Goal setting. Goal setting in management Personal goal setting

In practical and general psychology, issues of goal setting are considered very differently, depending on the school or the predilections of a particular author. People are all different and if something suits one person, it will not necessarily suit another. Typically, goal-setting systems consist of fairly banal questions about what I want or what I don’t want, some even move away from goal-setting and create something similar to goal-setting and determining the meaning of life. It is most correct, from my point of view, to consider several ways of setting goals and working with them, in order to choose one for yourself or simply combine them the way you want.

When setting goals, regardless of the method, it is important to follow a few simple rules.

- call yours positively

— share desires and goals. A goal is something external to a person, a state that he consciously strives to achieve. The goal subordinates and shapes desires.

— focus on the big goal, don’t get scattered on small ones. Ideally, a person should have one goal in every period of life.

— try to move from goals “for yourself” to goals “for others.” Great things are done for other people.

— think about what benefits achieving your goal will bring. If you decide that there are more pros than cons, then stop paying attention to the negative. This is the necessary price for success.

— the time spent on goal setting more than pays off thanks to minimal losses from meaningless throwing in different directions.

We will look at and analyze three methods of setting goals in different areas of psychology step by step and you can try them separately one from the other or create your own.

Method 1.

This method is proposed by modern psychology, which developed at the junction of several trends. For this method you will need a pen and paper.

1. Write a list of what you dream of, who and what you want to become, where to live, what to do, what to have. Focus. And don’t limit your imagination, shorten your words. If you want, draw it.

2. Take a look at this list and determine what kind of future we are talking about: the near or distant one. In the first case, think about the future; in the second, write down the near future.

3. From the list of everything you wrote, select the four most important goals for this year, answer the question why they are the most important.

4. Test the list of four main goals for compliance with the rules for goal planning. Correct if something is wrong.

5. Now determine the necessary resources to achieve these goals: those that exist and those that need to be attracted (resources - anything that is needed).

6. Now think back to several occasions in which you felt that you had achieved success, and what resources you used then as efficiently as possible.

7. Write at least one page answering the question:

“What kind of person do I have to be to achieve these goals?”

8. Now write about what is preventing you from achieving these goals now.

9. Draft a detailed plan to achieve these goals. Start with the end (the result) and end with the beginning (the first step).

10. Write down the names of several people who have already achieved what you want to achieve. What helped them? Imagine that each of them gives some advice - write down these tips.

11. Describe or draw one of your ideal days.

12. Describe your ideal environment (place, setting, people, etc.).

13. Review these records periodically and make changes if you feel the need.

Method 2.

This method was presented to us by management psychology, which identifies 5 main areas of life in a person.

- personal

— professional

- social (environment, friends, social status)

— spiritual (internal state, faith, culture)

- health sector

1. Therefore, when setting goals in each of the areas, you need to set yourself a goal. At the same time, the goal is not what I do (for example, in order to improve or deepen something), but WHAT (or what exactly) I want. And this “WHAT (or what)” should have a bright image - the brighter the better.

2. After this, draw an arrow as in Fig. below and work through the steps: “what can I do for what I want?” and enter these steps into this drawing. The more such steps you take, the better - because before your very eyes the bright bright future turns into a concrete, detailed, more real and tangible one.

The whole point is that a new day comes and you realize that you now have another opportunity - and you need to fit it in.

4. And now the most interesting thing - we need to make all five drawings for each area, compare them and be surprised. I have never seen another reaction from people to this.

One psychologist friend said that whoever manages to combine everything into one is the Buddha. can help with this.

You just need to take into account the fact that this is not a job for one day, but for many days. After which there are also periodic adjustments.

Method 3.

The goal setting model in NLP is based on the idea of ​​a motivating result (a well-formulated goal). Unlike many psychological schools that analyze the causes of failure, NLP asks: “What do you want?”

Conditions for a well-formulated goal

1. The goal is formulated positively.

2. The target is under your control.

3. The goal is verifiable in sensory experience.

4. The goal is environmentally friendly and preserves the original positive by-products.

5. The goal is in the right context.

6. Purpose depends on access to resources.

7. Possible obstacles.

8. You know the first steps to achieve your goal.

Now let's look at this method specifically step by step. Sometimes it is useful to work in this technique with a partner. In my trainings, I always suggest people do this in the form of an exercise with a partner who will strictly follow the structure. So, let's begin.

1. The goal is formulated affirmatively and positively.

What you want, not what you don't want.

