Question 1

Deadlines and budgets typically should not be mentioned or defined in any goals formulated by an organization.

Accepted Answer

Deadlines and budgets are important factors to consider when setting goals for an organization. It is important to ensure that goals are achievable within a given timeline and budget. Not mentioning or defining them in the goals may lead to unrealistic expectations and may also lead to financial and time constraints.

Question 2

The success of goal setting is not influenced by differences in individuals such as self-esteem.

Accepted Answer

Self-esteem can be a significant factor in the success of goal setting. Individuals with higher self-esteem may have more confidence in their ability to reach their goals and may be more motivated to put in the effort to achieve them. On the other hand, individuals with lower self-esteem may have more self-doubt and may be less likely to set ambitious goals or to stick with them when faced with challenges. Therefore, self-esteem can have a significant impact on the success of goal setting.

Question 3

The most effective and realistic way to establish goals is to base them on past performance.

Accepted Answer

Past performance is not always an accurate predictor of future results. Goals should be based on a realistic assessment of current capabilities and potential.

Question 4

Goal setting is just as successful regardless of an individual's education and skills.This means that goal setting can be just as successful for the fry cook at a fast-food restaurant as the president of the company.

Accepted Answer

Goal setting is a universal technique that can be used by anyone, regardless of their education or skills, to achieve success in all areas of life.

Question 5

Goal setting is usually used at the team level and not at the individual level.

Accepted Answer

Goal setting can be used at both individual and team level.

Question 6

Probably only external rewards or punishment will be successful in building commitment for individuals who have a low need for achievement.

Accepted Answer

Individuals with a low need for achievement may not be internally motivated to work towards goals and may require external incentives to build commitment.

Question 7

Goal commitment can best be achieved by building in competition between employees,especially in situations where employees are dependent upon one another.An example of effective competition includes sponsoring a contest for the person who is the first to reach the goal.

Accepted Answer

Building competition between employees is not the most effective way to achieve goal commitment. It can actually lead to a negative work environment and decreased collaboration. Encouraging teamwork and providing support and resources can foster goal commitment.

Question 8

Goal setting is both a process that is used early in the OD program and as an intervention activity.

Accepted Answer

Goal setting is used early in the OD program as a process to establish specific, measurable objectives for the program. It is also used as an intervention activity to set individual or team goals for improvement and development.

Question 9

A manager who is in charge of a department that is in a constant state of change may find that setting specific goals leads to rigid behavior and neglecting new opportunities.In this case,the goals should be general.

Accepted Answer

Setting specific goals in a constantly changing environment can limit creativity and flexibility. General goals allow room for new opportunities and adaptations.

Question 10

When people are engaged in interdependent work,it is important that individual goals are set such that the individuals are not placed in competitive situations with one another.

Accepted Answer

This is because competitive situations can potentially create conflict and hinder collaboration among team members. It is important to set goals that align with the overall team goals and foster teamwork and cooperation.

Question 11

Goals should be difficult to achieve but not too hard so that people will at least view the goal as attainable.

Accepted Answer

Goals should challenge individuals but should still be seen as achievable in order to motivate and inspire action towards them. If a goal is too difficult or impossible, individuals may become discouraged and give up before even trying to achieve it.

Question 12

The goal-setting process in an OD program typically takes place on an individual basis before the work team is involved in goal setting.

Accepted Answer

In an Organizational Development (OD) program, the goal-setting process usually involves teams or groups from the beginning to ensure that goals are aligned with organizational objectives and that there is buy-in from all members. Individual goal setting may occur, but it is typically integrated within the broader team or organizational goals.

Question 13

Goal setting is more likely to be successful among individuals who are in management positions than among those positions requiring minimum skills.

Accepted Answer

Goal setting can be successful across all levels of employment, not just management positions. Success in goal setting depends more on the individual's commitment, clarity of goals, and support systems rather than their job position or skill level.

Question 14

The feedback to an individual regarding the results of their performance in accomplishing a goal should not occur immediately after the work activity in order to allow time for the individual to evaluate their own performance.

Accepted Answer

Immediate feedback is often more effective as it helps the individual understand their performance in real-time, allowing for quicker adjustments and learning. Delaying feedback can reduce its relevance and impact on learning and improvement.

Question 15

Relevant and specific feedback to the individual is important for goal setting to be successful.

Accepted Answer

When setting goals, it is important to provide relevant and specific feedback to the individual to ensure they know what is expected of them and how they are progressing towards their goal. This helps to keep them motivated and focused on achieving their desired outcome. Without personalized feedback, the goal-setting process may lack direction and purpose, making it less likely to succeed.

Question 16

Research has found that the assignment of an easy goal results in no better performance than no goal at all.The conclusion: if the goal is an easy one to accomplish,don't bother to set the goal in the first place.

Accepted Answer

The statement accurately summarizes the finding of research on goal setting. The assignment of an easy goal may not provide any additional motivation or performance improvement, and in some cases may even lead to complacency. Therefore, if the goal is too easy, it may be better to not set a goal at all.

Question 17

Some OD practitioners are reluctant to include management by objectives as an OD intervention.

Accepted Answer

Some OD practitioners view management by objectives as a traditional management technique that does not align with the collaborative and participatory nature of OD interventions. They may prefer to use more innovative approaches in their work.

Question 18

Goals that have been shown to be effective are those that are specific,expressed in quantitative terms,include time frames,standards,quotas,monetary amounts,and the like.

Accepted Answer

Specific goals that are measurable and have a time frame have been shown to be more effective in achieving success compared to vague goals. Including specific standards, quotas and monetary amounts can also provide clarity and motivation.

Question 19

In goal-setting programs,it is relatively unimportant to their success that management support the goal programs.What is important is that the individuals involved with implementing the goals be supportive of the goals.

Accepted Answer

This statement is false. Management support is important in goal-setting programs as it provides resources, guidance, and accountability for the goals. The support of individuals involved in implementation is also important, but management support should not be underestimated.

Question 20

Individuals responsible for accomplishing a goal should not take part in setting it.If they do participate,they will likely set easy goals or the goals will enhance the career of the participants.

Accepted Answer

Participation in goal setting by those responsible for accomplishing the goal can lead to increased commitment, motivation, and understanding of the objectives, potentially resulting in more realistic and challenging goals that align with both individual and organizational objectives.

Quiz 12: Goal Setting for Effective Organizations