Goals Gone WildThe authors of Goals Gone Wild, have identified several specific negative side effects associated with goal setting: "An overly narrow focus that neglects non-goal areas; a rise in unethical behavior; distorted risk preferences; corrosion of organizational culture; and reduced intrinsic motivation."One inherent problem with goal setting is related to how the brain works. Recent neuroscience research shows the brain works in a protective way, resistant to change. Therefore, any goals that require substantial behavioral change, or thinking-pattern change, will automatically be resisted. The brain is wired to seek rewards and avoid pain or discomfort, including fear. When fear of failure creeps into the mind of the goal setter, it becomes a "demotivator," with a desire to return to known, comfortable behavior and thought patterns.Max Bazerman_a7627b04-9b9a-11e4-8407-1f07239a5406Harvard Business School professor and co-author of Goals Gone WildRay B. WilliamsThis StratML rendition of the questions posed by Max Bazerman is taken from an article in Psychology Today entitled "Why Goal Setting Doesn't Work: Goal setting may actually be counter productive if not a waste of time" by Ray B. WilliamsAubrey DanielsAubrey Daniels, in his book, Oops! 13 Management Practices That Waste Time And Money, argues that stretch goals are an ineffective management practice. Daniels cites a study that shows when individuals repeatedly fail to reach stretch goals, their performance declines. Another study showed 10% of employees actually achieved stretch goals. Daniels argues that goals are motivating people only when they have received positive rewards and feedback from reaching them in the past.Sim SitkinSim Sitkin a Duke University business school professor, completed a study of stretch goals, and found they were most likely to be pursued by desperate, embattled companies that would have difficulty adapting if the goals failed. He says: "We conclude that stretch goals are, paradoxically, most seductive for organizations that can least afford the risks associated with them."L.A. KingL.A. King and C.M. Burton in an article entitled, The Hazards of Goal Pursuit, for the American Psychological Association, argue that goals should be used only in the narrowest of circumstances: "The optimally striving individual ought to endeavor to achieve and approach goals that only slightly implicate the self; that are only moderately important, fairly easy, and moderately abstract; that do not conflict with each other, and that concern the accomplishment of something other than financial gain."C.M. BurtonAdam GalinskyAdam Galinsky, a professor at Northwestern University's Kellogg School of Management and one of the authors of a Harvard Business School report called Goals Gone Wild," argues that "goal setting has been treated like an over-the-counter medication when it should really be treated with more care, as a prescription-strength mediation." He argues that goal setting can focus attention too much or on the wrong things and can lead people to participate in extreme behaviors to achieve the goals.Maurice SchweitzerMaurice Schweitzer of the University of Pennsylvania and Lisa Ordonez of the University of Arizona, co-authors of Goals Gone Wild, have studied the psychology of goal attainment, and in several experiments have shown that when people self-report their achievement of goals, if they are not entirely successful, a significant percentage of them lie to make up the difference.Lisa Ordonez_a76282de-9b9a-11e4-8407-1f07239a5406To suggest issues to consider in seting goals_a76282df-9b9a-11e4-8407-1f07239a5406Workplace EquityMax Bazerman, a Harvard Business School professor and co-author of Goals Gone Wild, argues the following in the study: People can focus so much on reaching the stretch goal that they fail to realize how this has dumped other work on their co-workers.Broad ViewWith goals, people narrow their focus. This intense focus can blind people to important issues that appear unrelated to their goal ...Task FocusA related problem occurs when employees pursue multiple goals at one time. Individuals with multiple goals are prone to concentrate on only one goal ...Long-Term ThinkingOveremphasis on short-term thinking. Goals that emphasize immediate performance (e.g., this quarter’s profits) prompt managers to engage in myopic, short-term behavior that harms the organization in the long