Using Goal Setting and the Six Principles of Persuasion to Motivate free essay sample

The next step in this evolution was using goal setting as a motivational tool. Through laboratory and field research if was found that workers assigned hard goals performed better than those workers assigned moderately difficult or easy goals. In addition, if the goals were specific, measurable, attainable, realistic, and timed, they created greater motivation and provided clear expectation for workers expected to reach their goals. Using Goal Setting and the Six Principles of Persuasion to Motivate The problem of motivating employees has been a difficult and frustrating task for employers for more than 100 years. One reason this problem has been so difficult to solve, is the fact that motivation ultimately comes from within each individual and therefore cannot be observed directly by supervisors. What could be observed was the low productivity of unmotivated workers and the destructive consequence it has on the workplace. There are several barriers to workplace productivity which are common to low productivity, including problems with measuring workload, employee working conditions, management style, and lack of employee motivation. We will write a custom essay sample on Using Goal Setting and the Six Principles of Persuasion to Motivate or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Employers have used several incentives over the years, with money being the primary incentive, like job enrichment, behavior modification, and organizational development with various degrees of success. Through a number laboratory and field research studies one technique, goal setting, has emerged as a more effective motivation method than other technique and maybe the most important component by which the other incentives (pay, job enrichment, behavior modification and organizational development) affect motivation. There are numerous benefits to employers who use goal setting for their employees, but none more important than increased employee motivation. Goal setting for employee creates a set of benefits for the employees, as well as for the employer that cannot generally be obtained more effectively through other ways. If the goals set are definitive goals, they will have a motivational effect throughout the entire organization. Setting both individual and group goals can give employees a sense of ownership in the organization. Goal-Setting Concepts Participative or Assigned Goal Setting Participative goal setting is the process of identifying, adopting, and articulating relevant goals from higher-order objectives, mission, and purpose, and integrating, translating, and adapting them at the group level. Participative goal-setting is instrumental in helping group to achieve and sustain high-performance. Participative and assigned goal setting had no significantly different effects on performance if the goal was held consistently difficult, except participating groups members set higher goals. Groups using specific, difficult goals, participative or assigned, consistently had higher performances than did groups using the abstract or generalized goals such as the typical supervisor advice â€Å"do your best†. The employee needs to have the reassurance from the employer that their job is valued. The unity created between employee and employer through active goal setting along with sharing results of the achieved objectives provides the employee the necessary gratification to continue. Although objectives may not always be achieved as planned, sharing this information between employer and employee most certainly provides the â€Å"sense of ownership†. Most individuals are proud of the work they do and respond well when they know their input is effective in helping an organization reach its goal. Setting the Goal Goals that are difficult and specific lead to better performance than goals that are easy, and whenever possible they should have a time limit for accomplishing the goal. There is a balance you must maintain when setting goals, â€Å"if the goals are perceived as unreachable, employees will not accept them†. Obtaining Goal Commitment If goal setting is to be effective, management must ensure that employees accept and remain committed to the goals of the organization. Management has to provide simple instructions, positive support, and show restraint from threat or intimidation to ensure maximum acceptance from subordinates. In addition, a manager must be well versed on the objective, so that they can effectively communicate this to the subordinate. If a manager waivers from their ability to provide sound guidance to the subordinate, problems most often arise and objectives will fall by the wayside. Therefore, a manager who not only knows what needs to take place, but is also Using Goal Setting and the Six Principles of Persuasion to Motivate willing to work side-by-side, sometimes as a matter of speaking, other times as one whom directly impacts the outcome of an objective; this type of manager will assist in providing he most effective and productive work outcome that is possible. One of the key ingredients to securing employee’s commitment is their trust of management. If employees perceive the set goals as fair and reasonable and not a means of exploitation of workers, they will be more likely to accept the challenge of reaching the goals. Providing Support Elements Providing employees with adequate resources like money, proper equipment, time, and the freedom to use them to attain goals, and ensuring company policies do not block the ability to attain goals. In addition, having the employees provide input into the setting the actual goals, but still requiring management approval of the task; would give the employees ownership in ensuring their goals are attainable, while allowing management oversight to ensure that the goal are still reachable. Moreover, it is this open communication that allows for a more productive work environment facilitating attitudes of the employees to remain positive and productive. Providing support elements would definitely be beneficial to the entire organization. SMART Goal Setting The S. M. A. R. T approach to motivational techniques makes the employee feel they are part of the overall process, and allows the employee to share in the responsibilities of corporate productivity. This acronym, SMART, summarizes the characteristics of effective goal setting: †¢Specific †¢Measurable †¢Attainable †¢Relevant †¢Time based Specific Goals should be straightforward and emphasize what you want to happen. Specifics help us