DO NOT JUST DREAM, MAKE IT HAPPEN

Jack Canfield

-an epitome of success.

-chairman and founder of "The Canfield Training Group".

-founder and former chairman of "The Chicken Soup for the Soul Enterprises"

-has authored 7 books listed in the Guiness Book of World Record"New York Times Bestseller"

1. Chicken Soup for the Soul Series

2. The Success Principles: How to get from where you are to where you want to be

3. The Power of Focus

4. The Alladin Factor

5. Dare to Win

6. You've got to Read this Book

7. The Key to Living the Law of Attraction

Goal Setting Theory

- this article is all about on what Aristotle called casuasity; that is action cause by purpose

Edwin Locke

- an American Psychologist.He is also a writer and a lecturer for Ayn Rand Institute. He is the one first
studied the" Goal Setting Theory in the year 1960's.

Goal Attributes

2 Broad Attributes

1. Content-actual object sought.

2. Intensity- the scope, focus, & complexity among others of the choice process.

Goals Aspect

1. Internal- the ideas( desired ends).

2. External- refer to the object or condition sought.

(E.g. a job, a sale, a certain performance level).

14 Research Findings

1.The more difficult the goal, the greater the achievement.

2.The more specific or explicit the goal, the more precisely performance is regulated.
3.Goals that are specific and difficult lead to the highest performance.

4.Commitmment to the goals is most critical when goals are specific and difficult

5. HIGH COMMITMENT TO GOALS IS ATTAINED WHEN:

a. The individual is convinced that the goal is important;

b. The individual is convinced that the goal is attainable.

There are many ways to convince a person that a goal is important:

•In most Laboratory Settings, In most Working Situations and Continued Commitment.

6. In addition to having a direct effect on performance, self-efficacy influences:

a. the difficulty level of the goal chosen or accepted;

b. commitment to goals;

c. the response to negative feedback or failure; and

d. the choice of task strategies

People with high self-efficacy are more likely to set high goals or to accept difficult, assigned goals, to
commit themselves to difficult goals, to respond with renewed efforts to setbacks, and to discover
successful task strategies.

Feedback. For people to pursue goals effectively, they need some means of checking or tracking their
progress toward their goal. Here, some formal means of keeping score is needed so that people can get a
clear indication if they are moving fast enough and in the right direction.

7. Goal setting is most effective when there is feedback that shows progress in relation to the goal.

When provided with feedback on their own performance or that of others, people often spontaneously
set goals to improve their previous best or beat the performance of others simply as a way of challenging
themselves, but this is not inevitable. The goal set may be higher or lower than the performance level
previously achieved. The effect of performance feedback (knowledge of score) depends on the goals set
in response to it.

8. Goal setting (along with self-efficacy) mediates the effect of knowledge of past performance on
subsequent performance.

When people receive negative performance feedback, they are typically unhappy and may also
experience doubts about their ability.

Those who can sustain their self-efficacy under such pressure tend to maintain or retain their
commitment, intensify their search for better strategies, and thereby improve their subsequent
performance. Those who lose confidence will tend to lower their goals, decrease their efforts, and

lessen the intensity and effectiveness of their strategy search

When there is conflict between two or more goals, performance with respect to each goal may be
undermined. goals Effort is roughly proportional to the judged difficulty of the goal--which is why
difficult ordinarily lead to higher performance than easy goals. Persistence refers to directed effort
extended over time.

As most people have learned (by about the age of 6) that if they want to achieve something they have
to: pay attention to it to the exclusion of other things, exert the needed effort, and persist until it is
achieved.

10.Goals stimulate planning in general.

• The planning quality is higher than that which occurs without goal

• People recognize that goal requires plans and seek either to use what they already know or to make
new plans when they want to reach goals.

11. When people strive for goals on complex tasks, they are least effective in discovering Suitable task
strategies if T 9. they have no prior expertence training on the task; b. there is high pressure to well;
and c. there is high time. pressure (to perform well immediately) Goal as mediators, Goal, along with
self-efficacy, might mediate the effects of values and personal Goal as mediators, Goal, along with self-
efficacy, might mediate the effects of values and personality on performance. There is a fim support for
goals and self-efficacy mediators of feedback. Feedback support for goal...

12. Goal(including goal commitment) in combination with self efficacy, mediate or partially mediate the
effects of several personality traits and incentive on performance.

Self-management - people have the Choice to manage their own lives by setting their own purposes and
working to achieve them.

13. Goal Setting and Goal related mechanism can be trained and /or adopted in the absence of training
for the purpose of self regulations.

Affect emotion is a type of automatic partly subconscious psychological estimate an of the relationship
of things to oneself more precisely emotion are the form in which one experience automatized value
judgment of object events and situation according to the standard of ones value events and situation
seen as treatening to one's value give rise to negative emotion whears event and situation seen as
furthering ones value produce positive emotion in goal setting context the immediate value standard is
once goal that is the level of performance desired or sought thus goal achievement leads to there is an
interesting and non - intuitive finding that pertains to the relation of goal to satisfaction high goal leads
less performance satisfaction on the average than easy goals.