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SupplementaryreadingmaterialsforthefirstsemesterTextOnePracticeeffectivegoalsettingmployeeshavemanygoals.Theystrivetoreachquotas,wincontests,pleaseothers,makeitthroughtheworkday,oroutperformtheirco-workers.Theirgoalsaresometimesdifficultandsometimeseasy,sometimesspecificandsometimesvague.Thenatureofemployeegoalsandhowtheyaresetarecritical.Goalsettingisasimpleandinexpensive,butverypowerful,toolintheleader’sarsenal.EWhyaregoalssoimportant?◆Goalsletemployeesknowwhatisexpectedofthem.◆Goalscanrelieveboredom.Considerhowboringmostgameswouldbeifyoudidn’tkeepscore.◆Whenpeoplereachtheirgoals,theyliketheirjobsmoreandaremoresatisfiedwiththeirperformance.◆Reachingagoalearnsrecognitionfrompeers,supervisors,andothers.◆Reachingagoalincreasesself-confidence,prideinachievement,andwillingnesstoacceptfuturechallenges.Hereareguidelinesforsettingeffectivegoals:Bespecific.Specificgoalsleadtohigherperformancethanvagueones.Infact,“doyourbest”goalshaveaboutthesameeffectasnogoalatall.Imaginearunnercirclingatrack,shoutingtohercoach“HowmuchfartherdoIhavetogo?”Areplyfromthecoachof“Justdoyourbest”won’thelpmuch.Similarly,“directional”goals,suchas“dobetter”or“loseweight”aren’tanymoreuseful.Instead,aspecificgoalsuchas“increaseproductivityby20percentwithinsixmonths”or“losetenpoundsintenmonths”isneeded.Setdifficult,butreachable,goals.Aslongasthegoalisseenasreasonable,moredifficultgoalsleadtobetterperformance.However,employeesmustbelievethegoalisattainable.Iifnot,theywillrejectit.Also,peoplepursuemanygoalsatthesametime.Iftheybelieveoneistoodifficult,theywillfocusonother,moreattainablegoals.Interestingly,whenpeoplefacedifficultgoals,theyanalyzetheirtaskmorethoroughlyandaremorecreativethanwhengivensimplegoals.Theybothworkharderandworksmarter.Letpeopleparticipateinsettingtheirgoals.Thisincreasesunderstandingandacceptanceofgoals.Animportant—andperhapssurprising—factisthatwhenpeopleparticipateinsettingtheirowngoals,theresultinggoalsaregenerallymoredifficultthanifthegoalsweresetforthem.Thesemoredifficultgoals,inturn,arelikelytoleadtohigherperformanceGivefeedbackonprogress.Feedbackkeepsbehaviorontrack.Itmayalsostimulategreatereffort.Avideogame*withoutascorewouldsoonbeabandoned.And,whenpeoplelearnhowtheyaredoing,theytendtosetpersonalimprovementgoals.Themostpowerfulfeedbackcomesfromthejobitself,ratherthanfromsomeonetellingyouhowyou’vedone.Asimpleruleofthumb*mightbe“Ifsomethingdoesn’tmatter,itdoesn'tmatterwhetheryoudoitwell.”Goalsettingdoesmatter,soyou’dbetternotmessitup*.Inadditiontotheguidelineswe’vesuggested,keepthesethingsinmind:◆Setgoalsforeverythingthatisimportantintheworkplace.Ifyousetgoalsforsomethingsbutnotforothers,thosewithoutgoalsmaybeignored.◆Avoidthetemptationtosetjustthoseeasythatareeasytoset.Sometimes,wereallycareaboutXbut,becauseYiseasiertoquantify,wesetgoalsforYinstead.*gameplayedusingahomecomputer,etcinwhichtheplayercontrolsimagesonaTV电视游戏*aruleofthumb:roughpracticalmethodofassessingormeasuringsomething,usu.basedonpastexperienceratherthanonexactmeasurement,etc.*doitincompetently,badlyorclumsily;spoilitthroughlackofskillI.Comprehension:Determinewhetherthefollowingstatementsaretrueorfalse.1．Goalsareimportantbecausetheyhelptoearnrecognitionandtoincreaseself-confidence.2．“Directional”goalsleadtobettereffect.3．Themoredifficultagoalis,thebetterandsmarteraperso...