to focus our efforts and clearly define what we are going to do. Specific is the What, Why, and How of the SMART model. Measurable If you can’t measure it, you can’t manage it. In the broadest sense, the whole goal statement is a measure for the project; if the goal is accomplished, the is a success. However, there are usually several short-term or small measurements that can be built into the goal. Attainable When you identify goals that are most important to you, you begin to figure out ways you can make them come true. You develop that attitudes, abilities, skills, and financial capacity to reach them. Your begin seeing previously overlooked opportunities to bring yourself closer to the achievement of your goals (Realistic) Relevant This is not a synonym for â€Å"easy. Realistic, in this case, means â€Å"do-able. † It means that the learning curve is not a vertical slope; that the skills needed to do the work are available; that the project fits with the overall strategy and goals of the organization. A realistic project may push the skills and knowledge of the people working on it but it shouldn’t break them. Timely Set a timeframe for the goal, if you don’t set a time, the commitment is too vague. It tends not to happen because you feel you can start at any time. Without a time limit, there’s no urgency to start taking action now. Time must be measurable, attainable and realistic. When employers set clear expectations for their employees, they have defined what is expected of them. Both small and medium company have placed a premium on trying to keep Using Goal Setting and the Six Principles of Persuasion to Motivate their employees motivated not just with pay, but also with advancement and responsibility goals. By incorporating SMART goal setting on a project-by-project basis goal setting can be straight forward and simple, but it will not make up for workers who are underpaid or for poor management. If not used properly goal setting could cause more problems than it solves, if for instances, goals are set that are perceived to be unfair or unreachable, could result in poor performance. But when goals are reached, they can have an effect of instilling pride and accomplishment in employees. Abstract This paper will look at how successful managers use the six principles of persuasion to bring scientific rigor to the business world by securing consensus, cutting deals, and winning concessions. Although the skill of being a â€Å"gifted† speaker, with the power of persuasion, cannot be passed on to others, the six principles of persuasion can be taught, learned, and applied. During the past 50 plus years, scientific research has identified six fundamental principles of influence. These principles have proven to be effective in social influence of people, including their attitudes and actions. The following principles will be discussed in the following pages: The Principle of Liking; the Principle of Authority; the Principle of Consistency; the Principle of Social Proof; the Principle of Reciprocity; the Principle of Scarcity. This paper will discuss how the six principles of persuasion can be applied by looking to scientific experiments. Using Goal Setting and the Six Principles of Persuasion to Motivate Throughout history there have only a handful of truly gifted speakers, who had the natural ability to capture an audience, sway the undecided, and convert the opposition through the use of charisma and eloquence. The 16th President of the United States, Abraham Lincoln, was such a speaker. Many people considered Mr. Lincoln to be one of our nation’s greatest attorneys, who was enormously gifted at giving persuasive and successful closing arguments. President Lincoln’s address at Gettysburg, viewed by many historians as the greatest closing argument in history, was a great example of Lincoln’s ability to sway a bitterly divided country. Unfortunately, these born persuaders cannot just pass along their gift of charisma and eloquence, which is similar to the challenge faced by managers every day, motivating their work force. Through decades of scientific research, scientists have concluded that the â€Å"power of persuasion† works by appealing to a set of deeply rooted human drives and needs. In other words, persuasion technique can be taught, learned and applied. The six fundamental principles of persuasion may not transform you into a speaker as eloquence as President Lincoln, but you will have the knowledge to understand the factors that affect the way in which people can influence others attitudes and actions. The Principle of Liking â€Å"People prefer to say yes to those they know and like†, research shows that several factors affect how much one person like another; physical attractiveness, compliments, and cooperative effects. This research also shows that the best ways to get people to like you are to show them how you are similar, and that you like them. In a demonstration of the effects of similarity on influence, researchers mailed a set of surveys, each with a cover letter, some letter had names similar to the person receiving the survey, and others received surveys with none similar names. The results of the survey were very telling, people who received survey from people who similar-sounding names have responded twice as often as those people who received survey from people with dissimilar names. Uncover real similarities and offer genuine praise. The Principle of Authority There’s no way for anyone to have a deep understanding of everything, so what most people do is follow the lead of experts, even if they are asked to do something they would not ordinarily do. Because people respect authority, they more easily influenced by those whom they perceive to be experts or legitimate authorities. For instance, when the main stream news media present acknowledge expert point view on a new topic, the effect on the general public opinion is very dramatic. According to a 1993 Public Opinion Quarterly study, a single expert-opinion news story had a 2% shift in public opinion American Political Science Review (1987), showed that an expert’s opinion, after airing on national television, shifted public opinion by nearly 4%. Other studies have showed that just the appearance of authority actually increases the likelihood that people will comply with requests by authority, even if the authority is illegitimate. Expose your expertise; don’t assume it’s self-evident. The Principle of Scarcity In the fundamental economic theory, scarcity relates to supply and demand. The harder it is to attain something and the more competition there