To stimulate high motivation and performance, goal-setting theory suggests setting

Question

BlackTom AI · Accepted Answer

First, let's restate what the question is asking: To stimulate high motivation and performance, goal-setting theory suggests setting
Option A: 'rewards for the effort put toward achieving goals rather than the achievement itself.' This focus on effort rewards shifts attention from actual goal attainment and performance to the process of effort, which can undermine goal specificity and clear standards. It does not align with goal-setting theory, which emphasizes calibration of goals and outcomes rather than rewarding effort in isolation.
Option B: 'independent goals across the organization to optimize individual successes.' While alignment is important, goal-setting theory highlights the value of clear, well-defined individual goals rather than a blanket, broadly independent goal set across an organization. Without specificity or alignment to capacity, sheer independence could hinder coordinated effort and may reduce feedback usefulness.
Option C: 'specific goals that are difficult, but not impossible, to attain.' This choice captures the core idea of Locke and Latham’s goal-setting theory: specific, challenging yet attainable goals lead to higher performance, especially when accompanied by feedback and commitment. The challenging nature promotes effort and persistence, while attainability preserves motivation.
Option D: 'general goals that apply uniformly to all employees.' General, non-specific goals fail to provide clear direction or measurable progress, which undermines motivation and performance according to the theory. Personalization and specificity are key components that are missing here.
Option E: 'specific negative consequences for failing to achieve a goal.' While accountability can be a factor, the theory’s primary emphasis is on the difficulty and clarity of the goals themselves, not on punitive consequences. Overemphasis on punishment can reduce intrinsic motivation and trust, making this option misaligned with the theory’s central mechanism.
In summary, the most theory-consistent choice emphasizes clear, specific, and challenging yet attainable goals, paired with feedback and commitment, rather than focusing on effort rewards, organization-wide independence, generic targets, or punitive consequences.}

To stimulate high motivation and performance, goal-setting theory suggests setting单项选择题

类似问题

A cosmetics store has a list of service goals for its employees. One of the goals is to "give every customer as much attention as they need." What is the problem with this goal?

Goals you wish to achieve in the next two to five years are

A goal you expect to achieve by next year would be classified as a short-term goal.

In SMARTER goal setting, the -ER refers to?

Which of the following statements is true regarding goal-setting theory?

The "R" in the SMART goals acronym stands for

Question 19 Choose one option. One benefit of using the SMART design is that it

Which stage in the development process pertains to employees setting short- and long-term objectives?

更多留学生实用工具

智能学习助手

风格化写作助手

论文查重助手

文献引用助手

课堂转译助手

课堂笔记助手

Quiz搜索助手

学校历年真题

智能刷题助手

智能匹配练习

希望你的学习变得更简单