult goals requires focus, long-term diligence and effort.
Success in any field requires forgoing excuses and justifications for poor
performance or lack of adequate planning; in short, success requires emotional
maturity. The measure of belief that people have in their ability to achieve a
personal goal also affects that achievement.
Long-term
achievements rely on short-term achievements. Emotional control over the small
moments of the single day makes a big difference in the long
term.
Personal
Goal Achievement and Happiness
There has
been a lot of research conducted looking at the link between achieving desired
goals, changes to self-efficacy and integrity and ultimately changes to
Subjective well-being. Goal Efficacy refers to how likely an individual is to
succeed in achieving their goal. Goal integrity refers to how consistent one's
goals are with core aspects of the self. Research has shown that a focus on goal
efficacy is associated with well being factor happiness (subjective well-being)
and goal integrity is associated with the well-being factor meaning
(psychology). Multiple studies have shown the link between achieving long-term
goals and changes in subjective well-being, most research showing that achieving
goals that hold personal meaning to an individual, increases feelings of
subjective well-being.
Self-Concordance Model
The
Self-Concordance Model is a model that looks at the sequence of steps that occur
from the commencement of a goal to attaining that goal. It looks at the
likelihood and impact of goal achievement based on the type of goal and meaning
of the goal to the individual. Different types of goals impact goal achievement
and the sense of Subjective well-being brought about by achieving the goal. The
model breaks down factors that promote striving to achieve a goal, achieving a
goal, and the factors that connect goal achievement to changes in Subjective
well-being.
Self-concordant goals
Goals that
are pursued to fulfil intrinsic values or are important as they are integrated
into an individuals self-concept are called self-concordant goals.
Self-concordant goals fulfil basic needs and are aligned with an individuals
True Self. Because these goals have personal meaning to an individual and
reflect an individuals self-identity, self-concordant goals are more likely to
receive sustained effort over time. In contrast goals that do not reflect an
individuals internal drive and are pursued due to external factors (e.g. social
pressures) emerge from a non-integrated region of a person and are therefore
more likely to be abandoned when obstacles occur. Furthermore the
Self-determination theory and research surrounding this theory shows that if an
individual effectively achieves a goal,if that goal is not-self endorsed or
self-concordant, well-being levels do not change despite goal
attainment.
Goal
management in organizations
Organizationally, goal management consists of the process of
recognizing or inferring goals of individual team-members, abandoning no longer
relevant goals, identifying and resolving conflicts among goals, and
prioritizing goals consistently for optimal team-collaboration and effective
operations.
For any
successful commercial system, it means deriving profits by making the best
quality of goods or the best quality of services available to the end-user
(customer) at the best possible cost. Goal management includes:
Assessment
and dissolution of non-rational blocks to success
Time
management
Frequent reconsideration (consistency checks)
Feasibility
checks
Adjusting milestones and main-goal targets
Morten Lind
and J.Rasmussen distinguish three fundamental categories of goals related to
technological system management:
1.Production goal
2.Safety
goal
3.Economy goal
An
organizational goal-management solution ensures that individual employee goals
and objectives align with the vision and strategic goals of the entire
organization. Goal-management provides organizations with a mechanism to
effectively communicate corporate goals and strategic objectives to each person
across the entire organization. The key consists of having it all emanate from a
pivotal source and providing each person with a clear, consistent
organizational-goal message. With goal-management, every employee understands
how their efforts contribute to an enterprise's
success.
An example
of goal types in business management:
Consumer goals: this refers to
supplying a product or service that the market/consumer wants
Product goals:
this refers to supplying a product outstanding compared to other
products[citation needed]perhaps due to the likes of quality, design,
reliability and novelty
Operational goals: this refers to running the
organization in such a way as to make the best use of management skills,
technology and resources
Secondary goals: this refers to goals which an
organization does not regard as priorities
goal is a desired result a person or a system envisions, plans and commits to
achieve a personal or organizational desired end-point in some sort of assumed
development. Many people endeavor to reach goals within a finite time by setting
deadlines.
It
is roughly similar to purpose or aim, the anticipated result which guides
reaction, or an end, which is an object, either a physical object or an abstract
object, that has intrinsic value.
Goal-setting
Goal-setting
Goal-setting
ideally involves establishing specific, measurable, attainable, realistic and
time-bounded (S.M.A.R.T.) objectives. Work on the goal-setting theory suggests
that it can serve as an effective tool for making progress by ensuring that
participants have a clear awareness of what they must do to achieve or help
achieve an objective. On a personal level, the process of setting goals allows
people to specify and then work towards their own objectives most commonly,
financial or career-based goals. Goal-setting comprises a major component of
personal development.
A goal can
be long-term or short-term. The primary difference is the time required to
achieve them.
