Mastery Goal Vs Performance Goals Term Paper

PAGES
2
WORDS
635
Cite

Researchers in the field of education have distinguished between two types of goals that are utilized in the modern classroom environment and schools i.e. mastery and performance. Mastery goal orientation tends to lead students toward acquiring new skills and enhancing competence. On the contrary, performance goal orientation tends to lead students to look for positive assessments of the capabilities, to perform better than others, and to consider ability – instead of effort – as the primary determinant of performance. There are significant differences between these two goal orientations, which in turn influence learning outcomes in the classroom and the overall school. Mastery goal orientation focuses on learning the content/skill and considers mistakes to be learning opportunities. Performance goal orientation, on the other hand, focuses on appearing competent through performing better than others despite the level of achievement and considers mistakes as indicators of lack of confidence (Svinicki, 2005). Based on analysis conducted in the previous modules, my school is more oriented toward mastery goals instead of performance goals for students. The school’s administration has placed considerable emphasis on mastery goals and ensuring students master the learning content or skills. A student’s mastery of the learning content/skill is considered as an indicator...

...

Consequently, teachers in this school have adopted and utilize instructional strategies that focus on enhancing students’ mastery of learning content. In most cases, the goals and objectives of a particular lesson/unit of study are clearly stipulated to students because commencement of the lesson. Students are then required to work towards achievement of these goals and objectives through demonstrating mastery of learning content. The school’s orientation toward mastery goals rather than performance goals is attributable to the fact that performance goals tend to create a classroom environment where students are largely prepared to pass standardized tests. While better academic achievement and performance is essential, getting good grades in standardized tests is not necessarily an indicator of competence.
Over the past few years, mastery goal orientation has received considerable attention in the field of education because of the drawbacks of performance goal orientation. Modern schools are facing increased pressure to enhance mastery goal orientation within the institutions. The shift toward mastery goal orientation is influenced by the fact that mastery of skills or learning content is regarded as the most suitable indicator of competence. There are various strategies that can be employed…

Sources Used in Documents:

References

Luftenegger et al. (2014, June). Promotion of Students’ Mastery Goal Orientations: Does TARGET Work? Educational Psychology, 34(4), 451-469.

Svinicki, M.D. (2005). Student Goal Orientation, Motivation, and Learning. Retrieved from The Indiana Department of Education website: https://www.doe.in.gov/sites/default/files/cte/ncteb-studmotiv.pdf



Cite this Document:

"Mastery Goal Vs Performance Goals" (2018, March 14) Retrieved April 20, 2024, from
https://www.paperdue.com/essay/mastery-goal-vs-performance-goals-term-paper-2167150

"Mastery Goal Vs Performance Goals" 14 March 2018. Web.20 April. 2024. <
https://www.paperdue.com/essay/mastery-goal-vs-performance-goals-term-paper-2167150>

"Mastery Goal Vs Performance Goals", 14 March 2018, Accessed.20 April. 2024,
https://www.paperdue.com/essay/mastery-goal-vs-performance-goals-term-paper-2167150

Related Documents

Researchers conducted an experiment in which twelve individuals were asked to remember a series of nouns. One group was asked to detect the letter "a" in a series of nouns. The other group was asked to label the various nouns as living or non-living. The authors concluded that the group which was told to allocate a living or non-living label to the various nouns had a much success in

The most critical aspect of these systems is the ability to create a highly collaborative, communicative, trusting environment for workers (Bert, 2009). It is not the software that matters the most; it is the ability of a leader to bring lasting change into an organization and lead it to a transformational state over the long-term (Krishnan, 2004). That is the role of an excellent leader implementing these social network

Performance Management Systems The Paradox of Performance Management Systems And Their Effect on Corporate Performance Performance Management Systems including annual performance reviews are only as effective as the contextual relevance and insight of a manager or leader into how to create greater alignment of personal and professional goals of an employee. The continued evolution of performance management systems provide a useful index of how management and leadership theories have progressed beyond obvious measures

All of these are admittedly challenging problems and the key to lasting change is that employees must first identify and internalize the need and desire for change for these strategies to succeed. References Yuen H. Chan, Robert R. Taylor, Scott Markham. "The Role of Subordinates' Trust in a Social Exchange-driven Psychological Empowerment Process. " Journal of Managerial Issues 20.4 (2008): 444-467,421-422. ABI/INFORM Global. ProQuest, 1 Mar. 2009 Fulkerson, John R., and Randall

ABC power when doing their performance evaluations. The first problem is they are attempting to use one form for both exempt and non-exempt employees. In the performance appraisal arena one size just doesn't fit all. "The best approach is to have separate forms designed for the four key job families: Managerial/Supervisory, Professional/Technical, Administrative / Operations, and Sales. Appraisal forms should assess only two areas: behaviors and results" (Grote, 2001). In

It can occasionally become difficult to find projects that truly engage students and that reinforce didactic principles as well. Other challenges that are associated with performance based assessment include the pecuniary costs, as well as significant amounts of time, that are associated with coming up with alternative assessment measure. Creating and designing tests for students to complete are cost-effective, fairly quick ways of measuring a student's knowledge at a