If you want to “not” do something, then ask yourself the question: “What will happen when I stop doing this? What do I want in return for this?”;

And without the negative particle “not”

For example, one participant says: I want it not to be hard. Then the other participant seeks an answer in a positive affirmative form, asking him: “What would it be like then? What will happen when it's no longer hard? What will it be called?

Remember, if the ship does not know where to sail, no wind will be favorable.

Watch out for words that mean negation (don't, stop, don't, etc.) Negation exists in language, but not in experience.

"Try not to think about the yellow monkey." What's happening? When we explore what can go “wrong,” it is very useful to be a “dissenter.” But if we set a goal, there should only be a positive statement. For our subconscious there is no particle “not”. We can achieve the goal only if we move towards a visual image. Questions: “What do you want?” instead of “What don’t you want?”

2. The goal refers to oneself, to be under one's own control.

What are you going to do? What can you personally do? What will you get for yourself within yourself? Focus on what you can do so that you are responsible for starting and maintaining it. Even if other people are involved in the goal statement, you can choose how to behave.

The goal must be in the sphere of control. The result should, in principle, be achievable. If the problem or goal is outside of us, we will not get the result. Where is the area where you can achieve results? Rephrase the problem so that it is possible to achieve a result. Test procedure: “How could you achieve this goal?”, “How would you know that you are achieving it?”, “What are you going to do to achieve it?” Checking for relevance and significance: “Does this relate to what you want?”

3. Sensory experience.

How will you know that you have achieved your goal?

What will you see, hear, feel as a result of achieving your goal? Identify sensory-based descriptions or behavioral demonstrations.

4. Ecology – the goal preserves the original positive by-products.

How will the desired outcome affect you? What will you lose? What will you receive additionally? What will be the consequences of achieving the goal not only for me, but also for my family and colleagues? Will there be any problems at home, in the family, at work? Check carefully that none of the benefits of the present condition disappear and are taken into account.

5. The goal is in the right context.

Where, when, with whom and by what date do you want this? Be sure to identify situations for which the desired behavior is appropriate and for which it is not. Identify appropriate contextual clues (situation markers).

6. Purpose depends on access to resources.

Do you have all the resources to achieve the goal? What resources do you need to achieve your goal? What skills, abilities; money, time, etc.? Can you have access to them? Where and how can you find these resources? If not, then “B” helps find them and asks:

“What could be the solution?”

“If you knew, what could it be?”

“If there was a person who had access to resources, who knew, who would represent, what would he be like and how would he do it?”

7. Research possible obstacles to achieving the goal.

What prevents you from achieving your goal? Ask yourself the question: “Why haven’t I achieved my goal yet? What could be the solution? Who and what can help? If you knew the solution, what would it be? If you knew what could help, what would it be?

8. You know the first steps to achieve your goal (adjustment to the future).

What will be the first steps to achieve your goal? Where will you start? What are the first steps to achieve the goal? 2-3 points. Check all the consequences of achieving the goal. It is necessary that they do not interfere with the overall plan (short-term and long-term goals) of the individual or group.

If you knew, what would be the first steps?

Try to imagine that you have already reached the goal, that is, when you have already reached the goal and look back (for those who “have the past behind you”), at the time of the beginning, what steps will (may turn out to be) be the first?

Using these techniques as core techniques for achieving your goals can make a great difference to your future, and if you combine them with additional techniques for working with goals, then you can discover more than just setting and achieving goals.

Additional techniques for working with goals.

Not always superficial “tinsel” gives us the opportunity to change something or look into the depths of ourselves in order to truly strive for our goals and dreams, which is why over thousands of years people have invented and created methods for discovering their deeper goals and aspirations. The next three additional methods are also complementary and intersecting.

Exception method.

Man is a special creature, extremely different in its manifestations. A creature that is very often lazy, especially when it runs in the wrong direction. And more than half of people don’t know why they live, or rather, they don’t know what they are striving for, they swim wherever life takes them. This wonderful way helps you understand yourself and your goals even better.

For this technique we will again need a piece of paper and a pen. The technique is performed for several days for 15-30 minutes every day.

On a piece of paper, write down everything you would like to achieve in your life. A minimum of 50 things or concepts and a maximum of at least 1000. Re-read and go about your business.

Exactly 24 hours later, return to the sheet and cross out half. Less preoccupied.

After a day, it’s best to return to the sheet and evening another half, which seems less significant.

