TITLE

THE RELATIONSHIP OF TEAM GOALS, INCENTIVES, AND EFFICACY TO STRATEGIC RISK, TACTICAL IMPLEMENTATION, AND PERFORMANCE

AUTHOR(S)
Knight, Don; Durham, Cathy C.; Locke, Edwin A.
PUB. DATE
April 2001
SOURCE
Academy of Management Journal;Apr2001, Vol. 44 Issue 2, p326
SOURCE TYPE
Academic Journal
DOC. TYPE
Article
ABSTRACT
This study examined the effects of goal difficulty, monetary incentives, and efficacy on the strategic risk, tactical implementation, and performance of teams performing a computer simulation. Goal difficulty increased strategic risk, in part through team efficacy. Strategic risk partially mediated goal difficulty's effect on performance. Incentives reduced strategic risk for easy-goal teams and improved tactical implementation. Teams with both difficult goals and incentives achieved the highest performance. Team performance was positively affected by goal difficulty, team efficacy, strategic risk, and tactical implementation.
ACCESSION #
4377987

 

Related Articles

  • Setting goals is the road to success. Stein, Neville // Horticulture Week;2/3/2012, p19 

    The article discusses the importance of setting formal business plans in defining the aspects of achievement. A business plan is necessary for any organization even if any external investment is not needed. It is mentioned that successful business people always create and follow the business...

  • 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...

  • Incentive Effects of Assigned Goals and Compensation Schemes on Budgetary Performance. Fatseas, Victor A.; Hirst, Mark K. // Accounting & Business Research (Wolters Kluwer UK);Autumn92, Vol. 22 Issue 88, p347 

    This study examines the combined effects of two management interventions, assigned goals and monetary compensation, on performance in a routine task. It investigates the effects of assigned goals (four goal levels: low, medium, high, impossible) and three types of compensation scheme (fixed-pay,...

  • BETRIEBSSTRUKTUR UND LOHNANREIZSYSTEM. Krüsselberg, Hans-Günter // Kölner Zeitschrift für Soziologie & Sozialpsychologie;1958, Vol. 10, p615 

    This article discusses the sociological problems facing the income incentive system (Lohnareizsystem) in West Germany. The author presents the results of an empirical study of the Lohnareizsystem in a repair shop setting. The rationalization tendencies in economics led to the rather large...

  • Setting up goalposts: Creating a goal-oriented culture.  // Public Relations Tactics;Apr2006, Vol. 13 Issue 4, p21 

    The article discusses the importance of goal-setting strategy in achieving a successful company operation. According to Joanne G. Sujansky, chief executive officer of KEY Group, a company needs to set goals that will advance the company's corporate vision. Goals will help the employees' vision...

  • Management by Objectives: Formulating the Plan and Communicating Objectives (I). Johnson, S. // Textile Institute & Industry;Jun1969, Vol. 7 Issue 6, p157 

    The article provides an overview of the advantages of a management plan. The planning and formulation of objectives is a process of balancing conflicting trends, and of using factual data, ideas and impressions to make up general judgments regarding the future role of the company. A management...

  • Stop reacting and start planning. Gray, Andi // Fairfield County Business Journal;5/13/2013, Vol. 49 Issue 19, p14 

    The article offers the author's insights regarding rights business planning and directing. The author says that managers must determine the objectives of the company and verify which objectives are not being met. He states that employees, managers, and owner of the company should work together...

  • The effects of the balanced scorecard on performance: The impact of the alignment of the strategic goals and performance reporting. Iselin, Errol R.; Mia, Lokman; Sands, John // Journal of General Management;Summer2008, Vol. 33 Issue 4, p71 

    The balanced scorecard (BSC) and other multi-perspective systems have become popular in recent times because of problems with financial systems. The BSC is a strategic management system involving strategic goal setting and performance reporting across four perspectives: financial, customer,...

  • Touchy-feely HR is now a thing of the past. Dempsey, Karen // Personnel Today;10/4/2005, p2 

    Focuses on the argument of many of the leading thinkers and practitioners that the model of human resource (HR) as "employee champion" is on its way out. Possibility that employees will benefit from this progressive model; Information that the real purpose of HR is to help an organisation...

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