Goal setting in teams: The impact of learning and performance goals on process and performance

Nahrgang, Jennifer D.; DeRue, D. Scott; Hollenbeck, John R.; Spitzmüller, Matthias; Jundt, Dustin K.; Ilgen, Daniel R.

doi:10.1016/j.obhdp.2013.03.008

Cited by 38 publications

(34 citation statements)

References 64 publications

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“…Prospective workers required is truly ready for Reviews their cross-cultural challenge, has a highly competent and experienced in their field, have extensive knowledge about the major companies Similar in other countries, preferably from executive groups. The models that can be applied in the recruitment and selection by the companies that operate and on an international scale by [8,9] Among others:…”

Section: Recruitment and Selectionmentioning

confidence: 99%

International Human Resource Management

Mulang¹

2017

J Socialomics

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Global competition multinational companies can not only be faced with providing a reliable Human Resources. More than that the company should have a strategy and valuables sets, namely Human Resources who has committed, knowledgeable about the company in other countries, unable to compete face challenges and adapt quickly to new environments. Human Resources should be distributed and allocated in a way that can provide a competitive advantage. Management of Foreign Workers in this regard through expatriate assignments outside the country must be done by a company Manpower Indonesia, and with the right choice of strategy is an attempt to achieve corporate objectives.

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Section: Recruitment and Selectionmentioning

confidence: 99%

International Human Resource Management

Mulang¹

2017

J Socialomics

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“…When people do not have adequate knowledge and skill(s) to perform a task effectively, setting a specific learning goal stimulates individuals to seek the information they need to learn about the task (Latham and Locke, ; Latham et al , ; Locke and Latham, , ; Nahrgang et al , ; Tasa et al , ). On a novel task, Winters and Latham () found that participants assigned specific, challenging learning goals achieved higher performance than participants assigned either a do‐your‐best or a specific, challenging performance goal.…”

Section: Study 2: Challenging Versus Moderate Learning Goalsmentioning

confidence: 99%

“…While research consistently shows that learning goals rather than performance goals are more effective in situations in which people do not have adequate knowledge and skills on the task (Latham and Locke, ; Latham et al , ; Locke and Latham, , ; Nahrgang et al , ; Tasa et al , ), there has been no investigation of the effects of challenging compared with moderate learning goals in the early stages of learning a dynamically complex microworld simulation on performance outcomes in a later stage when everyone is assigned challenging performance goals. Prior studies have compared easy and challenging learning goals, but have not compared moderate and challenging goals.…”

Section: Study 2: Challenging Versus Moderate Learning Goalsmentioning

confidence: 99%

Challenging learning goals improve performance in dynamically complex microworld simulations

Yang

Jiang

Gary

2016

System Dynamics Review

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The use of microworld simulators in classrooms and in experimental research has grown rapidly in recent years. Advocates suggest microworlds enhance learning compared with traditional instructional materials alone. However, people often have difficulty understanding the dynamics of microworld simulations, and learning and performance on microworlds typically plateau far below even simple behavioral benchmarks. Research from organization psychology suggests that assigning specific goals improves task learning and performance. This paper reports the results of two laboratory studies that examine the effects of two types of goals and two levels of goal difficulty on performance outcomes in the widely used People Express Microworld. We find that challenging compared with moderate learning goals result in higher performance outcomes. In contrast, there is no difference in performance outcomes between challenging and moderate performance goals. The findings show that including challenging learning goals in microworld instructional materials in classrooms and in experimental research will increase performance. Copyright © 2017 System Dynamics Society

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“…At the group level; however, the goal to master task strategies and improve coordination may be construed as both less specific and challenging than goals typically espoused as effective in the goal-setting literature. In a complex, dynamic team setting specific learning goals, relative to general learning goals, have been found to be detrimental by potentially narrowing a team's focus and limiting the effectiveness of their coordination (Nahrgang et al, 2013). While our study supported the effectiveness of somewhat vague learning goals for directing group members' attention to the strategic elements of group process, it did not allow us to decipher if any part of the goal, such as mastering the task or coordinating efforts, uniquely contributed to directing group members' attention.…”

Section: Limitations and Future Directionsmentioning

confidence: 99%

Effects of group goal content on group processes, collective efficacy, and satisfaction

Winton

Kane

2015

J Applied Social Pyschol

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We examined the efficacy of groups possessing learning as opposed to performance goals on an interactive group task. As such, we predicted that the possession of learning goals focuses groups more on strategic processes than the possession of performance or do-best goals. We further hypothesized that collective efficacy beliefs are most strongly correlated with performance for groups that possess performance goals because performance goals direct attention to task outcomes. Results indicated that groups assigned learning goals discussed more strategic information and reported greater satisfaction with performance. In addition, the relationship between task performance and collective efficacy was stronger for performance-goal groups than learning-goal groups. Overall, results suggested that causing groups to attend to processes required for effective group performance influences how groups regulate behavior and interpret feedback.

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Goal setting in teams: The impact of learning and performance goals on process and performance

Cited by 38 publications

References 64 publications

International Human Resource Management

International Human Resource Management

Challenging learning goals improve performance in dynamically complex microworld simulations

Effects of group goal content on group processes, collective efficacy, and satisfaction

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