This is the last day in which you leave 5-10 concepts or things on the list.

These will be the most important and valuable goals in your life.

Rainwater Two Question Method

1. Prepare a pencil, notepad or voice recorder.

2. Start with a short relaxation session.

3. Ask yourself the question: “What is happening to me at the moment (what am I thinking about, what am I doing, what am I feeling, how am I breathing)?”

4. Don't force yourself, don't be persistent.

5. Record incoming thoughts if it doesn’t bother you.

6. Ask yourself the following question: “What do I want right now?”

7. Repeat this several times in a row, relaxing more and more.

"Sankalpa" method

Sankalpa is a yoga technique practiced in a state of relaxation or just before sleep.

1. Clearly, briefly and, most importantly, positively formulate the question to which you would like to receive an answer.

2. Repeat this phrase-formulation many times and return to it at every opportunity during relaxation.

3. Do not include specific deadlines in the wording of the question.

4. You should not make a rigid intellectual analysis of the solutions that have emerged.

Many people plan their trip to football better than their career. This is due to the fact that it is easier for some to leave, for others it is much more interesting to be in wonderful internal states at football than at work. Exactly goal setting techniques and allow you to create excellent motivation in life and excellent internal states from moving in the right direction, at work or at home, on vacation or with family. After all, these techniques are universal, and there is no need to use them only for work or career purposes. Try to bring this into relationships with other people, recreation, sports, communication and other areas of life and the result will please you.

Article for the journal “Psychology Today”,

Making a list of goals for the year is perhaps a long-standing tradition for many people, which they follow on the eve of the country's largest holiday. They decorate the Christmas tree, buy tangerines and champagne, and plan life changes. It's exciting and not at all useless.

The meaning of the list

Firstly, we are not just talking about some list of tasks for the coming year, but about drawing up a personal annual plan. Forming such a list is the first step in moving to a new level of self-development. And that's why:

• The man takes things seriously. He asks himself questions - what does he need in the coming year? What would he like to strive for? What would you like to gain? Where to be and what to achieve? Then he gives himself answers, passing the questions through the prism of personal values, and forms a goal.
• By writing it down on paper, he once again comprehends his task and visualizes it. He puts it in writing, one might say, makes a reminder for himself, which serves as an additional incentive in the future.
• A person thinks how to become better. After all, a goal is the final result of aspiration. And it is impossible without the desire to improve yourself or your life. By making a list of goals for the whole year, a person once again evaluates his capabilities, resources, abilities and thinks about how and what he will have to work on for the sake of the result.

Such a plan is a means that leads its compiler to achieve what he wants, which also allows him to grow and expand the boundaries of reality. At a minimum, such a list of goals, which is in plain sight, will “push” you in the back and remind you of the desire to strive for something when it is overpowered by the craving for procrastination and laziness.

Compilation rules

The first thing you need to learn is that the list of goals for the whole year should be structured, neat, clear and orderly. And it’s better to write out tasks not as a single “canvas”, separated only by bullet points, but to divide them into blocks. It is desirable that each of them also has a distribution of tasks by month. For example, the block will be called “Finance”. And inside: “January - open a savings deposit at the bank with interest. Start keeping track of expenses and income. February - study all modern methods of earning money and business options.” And so on.

And, of course, you need to be guided by the SMART goal setting system. According to it, any task should be:

• Specific - specific.
• Measurable - measurable.
• Attainable - achievable.
• Relevant - relevant.
• Time-bound - limited in time.

Following these principles allows you to set the clearest possible goal, and also forces you to think deeply about your capabilities. SMART is a separate topic, and we can talk about it for a long time. But the fact is this: by making a list on it, a person will ask himself a huge number of questions and imagine more clearly what he wants. He will not just include “Buy a car” in the list, but will know which one, when, for how much and how he will earn money for it.

Personal goals

It was said above that it is better to divide the list into blocks. It's comfortable. One of the main ones should be the “Personal Goals” block. Everyone will put something of their own into it. But here are the ones that most people in the world ask themselves most often:

• Lose weight.
• Start writing a book.
• Stop procrastinating - putting off things and dreams for later.
• To fall in love.
• Find true happiness.
• Get a tattoo.
• Spontaneously take off on a trip, deciding it literally in one second.
• Start writing a blog or diary.
• Learn to save.
• Read a lot of books.
• Living an interesting and active life.

