thе imроrtаnсе оf gоаls in mоtivаtiоn аnd lеаdеrshiр

The essay itself is a major piece of academic written work that must to be supported by at
least six refereed journal articles. Other books and sources that enable you to develop and
support your lines of argument in the essay are expected to be used additionally.

Consistent with the learning objectives for this course, students will need to frame their
essays from a multilevel perspective. This means looking at the topic from the perspective
of the organisation, the work group and the individual. The student will need to be careful in
the selection of the literature they use for their essay to ensure they understand the
organisational behaviour issues from each of these three perspectives. The importance of
the multilevel perspective in organisational behaviour will be discussed at several points
during the semester as most of the things that we study in organisational behaviour are best
interpreted from a mixed-level perspective

essay topic:
“A goal is a regulatory mechanism for monitoring, evaluating and adjusting one’s
behaviour…Goal attainment also gives people a sense of accomplishment” (Latham,
2007, p 267-268) In: Work Motivation History, Theory, Research and Practice,
London, Sage Publications.
Discuss the importance of goals in motivation and leadership drawing upon relevant
research literature to support your position.

Recommended Journals
Apart from books, you will find it valuable to get into the practice of reading relevant articles
from journals. You will need to consult some of these for your essay. These journals are
peer reviewed.
Academy of Management Executive
Academy of Management Journal
Academy of Management Review
Administrative Science Quarterly
Annual Review of Psychology
Asia Pacific Journal of Human Resources
Australian Journal of Management
California Management Review
Harvard Business Review
Journal of Applied Psychology
Journal of Management
Journal of Management Studies
Journal of Occupational Psychology
Journal of Organisational Behaviour
Journal of Personality & Social Psychology
Management Learning
Organization Science
Organisational Dynamics
Personnel Psychology
The Leadership Quarterly
The Learning Organization

SAMPLE PAPER:

Importance of Goals in Motivation and Leadership

Introduction

Scores of leaders and organizations depend more heavily on the social inducement, task and reward systems to motivate extra role behaviour, as well as have relegated the manager to the function of decision making only. According to Li and Hung (2009), leadership is regularly attributed as being either transformational or transactional.  Generally, transactional approaches tap the instrumental motivation source, whereas transformational approaches tap the other four motivation sources (that is goal identification, self-concept internal, self-concept external, and intrinsic process).  In this case, transformational leadership is actually made of more three leadership approaches, and these approaches are pure and no leader is limited to only one approach.  Actually, leaders who are most successful in achieving the set goals make use of various leadership approaches, which includes both transformational and transactional styles in their repertoire.  Whereas the transactional leadership approach has been the fastener of managers and supervisors in the organisation (owing to the accessibility of pay as a reward), volunteer and not-for-profit organizations’ leaders have for some time depended on transformational leadership approaches.  Still, leaders are finding out that there are limitation in utilising one leadership approaches single-handedly, given that increasingly more limitations are erected upon them regarding the extrinsic rewards’ distribution. The essay seeks to discuss the importance of goals in motivation and leadership drawing upon relevant research literature to support this position.

Main Body

In Depth Critical Review of Theories Using Literature

All through human history, Maner and Mead (2010) posits that leaders have been accountable for assisting organisational groups realise vital goals. Preferably, leaders make use of their authority to drive groups toward preferred results. Still, as mentioned by Li and Hung (2009) leaders may as well utilize their authority to serve their self-interest instead of effective leadership. …………………