There are at least three limitations to goal setting. First, when employees lack the skills and abilities needed to perform at a high level, goal setting doesn't work. Second, successful goal setting takes longer when employees are given complicated tasks that require a considerable amount of learning. Good performance on complicated tasks also requires that employees be able to direct all their attention to the tasks and not be interrupted by side issues. Third, goal-setting can lead to major problems when it rewards the wrong behaviors.
What happen if an individual who had been satisfied with his organization becomes dissatisfied?
There are 6 possible responses: (1) job avoidance (quitting),
(2) work avoidance (absenteeism, arriving late, and leaving early), (3) psychological defenses (alcohol and/or drug abuse), (4) constructive protest (complaining), (5) defiance (refusing to do what is asked), and (6) aggression (theft or assault). Quitting is the most common outcome of severe dissatisfaction.
What happen if an individual who had been satisfied with his organization becomes dissatisfied?
There are 6 possible responses: (1) job avoidance (quitting),
(2) work avoidance (absenteeism, arriving late, and leaving early), (3) psychological defenses (alcohol and/or drug abuse), (4) constructive protest (complaining), (5) defiance (refusing to do what is asked), and (6) aggression (theft or assault). Quitting is the most common outcome of severe dissatisfaction.