In general, the list of personal goals for the year includes tasks that not only have special value for a person, but in most cases require some effort and work on himself. It also includes dreams and hopes.

Spirituality

As many people know, this term denotes the highest level of self-regulation and development of a mature, integral personality. Many people want to become more highly spiritual, but this requires major work on themselves, their character and views, so that it can be formed into a goal list for the year. Here are examples:

• Learn to be calm and calm in any situation.
• Try meditating.
• Learn to think coldly, quickly and soberly in particularly tense and emotional situations.
• Practice gratitude.
• Help someone for free.
• Give up stereotypes and clichés, learn to understand and accept other values, respect them.
• Overcome three of your fears.
• Find answers to important questions: “Who am I in this world? What is my role? What is the meaning of my life?

Also in this block of the list of goals for the whole year you can include reading thematic books, practicing various meditations and states, watching educational lectures and programs.

Money and work

This block should also be included in the list of goals for next year. Here, by the way, specificity is especially important. Fortunately, it can be expressed in numbers, and in the future we can strive for them. Here's what it might look like:

• Set aside 15,000 rubles from your salary every month for vacation.
• Buy a new powerful laptop for ~70,000 rubles.
• Go to Greece for 10 days in the summer, the price of the trip and accounting for expenses is ~70,000 rubles.
• Increase your income by at least 20%.
• Find a new area of ​​promising activity and try yourself in it.
• Start watching blogs of successful people, read books about them.
• Practice time management.
• Improve productivity.

When making a list of financial goals for the year, you should not neglect the numbers. In the same block, you can highlight several additional “windows” in order to visually calculate in them the amounts necessary for earning and saving, which will then be spent on purchases.

Personal growth

Every day you need to get better. This is one of the most correct. Having completed the points of the “Personal Growth” block, a person at the end of the coming year should note with satisfaction that he has done everything he wanted. He's gotten better. Here are some goals you can include in your list for the new year:

• Start learning a foreign language, and by the end of next December master it at an everyday conversational level.
• Read 12 scientific books.
• Find an interesting but not entertaining hobby. For example, start studying chemistry.
• Sign up for some courses.
• Unlearn making “emotional” purchases. We are talking about acquiring those things that you want at the moment, but two weeks later a person has a question about why he took them?
• Develop your vocabulary. Learn one new term a day and remember its meaning.
• Master mnemonics.

This block can include both educational goals and those related to purely personal self-improvement.

Health

This is also a very important block. Here is an example of a list of health-related goals for the year:

• Avoid white sugar completely.
• Start eating right, balance your diet.
• Refuse to drink alcohol for no reason, a la “Yes, I’ll just have a bottle of beer in the evening.”
• Join a fitness club and hire a personal trainer.
• Go to the pool.
• Instill in yourself the habit of drinking 1.5-2.5 liters of clean water every day.
• Start running on the track. Over the course of a year, increase the speed from minimum to maximum.

Numbers may also come into play here. This is especially true for girls - many of them include weight loss in their list of goals for the year and carefully describe how many kilograms they want to get rid of in a month.

Relationship

Everyone knows that they need to be worked on. And if the question arises about how to make a list of goals for the year and what to include in it, then you need to not forget about the topic of relationships. Here the list could be like this:

• Learn to listen and hear your partner.
• Accept people for who they are. Understand that attempts to “reshape” them are disrespectful, because it’s as if the person is saying that he doesn’t care about their true, sincere essence.
• Learn to find the right words of support that your interlocutor needs at a particular moment, which could really comfort him.
• Give nice gifts to friends and family just like that.
• Find a new joint hobby with your significant other. Do something unusual, bring newness to the relationship.
• Experiment more in intimacy.
• Learn to give constructive advice.
• Instill the habit of putting yourself in other people's shoes in order to better understand them.

Well, there are many more goals that can be formed. But in this case, not only quantity is important, but also quality. Only what is truly important and of value should be included in the list. And then, having compiled it and designed it beautifully, you can pin it in a visible place. Or even put it in a frame - it will look better and provide additional inspiration.

The goal of management is the leading element in the activities of the leader (manager). Purposefulness involves conscious movement towards a clear and precise goal, despite all obstacles and even in spite of them.

Under purpose in social practice, including management, they usually understand some ideal, predetermined result that should be achieved. A goal is a subjective construction, a speculative construction, depending on the general level of knowledge and subjective qualities of the “designer”. In production activities, this ideal design is usually characterized quite unambiguously (for example, by the level of development or the volume of production of technical products). However, most often in the management of socio-economic processes and systems, the goal does not have a clear formal expression and cannot be comprehensively described in the form of numbers, terms, diagrams, dependencies, connections, etc.

