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The Effects of Task Autonomy and Task Interest on Goal-Setting Behavior and Task PerformanceCrane, Megan E. 23 August 2012 (has links)
No description available.
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Examining the Effectiveness of Cover Copy and Compare with Student Goal Setting to Increase Mathematics FluencyJohnson, Talia M. 27 October 2014 (has links)
No description available.
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Goal Orientations and Self-Efficacy Interactions on Self-Set Goal LevelGore, Truman Joseph 10 June 2014 (has links)
No description available.
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Conception of Ability, Self-Efficacy, and Goal Discrepancy in a Running TaskHill, Christopher R. 19 June 2014 (has links)
No description available.
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Role of assigned team goals in the relationship between individual difference factors and self-set goals in a pre-team contextNarayan, Anupama January 2008 (has links)
No description available.
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THE EFFECTS OF PUBLIC POSTING, GOAL SETTING, AND POSTING PLACEMENT ON THE PERFORMANCE OF DIRECT SERVICE PROFESSIONALS’ COMPLETION OF REQUIRED DOCUMENTATIONBenedetto, Ashley January 2018 (has links)
Staff members supporting individuals with intellectual and developmental disabilities often provide the primary supervision and direct instruction to those served. These services are often provided in locations with limited resources and funding, especially within adult services. Supervisors in these settings must ensure necessary documentation and job responsibilities are completed in order to meet regulatory requirements and ensure appropriate care and treatment for individuals’ served. By providing simple and cost effective feedback, supervisors can ensure the staff members are meeting job expectations while ensuring the individuals’ served are having their needs met. This study implemented a reversal design in two separate program rooms within an adult day program to examine the effects of posted group feedback, posted group feedback paired with goal setting, as well as the effect of the placement of the postings in a conspicuous versus non conspicuous location with staff completion of required daily documentation. Results in both rooms indicated that posting group feedback alone did not have as much effect on staff performance unless paired with goal setting. The posting locations in each room also did not seem to have an effect on staff performance. / Applied Behavioral Analysis
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Logical goal-setting frameworks for leprosy projectsOgbeiwi, Osahon 12 May 2020 (has links)
Yes / Goal setting is a fundamental practice in the effective management of healthcare services worldwide. This study investigated the extent to which leprosy goal formulation in Nigeria is logical and SMART.
Method: Document review of baseline problems, goal statements and goal attainments for 2016 in six leprosy projects using a customised logical framework matrix.
Results: A total of 15 main problems, 6 aims, 19 objectives and 42 indicators were found. The goals were problem-based and logically linked, with a pattern of a single aim per project, multiple objectives per aim, and multiple indicators per objective. Goal statements specified only impact in 5/6 aims, and only outcome and terminal timeframe in 17/19 (89.5%) objectives. Only one objective stated all four SMART components of outcome, indicator, target and timeframe. While three (7.1%) indicators and two (10.5%) objectives were measurable, no target was attainable.
Discussion: Goal-setting frameworks for leprosy projects should be problem based and logical according to best practice. That most leprosy objectives were not completely SMART is similar to the reported structure of objectives published by other health organisations globally.
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Towards a practice theory of goal setting: assessing the theoretical goal-setting of a leprosy organisation in NigeriaOgbeiwi, Osahon January 2020 (has links)
No / Goal-setting is indispensable for effective healthcare management. Yet, literature evidence suggests many organisations worldwide do not know how to formulate ‘SMART’ goals. Evidence of how existing theories work in practice is scarce, and the practices in low-income countries are unknown. Therefore, this research explored how leprosy project goals were formulated to describe the theoretical practice framework of A leprosy-focused organisation in Nigeria.
Using a case-study design, ten managers were interviewed individually concerning their goal-setting knowledge, experience and perspective; and documented goals of six projects were reviewed. A five-step constructionist thematic data analysis generated eleven theoretical frameworks from the concepts of the emergent core themes of ‘stakeholders’, ‘strategies’ and ‘statements.’ Further theorisation reduced them to one general framework. This revealed organisational goal-setting practice as a four-stage centre-led, top-down, beneficiary-focused and problem-based process. The stages were national preparation, baseline needs-survey, centralised goal formulation and nationalised planning. The outcome was the formulation of assigned, ‘non-SMART’ objective statements, which are then used for planning projects. Other theoretical models constructed included a Goal Effects Cycle, ‘SMARTA’ goal attributes and hierarchical criteria for differentiating goal-types.
A theory developed from the goal-setting practice postulates that: ‘Assigned non-SMART goal formulation directly results from centralised goal-setting practice and is the predictor of unrealistic project planning.’ Therefore, I propose that goal statements will be ‘SMARTA’ and plans, more realistic and relevant if goal-setting is done collaboratively by all stakeholders at all stages of the process. Also, ‘Change-Beneficiary-Indicator-Target-Timeframe’ and ‘Change-Beneficiary-Location-Timeframe’ frameworks are recommended as templates for writing SMART objectives and aims respectively.
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Individual Differences in Trait Motivation: An Exploration of the Relative Influence of Motivational Traits and Goal Orientation on Goal Setting ProcessesBateman, Tanner 04 June 2009 (has links)
Very little empirical evidence exists linking the motivational traits portion of the motivational traits and skills framework to goal setting processes. The present study explored relationships between motivational traits, task-specific self-efficacy and self-set goal level during a computer-based task. Along with direct assessment of these relationships, we assessed whether task-specific self-efficacy mediates relationships between motivational traits and self-set goal level. In the current study, we also examined the ability of motivational traits to provide an increment in the prediction of motivational outcomes over currently accepted goal orientation constructs. Analyses suggest that the motivational traits personal mastery and motivation related to anxiety are consistent predictors of task-specific self-efficacy but inconsistent predictors of self-set goal level while competitive excellence entirely unrelated to motivational outcomes. Motivational traits failed to provide any significant increment in the prediction of task-specific self-efficacy over respective goal orientation constructs. Implications and future directions are discussed. / Master of Science
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The Spillover Effects of Motivational Processes in a Dual Task SettingQuintela, Yvette 31 March 2003 (has links)
The present study set out to examine whether negative goal-performance discrepancy (GPD) feedback for one task could have a negative effect on goal-setting associated with an unrelated, distinct task. A series of hierarchical regression analyses were conducted. Results show that large versus small negative GPD feedback on a creativity task impacted levels of specific self-efficacy for a stock-predicting task, which indicated a motivational spillover effect. However, large negative GPD on the creativity task was not evidenced to impact performance goals for the stock-predicting task, as hypothesized. Results also indicate that the larger the magnitude of negative GPD feedback, the more individuals experienced an increase in negative mood and decrease in positive mood, however mood was not evidenced to impact performance goals. / Master of Science
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