is for it, the more attractive people find it, and the more urgently people will want it! There have been many studies and studies after study have shown that as items and opportunities are seen to be rarer, the more valuable they become. The Science of the Six Principles of Persuasion In the now infamous 1985 Coca-Cola Company switched from their â€Å"old recipe† to the â€Å"new taste of Coca-Cola†, the company’s executives had overlooked the principle of scarcity. In the initial texts results the â€Å"new coke† outperformed the original coke, and when taste testers were told which product was the â€Å"new coke† sample, people like it even more. But less than 90 days later, the public was demanded a return to the original coke. â€Å"When people know what it is they can’t have, their desire for it will shoot up†. Because the original coke was being replaced by the Using Goal Setting and the Six Principles of Persuasion to Motivate â€Å"new coke† and people realized it was the original coke they could no longer have, it became the coke people now wanted. Highlight unique benefits and exclusive information. The Principle of Consistency People do not like to back out of deals, and there are more likely to do something after agreeing to it verbally or in writing. People for the most part like to appear consistent in their thoughts and actions. Accordance to Dr. Cialdini, strong evidence shows that a choice mad actively, one that’s spoken out loud or written down, is considerably more likely to direct someone’s future conduct than the same choice left unspoken. There is also research that suggests that written commitments become even more powerful when they’re made public. In a 1987 voter’s turn-out experiment conducted by scientist Anthony Greenwald, voters who publicly committed to voting on the previous day proved more likely to actually vote. The experiment approached potential voters, the day before the election, and asked each of them if that they would vote, of those 86. 7% actually voted, compared to 61. 5% of those who were not asked. Studies also show that the older we get, the more we value consistency. Make their commitments active, public, and voluntary. The Principle of Reciprocity A simple demonstration of the principle of reciprocity can be conducted by smiling at a many people as possible when you go into the office tomorrow, you will find that almost everyone you smiled at will return the smile. â€Å"The implication is that you have to go first†, says Dr. Cialdina. If you do something for me, I feel obligated to something for you—even if I didn’t ask for a favor in the first place. One of the basic human tendencies is to treat people the way we are treated. In 2005, Dr. Randy Garner published an experiment that tested whether sticky notes could persuade people to respond to a marketing survey. Dr. Garner sent one-third of the surveys with a hand- written sticky note, with a request for completion. He sent out another one-third of the sticky note, with all of these notes being blank. Finally, he sent one-third of the survey without any sticky notes. The results were that more than 75% of the people who received sticky notes request with the survey filled in and returned the survey. The people did not receive a sticky note with their survey only returned 36% of surveys. The sticky notes were seen as a personal request, which prompted a reciprocity response? Give what you want to receive. The Principle of Social Proof â€Å"Social creatures that they are, human beings rely heavily on the people around them for cues on how to think, fee, and act. When people are uncertain about a course of action, they tend to look to those around them to guide their decision and actions. If you have ever attended a live comedy show, and have heard the â€Å"laugh tracks† played, crowd almost always responds with laugher after hearing the laugher of others. When faced with a decision, people look to The Science of the Six Principles of Persuasion social evidence of the best course of action, according to Dr. Cialdini, â€Å"one of the fundamental lessons of human psychology are that people follow the crowd†. People especially want to know what everyone else is doing—especially their peers. Dr. Cialdini performed an experiment with the managers at an upscale hotel in Phoenix, AZ. The experiment conducted with his colleagues, was to see which type of signs would most encourage hotel visitors to reuse their towels. They used four different signs. 1. Help save the environment 2. Help save resources for the future generations 3. Partner with us to help save the environment 4. Join your fellow citizens in helping to save the environment Compared to the first three signs, the final sign increased tower reuse by an average of 34%. When the other guest found out that others who stayed at the same hotel reused their towels, they were more likely to comply with the request. Use peer power whenever it’s available. Using Goal Setting and the Six Principles of Persuasion to Motivate Although the six principles and their applications can be discussed separately, they should be applied in combination to compound their impact. Dr. Robert Cialdini spent more than 30 years conducting research, experimentation, and observation to uncover the science behind the â€Å"art of persuasion†, which led him to the develop the six principles of persuasion. Since most people can’t explain why they made a particular decision, being able to identify the factors that influence decisions means that they understand how to get more positive responses from people. â€Å"No leader can succeed without mastering the art of persuasion. But there’s hard science in that skill, too, and a large body of psychological research suggests there are six basic laws of winning friends and influencing people. References Periodical: Latham, Gary P. Locke, Edwin A. (1979) Goal Setting – A Motivational Technique That Works Online Periodical: Priya Johnson, http://www. buzzle. om/articles/goal-setting-theory. html, Goal Setting Theory http://ezinearticles. com/? Goal-Setting-Theoryid=2178488 Goal Setting Theory http://en. wikipedia. org/wiki/Goal_setting Arthur Rizer, Lincoln’s Counsel: Lessons from America’s Most Persuasive Speaker, Nov 2010 Robert B. Cialdini, Roselle. Wissler, Nicholas J. Schweitzer, The Science of Influenc e – Using six principles of persuasion to negotiate and mediate more effectively (Arbitration Ethics: A Chill Wind Blows) 2002 Robert B. Cialdina, Harnessing the Science of Persuasion, 2001 Berry M. Staw, Psychological Dimensions of Organizational Behavior, 3rd Edition, 2004