Team goal setting plays a major role in helping groups work efficiently & cohesively together. According to the text, different types of goals, such as outcome goals (winning), performance goals (self-comparison), and process goals (skill execution) serve as essential tools in enhancing group function. While individual goal setting has been widely researched & recognized for its impact on athletes, team goal setting has also proven to be extremely important in fostering group cohesion & achieving both short-term and long-term objectives (Gruman et al., 2016). However, the text explains that research on team goal setting is far less common than at the individual level, so I wanted to look into that a bit more to see what I could uncover.
A study done by Pervaiz, Li, and He (2021) laid out some of the challenges organizations today face due to the advancements in technology, which create unique challenges for employers & employees. While tech may have many benfits, it also has required organizations to find ways to keep their employees motivated & productive. The study examined responses from 336 participants across 20 different companies and found that when employees are included in goal-setting discussions, their proactive behaviors significantly increase. Additionally, employees who perceive themselves as “insiders” within their organization are more likely to exhibit these behaviors, acting as a bridge between the goal-setting & proactive action. The concept of “power distance” (how much less powerful members expect & accept that power is distributed unequally) was also identified as a factor influencing how effectively goal setting fosters these insider feelings and drives positive behavior (Pervaiz et al., 2021).
By applying these findings, the study sheds light on the value of goal setting in enhancing relationships between employees & managers & encouraging proactive behaviors. It highlights the power of collective goal setting, especially when employees feel a sense of ownership & inclusion within their organization. This research supports the idea that clear, shared goals distributed properly within a team can lead to better performance, cohesion, and motivation, showing the real potential of team goal setting in both individual & organizational success.
References:
Gruman, J. A., Schneider, F. W., & Coutts, L. M. (2016). Applied social psychology: Understanding and addressing social and practical problems (3rd ed.). SAGE Publications.
Pervaiz, S., Li, G., & He, Q. (2021). The mechanism of goal-setting participation’s impact on employees’ proactive behavior, moderated mediation role of power distance. PloS One, 16(12), e0260625. https://doi.org/10.1371/journal.pone.0260625