Leadership concepts and practice

Leadership

The goal theory of motivation has major, underlying findings, including mastery/performance, ego/task involvement, and approach/avoidance goals. In other words, people create and are motivated by their goals for many different reasons. They may want to be able to perform or master a certain task, they may take pride in being involved with some specific task because their ego tells them they should involve themselves with it, or they may have a goal to avoid or approach something specific. All of these can be valid reasons for setting a goal and they can be very motivating factors for working toward and keeping that goal.

Motivation is important to the development of goals, whether they are personal or professional. The professional, or work-oriented goals must be developed just like the personal, or individual-oriented goals. The underlying findings and reasons behind motivation and goal setting all come into play in both professional and personal settings, but it is important to keep these goals separate. Most people agree that having a work life and a home life that are not too closely tied to one another makes it easier to do a good job at the office and have a good time with their family in the evenings and on the weekends. Even people that work odd hours or unconventional jobs still often find that it makes more sense if they keep their goals for their personal life apart from the goals for their public life.