Allstate’S Diversity Index

discussion on a model for goal setting embraces the importance of goal setting, challenges, moderators, mediators, performances, rewards, satisfaction and consequences.   First, the importance of setting goals calls for the inclusion of motivation and its importance and relevance to the corporate employee.   Also, the goals have to create ability and desire to overcome obstacles as well as strategies to complete the desired goals.   Next, the goals must be challenging and employs the help of moderators and mediators.   The moderators control the ability and intensity of the goals while the mediators control the direction and strategy of the set goals.   Having a reward system helps employees to strive to have a high level of performance when these rewards can include pay increases, bonuses, vacations or local trips.   Therefore, satisfaction is important because the employees are being rewarded for a good job, accomplishing a task or increased performance.   Finally, the consequences of accepting new challenges and harder goals once the current goal is reached are discussed. These are the major factors within the model for goal setting.  
In Hellriegel and Slocum (2011) they give five steps for the importance of and effect of goal setting.   Step one is for each person or employee to be capable of and have the understanding to achieve the goal. In the second step to the success of a demanding goal the employee must be committed to the goals that are set.   Step three is to obtain feedback from management so that the employee can alter behaviors or methods necessary to achieve the goal. The fourth step sets sub goals for employees to obtain while working toward larger and harder goals.   This makes it easier for managers to give to feedback on the progress of the set goal.   Step five is for management to make sure the employee has no obstacles in the way of the desired goal and that the employees have the resources and knowledge necessary to accomplish the goal.
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