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Systemic consultation and goal setting
Author(s)
Date Issued
1993
Date Available
2014-01-30T09:46:49Z
Abstract
Over two decades of empirical research conducted within a positivist
framework has shown that goal setting is a particularly useful method
for influencing task performance in occupational and industrial
contexts. The conditions under which goal setting is maximally
effective are now clearly established. These include situations where
there is a high level of acceptance and commitment, where goals are
specific and challenging, where the task is relatively simple rather than
complex, and where progress is regularly monitored. Participation in
goal setting has also been found to be vital for enhancing performance.
Setting both individual and group goals improves performance
providing both sets of goals are compatible. In this paper these
findings, constructed though the lens of goal theory, are considered
from a social-constructionist perspective and their implications for
systemic practice are outlined.
Type of Material
Journal Article
Journal
Human Systems: The Journal of Systemic Consultation and Management
Volume
4
Start Page
49
End Page
59
Language
English
Status of Item
Peer reviewed
This item is made available under a Creative Commons License
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