MGT503 Principles of Management GDB Solution Fall 2013

Dear Students

This is to inform that Graded Discussion Board (GDB) No. 02 will be opened on 20th Jan, 2014 for discussion and last date of discussion will be 22nd Jan, 2014.

Topic/Area for Discussion:  “   Goal Setting       ”

This Graded Discussion Board will cover first 27 lessons.

“Quality cables Pvt Ltd” is a well-known and well performing company involved in the business of manufacturing high quality and sophisticated cables. Mr. Aamir, the CEO of company believes that customers are most important asset for the company. Therefore, while making any strategy, company tends to focus on the demands of the customers from quality and safety perspectives. Furthermore, Mr. Aamir realizes the fact that sales staff being closer to the customers can think of better alternatives to satisfy the market demands. Quantifiable performance goals are mutually determined by employees and their managers, progress toward accomplishing these goals is periodically reviewed, and rewards are allocated on the basis of this progress. Specific goals are established for managers, subunits, and individuals. Participative decision making leads “Quality cables Pvt Ltd” towards success.
The requirement:
By looking at the above mentioned scenario, identify the goal setting approach adopted by Quality cables Pvt Ltd. Also provide justifications for your choice.


Goal setting in management is a motivational tool in the workplace. Goal setting in the work environment can be highly effective and act as an indicator of an employee’s work ethic and job performance. Managers enforce goal setting so that employees can regulate their own work.

A good manager will elicit the best work performance from employees; a competent manager will implement realistic and motivational goals. According to Edwin A. Locke and a number of psychologists and experts in business, the more specific the goal, the greater chance the goal-setter has of accomplishing that goal. The basic precept of Locke’s goal-setting theory is that performance is a positive function of goal difficulty. He states: “A review of both laboratory and field studies on the effects of setting goals when performing a task found that in 90% of the studies, specific and challenging goals lead to higher performance than easy goals, “do your best” goals, or no goals. Goals affect performance by directing attention, mobilizing effort, increasing persistence, and motivating strategy development.”

People are inherently motivated to be competent and autonomous; autonomous means that they have the full capacity to make their own decisions. A manager cannot and should not direct an employee on every aspect of his or her work; an employee needs room for decision-making that furthers motivation and creativity. Goal setting offers a non-intrusive framework for the employee.