Every goal has duality of content. On the one hand, the goal follows from the action of the laws and regularities of the objective world, that is, it is objective. On the other hand, a person’s goal is his ideal, mental construction, subjective construction, that is, it has a subjective character. It is in this regard that they talk about the duality of content, the duality of the nature of the purpose of management.

If the mission sets general guidelines, directions for the functioning of the organization, expressing the meaning of its existence, then the specific final states that the organization strives for are fixed in the form of its goals, i.e. , to put it another way, goals- this is a specific state of individual characteristics of an organization, the achievement of which is desirable for it and towards which its activities are aimed.

It is impossible to overestimate the importance of goals for an organization. They are the starting point of planning; goals are the basis for building organizational relationships; The motivation system used in the organization is based on goals; finally, goals are the starting point in the process of monitoring and evaluating the results of the work of individual employees, departments and the organization as a whole.

Depending on the specifics of the industry, the characteristics of the state of the environment, the nature and content of the mission, each organization sets its own goals, which are specific both in terms of the set of parameters of the organization (the desired state of which acts as the general goals of the organization) and in the quantitative assessment of these parameters. However, despite the situational nature of the choice of goals, there are four areas in relation to which organizations set goals based on their interests. These areas are:

Income of the organization;

Working with clients;

Employee needs and welfare;

Social responsibility.

As can be seen, these four areas also concern the interests of all entities influencing the activities of the organization, which were mentioned earlier when discussing issues of the organization’s mission.

In an organization’s management system, goals perform a number of important functions that now need to be addressed:

First, goals reflect the philosophy of the organization, the concept of its activities and development. And since the types of activities underlie the general and management structure, it is the goals that ultimately determine its nature and features

Secondly, goals reduce the uncertainty of current activities both organizations and individuals, becoming reference points for them in the world around them, helping them adapt to it, concentrate on achieving the desired results, limit themselves in some way, resist momentary impulses and desires, regulate their own actions and behavior in general. This helps you act faster, with greater effect, achieving your plans with minimal costs, and at the same time, getting additional winnings.

Thirdly, the goals are basis of criteria to highlight problems, make decisions, control and evaluate the results of activities aimed at their implementation, as well as material and moral encouragement for employees of the organization who have distinguished themselves to the greatest extent.

Fourthly, goals, especially great ones, regardless of whether they are real or imaginary, illusory, rally around themselves enthusiasts, encourage them to voluntarily take on difficult responsibilities and make every possible effort to fulfill them. There are enough examples of this, including in Russian history. New buildings of the first five-year plans, the development of virgin lands, the construction of the BAM were the result of the labor of not only prisoners, but also Komsomol members of those years, inspired by dreams of a bright future, and not at all to blame for the fact that these dreams turned out to be a deception. And the same prisoners who had the goal of early release showed increased activity in work, repeatedly exceeding production standards.

Finally, fifthly, the officially declared goals serve justifying in the eyes of the public the necessity and legality of the existence of this organization, especially if its activities cause adverse consequences, such as environmental pollution.

Goal setting- the process of justifying and forming the development goals of a managed object based on an analysis of public needs for its products and services and based on the real possibilities of their most complete satisfaction.

|From the point of view of the logic of the actions performed when setting goals, we can consider that the process goal setting organization consists of three successive stages. At the first stage, the results of the environmental analysis are comprehended, at the second stage the corresponding mission is developed, and, finally, at the third stage the goals of the organization are directly developed.

A properly organized goal development process involves going through four phases:

identification and analysis of trends observed in the environment;

setting goals for the organization as a whole;

building a hierarchy of goals;

setting individual goals.

First phase. The influence of the environment affects not only the establishment of the organization's mission. Goals are also highly dependent on the state of the environment. Previously, when the issue of goal requirements was discussed, it was said that they should be flexible so that they can be changed in accordance with changes occurring in the environment. However, one should not conclude from this that goals should be tied to the state of the environment only through constant adjustment and adaptation to the changes that occur in the environment. With the right approach to goal setting, management should strive to anticipate the state of the environment and set goals in accordance with this anticipation. To do this, it is very important to identify trends characteristic of the development processes of the economy, social and political spheres, science and technology. Of course, it is impossible to correctly foresee everything. Moreover, sometimes changes may occur in the environment that do not follow from the detected trends. Therefore, managers must be prepared to respond to unexpected challenges that the environment may throw at them. However, without absoluteizing the situation, they must formulate goals so that the situational components are reflected in them.

