Goals are something that majority of humans hold to be of priceless value. Some goals start at a young age and carry on until we grow old. Some goals are created at a later age, and continue to be of value as aging continues. Chapter 9 discusses "Individual Behavior in Organizations." Before going into how to manage goals, and the goal-setting process, lets first define the two different types of goals. The first, is a Performance Outcome Goal-targets a specific end-result. The second type of goal, is a learning Goal. A learning goal encourages learning, creativity, and skill development.
Now that we've defined the two types of goals lets go into the Goal-Setting Process.
The first step, is simply to set an initial goal. They're cannot be a process to a goal, without an actual goal to accomplish. A key note to remember is that goals should be SMART. Specific, Measurable, Attainable, and Results Orientated (Rose 1). Goals should be very precise, able to measure in accordance to accomplishment, realistic, and "should focus on desired end results" (Rose 2).
The second step is to Promote Goal Commitment. This is important because employees are more motivated to pursue goals they as reasonable and fair.
The third step is to, Provide Support and Feedback. Without providing support tools for your employees improvement is a difficult achievement. This includes making sure that your employees have all the resources and tools necessary for them to complete their goals.
A last, and undefined step in the process is to give feedback. Feedback, provides value to your employees and can motivate them to work more efficiently, or even make completing goals more fun with the right steps.
Rose, Joni. "SMART Goal Setting." Suite 101.com May 21, 2006. http://trainingpd.suite101.com/article.cfm/smart_goal_setting.