run ...Risk MitigationPeople motivated by specific, challenging goals adopt riskier strategies and choose riskier gambles than do those with less challenging or vague goals; Goal setting can promote two different types of cheating behavior. First, when motivated by a goal, people may choose to use unethical methods to reach it; second, goal setting can motivate people to misrepresent their performance level -- in other words, to report that they met a goal when in fact they fell short ...CooperationGoals create a culture of competition. Organizations that rely heavily on goal setting may erode the foundation of cooperation that holds groups together ...Intrinsic MotivationAs goal setting increases extrinsic motivation, it can harm intrinsic motivation -- engaging in a task for its own sake ...ComprehensivenessMake goals comprehensive, including all of the critical components for success_a76282e0-9b9a-11e4-8407-1f07239a54061Are the goals too specific? Narrow goals can blind people to important aspects of a problem. Be sure that goals are comprehensive and include all of the critical components for firm success (e.g., quantity and quality)._a76282e1-9b9a-11e4-8407-1f07239a5406Skills & TrainingProvide skills and training to enable achievement of goals._a76282e2-9b9a-11e4-8407-1f07239a54062Are the goals too challenging? What will happen if goals are not met? How will individual employees and outcomes be evaluated? Will failure harm motivation and self-efficacy? Provide skills and training to enable employees to reach goals. Avoid harsh punishment for failure to reach a goal._a76282e3-9b9a-11e4-8407-1f07239a5406Goal SettingEngage stakeholders in the establishment of goals._a76282e4-9b9a-11e4-8407-1f07239a54063Who sets the goals? People will become more committed to goals they help to set. At the same time, people may be tempted to set easy to reach goals._a76282e5-9b9a-11e4-8407-1f07239a5406OutcomesTake a long-term view._a76282e6-9b9a-11e4-8407-1f07239a54064Is the time horizon appropriate? Be sure that short-term efforts to reach a goal do not harm investment in long-term outcomes. For example, consider eliminating quarterly reports as Coca-Cola did; Consider how might goals influence risk taking? Be sure to articulate acceptable levels of risk.Risk TakingConsider how might goals influence risk taking._a7628342-9b9a-11e4-8407-1f07239a54064.1Acceptable RiskArticulate acceptable levels of risk._a76283ec-9b9a-11e4-8407-1f07239a54064.2EthicsEnsure ethical behavior while attaining goals._a7628482-9b9a-11e4-8407-1f07239a54065Consider how might goals motivate unethical behavior? Goals narrow focus, such that employees may be less likely to recognize ethical issues. Goals also induce employees to rationalize their unethical behavior and can corrupt organizational cultures. Multiple safeguards may be necessary to ensure ethical behavior while attaining goals (e.g., leaders as exemplars of ethical behavior, making the costs of cheating far greater than the benefit, strong oversight)_a7628518-9b9a-11e4-8407-1f07239a5406Standards & VariationsSet goals that use common standards and account for individual variation._a76285c2-9b9a-11e4-8407-1f07239a54066Can goals be idiosyncratically tailored for individual abilities and circumstances while preserving fairness? Strive to set goals that use common standards and account for individual variation._a7628662-9b9a-11e4-8407-1f07239a5406Team GoalsConsider setting team-based rather than individual goals._a7628702-9b9a-11e4-8407-1f07239a54067How will goals influence organizational culture? If cooperation is essential, consider setting team-based rather than individual goals._a76287b6-9b9a-11e4-8407-1f07239a5406Intrinsic MotivationAssess intrinsic motivation and recognize that goals can curtail intrinsic motivation._a7628860-9b9a-11e4-8407-1f07239a54068Are individuals intrinsically motivated? _a7628900-9b9a-11e4-8407-1f07239a5406Ultimate GoalsConsider the ultimate goals of the organization and what type of goal (performance or learning) is most appropriate._a76289b4-9b9a-11e4-8407-1f07239a54069Consider the ultimate goals of the organization and what type of goal (performance or learning) is most appropriate? In complex, changing environments learning goals may be more effective._a7628a86-9b9a-11e4-8407-1f07239a54062014-07-112015-01-13http://www.psychologytoday.com/blog/wired-success/201407/why-goal-setting-doesnt-workOwenAmburOwen.Ambur@verizon.net