Second phase. When setting goals for the organization as a whole, it is important to determine which of the wide range of possible characteristics of the organization's activities should be taken as a basis. Next, certain tools for quantitative calculation of the size of goals are selected. Of particular importance is the system of criteria used to determine the goals of the organization. Typically, these criteria are derived from the organization's mission, as well as from the results of an analysis of the macroenvironment, industry, competitors and the organization's position in the environment. When determining the organization's goals, it takes into account what goals it had at the previous stage and how much the achievement of these goals contributed to the fulfillment of the organization's mission. Finally, the decision on goals always depends on the resources that the organization has.

Third phase. Establishing a hierarchy of goals involves defining such goals for all levels of the organization, the achievement of which by individual units will lead to the achievement of overall organizational goals. At the same time, the hierarchy should be built according to both long-term and short-term goals.

Fourth phase. In order for the hierarchy of goals within the organization to acquire its logical completeness and become a truly effective tool for achieving the goals of the organization, it must be communicated to each individual employee. In this case, one of the most important conditions for the successful operation of an organization is realized: each employee, through his personal goals, is included in the process of jointly achieving the ultimate goals of the organization. Employees of the organization in such a situation receive information not only about what they have to achieve, but also about how the results of their work will affect the final results of the organization’s functioning, how and to what extent their work will contribute to achieving the organization’s goals. Established goals must have the status of law for the organization for all its units and for all members.

Goal setting

Goal setting- the process of selecting one or more goals with establishing parameters of acceptable deviations to control the process of implementing the idea. It is often understood as a practical understanding of one’s activities by a person from the point of view of forming (setting) goals and their implementation (achieving) by the most economical (cost-effective) means, as the effective management of a temporary resource caused by human activity.

Goal setting- the primary phase of management, which involves setting a general goal and a set of goals (tree of goals) in accordance with the purpose (mission) of the system, strategic settings and the nature of the tasks being solved.

Term "goal setting" used to name short-term educational courses - trainings - popular in the business environment, studying planning systems, time management techniques, as a result of which the following should be achieved:

• the ability to plan working time taking into account short-term and long-term prospects, taking into account the importance of tasks;
• the ability to identify optimal ways to solve problems;
• the ability to correctly set goals and achieve them.

The result of goal setting in production and service is to increase labor productivity and reduce the total cost of ownership of the solution..

Goal setting, is also one of the main components of proto-training (trainings by Epstein M.M., EGM BTK), positioned among business trainings as key in the formation of a successful organizer and manager.

Wikimedia Foundation. 2010.

See what “Goal setting” is in other dictionaries:

Goal setting... Spelling dictionary-reference book

Encyclopedia of Sociology

goal setting- tikslo kėlimas statusas T sritis švietimas apibrėžtis Mąstymo ir valios proceso etapas, kuriame vyraujantys motyvai lemia numatomo veiklos rezultato pasirinkimą. Tai specifinis žmogaus veiklos komponentas, lemiantis kitus jos komponentus... ... Enciklopedinis edukologijos žodynas

goal setting- goal setting, I... Russian spelling dictionary

GOALS SETTING- the process of justifying and forming the development goals of a managed object based on an analysis of public needs for its products and services and based on the real possibilities of their most complete satisfaction... Large economic dictionary

GOALS SETTING- a person’s rethinking of the place he occupies in the economic, social, industrial structure of the world... Encyclopedic Dictionary of Psychology and Pedagogy

GOALS SETTING- English realization of goal/aim; German Zielverfolgung. The meaning-forming content of practice, consisting in the formation of a goal as a subjectively ideal image of what is desired (goal formation) and its embodiment in an objectively real result of activity... ... Explanatory dictionary of sociology

GOALS SETTING- the process of forming and putting forward goals by an individual or collective subject; begins at the level of needs (see), passes to the level of motives (see) and is determined in the goal. A goal is formed when a motive meets (as a conscious desire to... ... Russian Sociological Encyclopedia

Goal setting- goal setting by the subject of activity. (1) … Glossary of terms on general and social pedagogy

GOALS SETTING- this is defining, building a goal, thinking about the image of the desired future... Dictionary of career guidance and psychological support

Books

• Modern domestic criminal process: goal setting, system of goals, objectives and functions, means, Alexey Pavlovich Popov. Last year, a monograph by this famous author, a serious researcher and experienced employee of internal affairs bodies, “Goal Setting in Modern Domestic Criminal ...” was published. eBook
• Lesson in the conditions of the Federal State Educational Standard. Goal setting. Technologization. Performance assessment (CD). Federal State Educational Standard, Pashkevich Alexander Vasilievich. This CD "Lesson in the conditions of the Federal State Educational Standard. Goal setting. Technologization. Performance assessment" of the "Methodological Laboratory" series contains a system analysis...

