TITLE

Do Goals Mediate the Effects of Incentives on Performance?

AUTHOR(S)
Tolchinsky, Paul D.; King, Donald C.
PUB. DATE
July 1980
SOURCE
Academy of Management Review;Jul1980, Vol. 5 Issue 3, p455
SOURCE TYPE
Academic Journal
DOC. TYPE
Article
ABSTRACT
In 1968, Locke set forth the proposition that goals mediate the effects of incentives (e.g., feedback, participation, and money) on performance. Research is reviewed hem to determine the extent to which Locke's contention is supported. We attempt to identify (1) individual and situational factors that may mediate the incentive-goal-performance relationship, and (2) integrate the literature. We also offer a model and suggestions for future research.
ACCESSION #
4288880

 

Related Articles

  • How to Make Pay for Performance Pay Off. Landsberg, Richard D. // Journal of Financial Service Professionals;Nov2009, Vol. 63 Issue 6, p12 

    This article discusses the best way to set up an offer of extra incentive pay to employees to meet certain deadlines or goals. Companies that engage in pay-for-performance plans need to be innovative in how they present their plan. Some executives believe they can outperform whatever their pay...

  • Pygmalion, Goal Setting, and Expectancy: Compatible Ways to Boost Productivity. Eden, Dov // Academy of Management Review;Oct88, Vol. 13 Issue 4, p639 

    The Pygmalion, goal-setting, and need-for-achievement approaches use effort-to-performance expectancy in order to explain work motivation. The motivation to expend effort is distinguished from the motivation to choose a task. Expectancy is conceptualized both as a stable trait and as a changing...

  • CREATING A CULTURE OF Peak Performance. BROMLEY, TREVOR // Strategic Finance;Sep2004, Vol. 86 Issue 3, p34 

    The article focuses on the strategy employed by FreedomRoads, a national recreational vehicle retailer, to realize peak performance from their employees. The article discusses human resource initiatives to create performance programs, the four stages of performance, and the unique FreedomRoads...

  • A Comparison of Group and Individual Incentive Plans. London, Manuel; Oldham, Greg R. // Academy of Management Journal;Mar1977, Vol. 20 Issue 1, p34 

    The effects of three variations of group incentive plans on goals and performance were compared in the laboratory and contrasted with individual piece-rate and fixed-rate incentive systems. The results emphasize the importance of both the design of the pay system and the level of a person's...

  • Care and Feeding of Top Performers. Marshall, Jeffrey; Heffes, Ellen M. // Financial Executive;Jan/Feb2005, Vol. 21 Issue 1, p12 

    This article focuses on coaching top performers in upper management. If managers want their top performers at peak performance it is crucial that they help them understand exactly what it is they are doing right and provide that feedback within the context of their organization and acknowledge...

  • WISE up your goals! Jay, Joelle // Office Professional;Nov2011, Vol. 31 Issue 11, p3 

    The article offers tips and strategies for business professionals on how to set up specific, measurable, action-oriented, realistic, and time-bound (SMART) goals. It cites an example of time-bound commitment which is realistic and measurable like leaving the work by 6 p.m. three times a week. It...

  • Goals and Achievement Orientations Of Women Newspaper Managers. Sohn, Ardyth B. // Journalism Quarterly;Autumn84, Vol. 61 Issue 3, p600 

    Addresses the concepts of achievement oriented thinking and goal setting in a group of women who are low to mid-level managers. Identification of the internal motivations of women who are already newspaper managers; Achievement of responsibilities and recognition; Evaluation of the typologies.

  • Aspirational leadership can help support a risk management culture. Aubrey, Bob; Parasie, Julien // Asia Insurance Review;Feb2012, p70 

    The article focuses on the concept of aspirational leadership and how it can help in implementing a culture of risk management in the insurance market. It defines aspirational leadership aims at matching the employees' goals with those of the company and states that aspirational leaders should...

  • How to set challenging but realistic goals for employees.  // HR Specialist: Compensation & Benefits;Dec2009, Vol. 4 Issue 12, p4 

    The article offers information on a set of guideline questions for employers who plan to establish performance goals within their organization in the U.S. The author highlights the eight questions developed by the Harvard Business School which include whether the goals are too specific and...

Share

Read the Article

Courtesy of THE LIBRARY OF VIRGINIA

Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics