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Mission, Vision and Goals
The mission of the LAPD is to protect and serve the Los Angeles community. Its vision is to be both a trustworthy partner to the community and the best possible department it can be in service of the community. Its goal is to do this by way of community policing, community outreach, and by including all stakeholders in the development of policies that impact the community.
Specific goal times are for the LAPD to have initiated, planned, executed, and evaluated its strategic plan within 18 months from start to finish. The process for determining goal success will include: setting goals, determining indicators of success, measuring progress, and adjusting goals. The first stage, setting goals, is the most important. This is because goals that are not well-defined are difficult to measure and are more likely to be abandoned before they are achieved. The second stage, determining indicators of success, helps to clarify what constitutes success and failure. This is important in order to avoid putting too much or too little pressure on oneself. The third stage, measuring progress, is essential in order to gauge whether or not one is on track to reach their goals. Finally, the fourth stage, adjusting goals, allows for flexibility and ensures that the goal remains realistic and achievable. By following these steps, it is possible to increase the likelihood of achieving any goal.
The strategy for giving and receiving feedback will include: being mindful that when giving feedback, it is important to be clear, concise, and specific; and being mindful that when receiving feedback, it is important to remain open-minded and take everything into consideration. The LAPD will try to avoid getting defensive, and remember that the goal is to improve your performance. Feedback can be difficult to hear, but it is essential for growth. With a little practice, giving and receiving feedback can become a routine part of everyday life.
Some of my days are very full, not only with my study commitments, but also with my social commitments. Being young, I like to go out and have fun with my friends. I will have to find a balance between this and an exercise schedule that will make my days even fuller. This could result in physical and mental exhaustion. I will have to devise strategies for coping with
Goal Theory Components of goal theory and its benefits in the workplace The goal theory suggests that by allowing employees to set goals, they can be influenced to work harder to meet these goals by motivating them. This will lead to a significant boost in employee performance and translate to benefits for the organization as well. The basic principles of the goal setting theory are clarity, commitment, challenge, complexity, and feedback. The
Goal Setting Theory Application The goal setting theory was a product of the research conducted by Edwin Locke and Gary Latham who carried out more than 400 separate studies in this regard. They indicated that goals have a pervasive effect on the behavior of the people working within a given organization hence there is need for care and attention while setting goals since with the right conditions, goals can be powerful
Goal - setting theory (Curtis 37) starts with the situationally specific, conscious motivational factors closest to action: goals and intentions. Goal theory then works backward to determine what causes goals and makes them effective. The specific, close-to-action goal - setting approaches have been more successful in explaining performance than the general, far from-action motivational approaches that stress general needs and motives based on subconscious values. Only when ideas become goals
Goal Setting Theory Describing Goal Setting Theory and Summarizing a Sample of Research on the Theory Goal-Setting Theory: Overview and current research Description Goal-setting theory was first developed by (Locke & Latham 2005) for the benefit of industrial/organizational (I/O) psychology. The theory's basic tenant is that setting higher goals lead to higher levels of task performance vs. easier or more abstract goals. The follower must be committed, have the ability to accomplish the goal,