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Goal setting
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===Learning goals=== There are times when having specific performance goals is not a best option; this is the case when the goal requires skills or knowledge that have not yet been acquired. [[Tunnel vision]] can be a consequence of specific performance goals; if a person is too focused on attaining a specific goal, they may ignore the need to learn new skills or acquire new information. This concept is illustrated well by the "basketball game task" study in which observers watched a video of a group of people wearing white shirts and black shirts who are passing a basketball back and forth, and the observers were instructed to count the number of times a basketball is passed between only the players wearing white shirts. During the video, a woman carrying an open umbrella walks across the screen. Of 28 observers who were focused on counting the number of passes between only the players wearing white shirts, only 6 reported noticing the woman carrying the umbrella. When observers watched the video without focusing on a specific task, all of the observers noticed the umbrella woman.<ref>{{Cite web|url=http://www.drjoebio.com/uploads/1/8/1/3/1813500/gorrila_in_our_midst.pdf|title=Gorillas in our Midst|last=Simons & Chabris|date=1999|access-date=2018-09-26}}</ref> In situations where the risk of tunnel vision is high, the best option is to set a ''learning goal''. A learning goal is a generalized goal to achieve knowledge in a certain topic or field, but it can ultimately lead to better performance in more complex tasks related to the learning goals.<ref name="GrantLearningGoals"/><ref name="KeganLearningGoals"/> Further to the above, learning goals can be more specifically operationalized as "''a desired number of strategies, processes, or procedures to be developed in order to master a task'"''<ref>{{Cite book|url=https://www.worldcat.org/oclc/918944235|title=Advances in motivation science. Volume 2|date=2015|others=Andrew J. Elliot|isbn=978-0-12-802469-0|location=Waltham, MA|oclc=918944235}}</ref>''.'' Some specific examples of learning goals from the literature are below: * "Discover and implement four shortcuts to performing a scheduling task'<ref name=":3">{{Cite book|last=Locke|first=Edwin A.|url=https://www.taylorfrancis.com/books/9780203082744|title=New Developments in Goal Setting and Task Performance|date=2013-01-03|publisher=Routledge|isbn=978-0-203-08274-4|edition=1|language=en|doi=10.4324/9780203082744}}</ref> * "Find ten ways of developing a relationship with end-users of our products."<ref name=":1">{{Cite journal|last1=Seijts|first1=Gerard H.|last2=Latham|first2=Gary P.|date=February 2005|title=Learning versus performance goals: When should each be used?|url=http://journals.aom.org/doi/10.5465/ame.2005.15841964|journal=Academy of Management Perspectives|language=en|volume=19|issue=1|pages=124–131|doi=10.5465/ame.2005.15841964|issn=1558-9080|url-access=subscription}}</ref> Locke and Latham (2006) attribute this response to [[metacognition]]. They believe that "a learning goal facilitates or enhances metacognition—namely, planning, monitoring, and evaluating progress toward goal attainment".<ref name="Locke and Latham 2006"/> This is necessary in environments with little or no guidance and structure. Although jobs typically have set goals, individual goals and achievement can benefit from metacognition. Some possible uses of learning goals follow: * Learning goals are likely to help leaders of globally diverse organizations find ways to effectively manage social identity groups and minimize intolerance within a multicultural workforce. * Learning goals are likely to be effective when leaders confront a situation with a great deal of unknowns and need to make sense of problems, as the learning goals encourage employees to collaborate with others to bring multiple experiences to solve the problem.<ref name=":0">{{Cite journal|last1=Seijts|first1=G. H.|last2=Latham|first2=G. P.|last3=Tasa|first3=K.|last4=Latham|first4=B. W.|date=2004-04-01|title=Goal setting and goal orientation: an integration of two different yet related literatures|journal=Academy of Management Journal|volume=47|issue=2|pages=227–239|doi=10.2307/20159574 |jstor=20159574|issn=0001-4273}}</ref>
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