Goal setting is the process of choosing an idea, means, resources and establishing the boundaries of permissible deviations in the implementation of this idea. This is one of the management functions that involves setting a general goal and a set of goals (tree of goals) in accordance with the mission and strategy of the organization, as well as available organizational resources.

A goal as a mental phenomenon is a reflection of the expected result, taking into account the objective conditions of the activity. A precisely defined goal is a goal with a clearly defined time frame and resources selected for its implementation (material, intellectual, emotional, etc.). It must meet certain criteria:

• the actual interest of the subject of the goal in achieving it;
• the possibility of dividing it into subgoals and particular tasks;
• resource provision;
• setting time limits for achieving intermediate actions;
• a clearly formulated, structured and specific idea of ​​the final result.

Researcher O. K. Tikhomirov proposed a system within the framework of the problem of goal setting, which focuses on the study of the essence of goal formation processes, defined as “forming an image of the future result of actions (in the process of communication or independently) and accepting this image as the basis for practical or mental actions” . O. K. Tikhomirov’s goal setting system serves to formulate strategic goals and plan to achieve preliminary results. The researcher divided goals into internal (generated by the subject himself) and external (set from the outside) and put forward a hypothesis about the presence of self-generated “intellectual” activity in a person, which manifests itself when solving mental problems.

In turn, V. E. Klochko studies goal formation in solving creative problems. He formulated the specifics of goals that require a creative approach. Creative tasks are considered to be those in which the final goal is understood, but the final result is not visible (for example, playing bridge). Based on the results of the study, V. E. Klochko established that the success of solving creative problems depends on a correctly constructed system of subgoals with developed and clearly formulated rules.

Studying goal setting in educational activities, A. F. Kogan draws the following conclusions:

• The degree of freedom of the subject largely determines his individual style of goal setting. The limitation of the choice of goals and methods of achieving them by external and internal reasons is defined as the principle of pseudo-freedom of choice of goal;
• goal setting in conditions of pseudo-freedom of choice is a symbiosis of the rational and sensual, which allows activities to be carried out in conditions of uncertainty. The greater the uncertainty, the more important the sensory component is.

For effective goal management, it is important to understand the goal as an image of the desired result. The result, consciously or unconsciously, is programmed by our psyche and is initially ideal, therefore neurolinguists recommend building a positive image of the result, since such an orientation of the subject contributes to success. A psyche programmed for results leads a person to achieve a goal. The formation of an image of a positive result in achieving a goal is facilitated by adequate personal self-esteem and the corresponding level of aspirations. Such a person acts proactively and energetically, and is prone to moderate risks. Low self-esteem and uncertainty give actions excessive caution and low search activity.

Here are a few practical psychological techniques for realizing and achieving your goal.

• 1. Goals can be represented as a Christmas tree. The barrel is the vector of movement towards the target. Branches are key segments of the target field. Branches are tasks that represent steps for the implementation of key segments. Each task requires achieving a specific result. Needles are specific activities that help solve problems.
• 2. “Elephant problems.” Big problems should be dealt with the same way as the task of swallowing an elephant. The elephant cannot be eaten whole at once, as it is too big. You need to eat a small piece of it every day.
• 3. To activate consciousness, a person first enters a state of relaxation - maximum emotional and mental relaxation - and after 3-5 minutes useful ideas will come to mind.
• 4. To develop the best solution or several solution options in a problem situation, they resort to socio-psychological methods of collective decision-making: the brainstorming method, the Delphi method, etc.

The formulation of goals depends on the mission of the organization. It is designed to determine the general directions of the organization’s activities, clarify its social status, declare significant tasks and detail the features of its management. The mission represents the foundation for subsequent goal setting. Goal setting is the initial stage of management in determining the general direction of the organization and precedes all other management functions. The goal determines the organizational structure, personnel composition, and mediates the relationships between the components of the organizational system. In addition, it determines the priorities of the organization's functioning, is the basis for making strategic decisions, and determines the content of planning.

