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Goal orientation, or achievement orientation, is an "individual disposition towards developing or validating one's ability in achievement settings". [1] In general, an individual can be said to be mastery or performance oriented, based on whether one's goal is to develop one's ability or to demonstrate one's ability, respectively. [2]
RFT refers to when a person pursues a goal in a way that maintains the person's own personal values and beliefs, also known as regulatory orientation. [5] This theory operates on the basic principle that people embrace pleasure but avoid pain, and they then maintain their regulatory fit based on this standard.
An individual's motivation towards achievement is shaped by their implicit theory of intelligence (and their related implicit theories about domain-specific aptitudes) and its associated goals. J.G. Nicholls proposed two different types of goals related to achievement. Task involvement goals involve individuals aiming to improve their own ...
As goal setting skills, including how to set a hard, specific goal and when to set a performance rather than a learning goal, are trainable and have greater influence than goal orientation in terms of determining performance, then it follows that the usefulness of tests of goal orientation for recruitment are limited and perhaps most suitable ...
Schwartz identifies ten basic human values, distinguished by their underlying motivation or goals, and explains how people in all cultures recognize them. There are two major methods for measuring these ten basic values: the Schwartz Value Survey [ 2 ] and the Portrait Values Questionnaire.
Relationship-oriented leaders understand that building positive productivity requires a positive environment where individuals feel driven. Personal conflicts, dissatisfaction with a job, resentment and even boredom can severely drive down productivity, so these types of leaders put people first to ensure that such problems stay at a minimum.
A performance goal is a goal focused on gaining favorable judgement or avoiding unfavorable judgements by others. Performance goals focuses on ensuring that one's performance is noticeably superior to others. This motivation to outperform others is what enables the person to strive for more achievement in and outside of school and work as well.
Need for achievement is a person's desire for significant accomplishment, mastery of skills, control, or high standards. The psychometric device designed to measure need-for-achievement, N-Ach , was popularized by the psychologist David McClelland .