Short-term
goals
Short-term
goals expect accomplishment in a short period of time, such as trying to get a
bill paid in the next few days. The definition of a short-term goal need not
relate to any specific length of time. In other words, one may achieve (or fail
to achieve) a short-term goal in a day, week, month, year, etc. The time-frame
for a short-term goal relates to its context in the overall time line that it is
being applied to. For instance, one could measure a short-term goal for a
month-long project in days; where as one might measure a short-term goal for
someone's lifetime in months or in years. Planners usually define short-term
goals in relation to a long-term goal or goals.
Personal
goals
Individuals
can set personal goals. A student may set a goal of a high mark in an exam. An
athlete might run five miles a day. A traveler might try to reach a
destination-city within three hours. Financial goals are a common example, to
save for retirement or to save for a purchase.
Managing
goals can give returns in all areas of personal life. Knowing precisely what one
wants to achieve makes clear what to concentrate and improve on, and often
subconsciously prioritizes that goal.
Goal-setting
and planning ("goal work") promotes long-term vision and short-term motivation.
It focuses intention, desire, acquisition of knowledge, and helps to organize
resources.
Efficient
goal work includes recognizing and resolving all guilt, inner conflict or
limiting belief that might cause one to sabotage one's efforts. By setting
clearly defined goals, one can subsequently measure and take pride in the
achievement of those goals. One can see progress in what might have seemed a
long, perhaps impossible, grind.
Achieving
personal goals
Achieving
complex and difficult goals requires focus, long-term diligence and effort.
Success in any field requires forgoing excuses and justifications for poor
performance or lack of adequate planning; in short, success requires emotional
maturity. The measure of belief that people have in their ability to achieve a
personal goal also affects that achievement.
Long-term
achievements rely on short-term achievements. Emotional control over the small
moments of the single day makes a big difference in the long
term.
Personal
Goal Achievement and Happiness
There has
been a lot of research conducted looking at the link between achieving desired
goals, changes to self-efficacy and integrity and ultimately changes to
Subjective well-being. Goal Efficacy refers to how likely an individual is to
succeed in achieving their goal. Goal integrity refers to how consistent one's
goals are with core aspects of the self. Research has shown that a focus on goal
efficacy is associated with well being factor happiness (subjective well-being)
and goal integrity is associated with the well-being factor meaning
(psychology). Multiple studies have shown the link between achieving long-term
goals and changes in subjective well-being, most research showing that achieving
goals that hold personal meaning to an individual, increases feelings of
subjective well-being.
Self-Concordance Model
The
Self-Concordance Model is a model that looks at the sequence of steps that occur
from the commencement of a goal to attaining that goal. It looks at the
likelihood and impact of goal achievement based on the type of goal and meaning
of the goal to the individual. Different types of goals impact goal achievement
and the sense of Subjective well-being brought about by achieving the goal. The
model breaks down factors that promote striving to achieve a goal, achieving a
goal, and the factors that connect goal achievement to changes in Subjective
well-being.
Self-concordant goals
Goals that
are pursued to fulfil intrinsic values or are important as they are integrated
into an individuals self-concept are called self-concordant goals.
Self-concordant goals fulfil basic needs and are aligned with an individuals
True Self. Because these goals have personal meaning to an individual and
reflect an individuals self-identity, self-concordant goals are more likely to
receive sustained effort over time. In contrast goals that do not reflect an
individuals internal drive and are pursued due to external factors (e.g. social
pressures) emerge from a non-integrated region of a person and are therefore
more likely to be abandoned when obstacles occur. Furthermore the
Self-determination theory and research surrounding this theory shows that if an
individual effectively achieves a goal,if that goal is not-self endorsed or
self-concordant, well-being levels do not change despite goal
attainment.
Goal
management in organizations
Organizationally, goal management consists of the process of
recognizing or inferring goals of individual team-members, abandoning no longer
relevant goals, identifying and resolving conflicts among goals, and
prioritizing goals consistently for optimal team-collaboration and effective
operations.
For any
successful commercial system, it means deriving profits by making the best
quality of goods or the best quality of services available to the end-user
(customer) at the best possible cost. Goal management includes:
Assessment
and dissolution of non-rational blocks to success
Time
management
Frequent reconsideration (consistency checks)
Feasibility
checks
Adjusting milestones and main-goal targets
Morten Lind
and J.Rasmussen distinguish three fundamental categories of goals related to
technological system management:
1.Production goal
2.Safety
goal
3.Economy goal
An
organizational goal-management solution ensures that individual employee goals
and objectives align with the vision and strategic goals of the entire
organization. Goal-management provides organizations with a mechanism to
effectively communicate corporate goals and strategic objectives to each person
across the entire organization. The key consists of having it all emanate from a
pivotal source and providing each person with a clear, consistent
organizational-goal message. With goal-management, every employee understands
how their efforts contribute to an enterprise's
success.
An example
of goal types in business management:
Consumer goals: this refers to
supplying a product or service that the market/consumer wants
Product goals:
this refers to supplying a product outstanding compared to other
products[citation needed]perhaps due to the likes of quality, design,
reliability and novelty
Operational goals: this refers to running the
organization in such a way as to make the best use of management skills,
technology and resources
Secondary goals: this refers to goals which an
organization does not regard as priorities