In the subsequent activities of the organization, existing goals are transformed depending on objective conditions and available resources, as well as the formulation of new ones. In this case, goal setting is not a preliminary stage, but a consequence of other management functions.

In the activities of a manager, setting goals for performers is an integral part of the entire process of organizational functioning. Correct work with goals requires knowledge basic laws of goal setting.

• 1. Objective and subjective certainty of the goal. Objective certainty - a clear and unambiguous formulation of the goal, setting the parameters of the future result, the provision of resources, predicted possible restrictions in achieving the goal. Subjective certainty is a complete and accurate perception of the goal by the performers, and this, first of all, presupposes the manager’s ability to formulate goals, taking into account the characteristics of those who will realize this goal.
• 2. Realism (reachability) goals, t.s. high probability of achievement in specific conditions. It is necessary to first diagnose and then take into account real conditions, available resources and subjective limitations of performers in achieving goals.
• 3.Coherence between different goals. The effectiveness of achieving the diverse and heterogeneous goals of the organization presupposes their interrelation. Different goals must be agreed upon not only in general form, but also specifically in content. They can also be independent of each other, the main thing is that they are not antagonistic and mutually exclusive.
• 4. Verifiability (verifiability) goals- clear definition of tasks, their quantitative and qualitative expression, assignment of responsibility to specific performers, the ability to control the process of achieving results.
• 5. The overall purpose of the organization should contain detailed description of the final result, and the implementation of higher-level tasks presupposes the preliminary implementation of lower-level tasks.

There are psychological patterns of goal setting, the consideration of which can significantly increase the effectiveness of management activities.

In achieving a goal, the performer must have the freedom to choose ways to achieve it, since psychologically this is a powerful motivator of performing activity.

Another psychological pattern of goal setting is the need for consensus between organizational and individual interests, since a significant preponderance of organizational interests can block individual executive motivation and, as a consequence, the effectiveness of achieving the goal.

The degree of complexity of the goals should be slightly higher than the existing capabilities of the performers. In this case, the realization of goals will be maximum, and the performer will be dynamic from a professional and personal point of view in the course of achieving them.

Goal setting involves taking into account time criteria that establish the optimal time frame for achieving goals. Expected results that are too distant in time have little motivational potential, since they are perceived by the performer in an abstract and insignificant way. And short-term goals may not be feasible due to insufficient resources. Therefore, it is necessary to determine the time perspective for achieving goals taking into account the economic, psychological and resource components.

Important to remember

The greatest force for activating the motivational potential of performers is not the goal for which it is necessary to involve the entire system of stimulating organizational influences, but the goal that itself is a source of motivation.

The goal-setting function was the basis of the “management by goals” method (management by objectives- MBO), where management is considered as an integral system focused on achieving all the goals and objectives of the organization. The essence of this method is the decentralization of all management functions across the main levels of the organization's hierarchy, ensuring high motivation and minimizing the negative consequences of strict control. The use of this method makes it possible to awaken the personal interest of middle and lower-level managers, as well as performers, in the results of their work, and reduce role uncertainty in the organization. The process of implementing the “management by objectives” method can be presented in two versions (Table 4.1).

Table 4.1

Options for implementing the “management by objectives” method

The “management by objectives” method has both undeniable advantages and limitations, which include:

• high labor intensity;
• a mandatory requirement for lower-level managers to have the ability to competently set goals independently;
• the need to increase the scope of coordination mechanisms to ensure interconnection between different levels of management.

So, goal setting plays a decisive role in the overall functioning of the organization. The presence of reasonable, long-term goals of an organization is the main condition for its functioning. Goal setting is a management function that permeates all the activities of a manager, and a manager’s ability to correctly set goals is one of the most important managerial qualities.

• Tikhomirov O.K., Telegina E.D., Volkova T.K. /to others]. Psychological problems of goal setting. M.: Nauka, 1977. P. 17.
• Klochko V. E. Goal formation and dynamics of assessments in the course of solving mental problems // Psychological studies of intellectual activity. M.: Moscow State University Publishing House, 1979. P. 94.
• Kogan A.F. Psychological modeling of goal setting and the principle of pseudo-freedom of choice of goals in educational activities // Psychology: collection. iauch. works Kyiv, 1999. Issue. 3.S. 212-222.