Goals Get You Where You Want To Be

Goals Get You Where You Want To Be Name Institutional Affiliation Goals Get You Where You Want To Be The significance of setting goals is an issue that has raised numerous debates, with proponents of setting goals arguing that it enables people to achieve their objectives, while opponents say that goal-setting makes people anxious and prone to mischief. While numerous scholars have proved that goal setting has numerous benefits, it is believed that a wide range of harm is often ignored when people set goals (Berg, 2015). For instance, some people tend to set unrealistic goals, which are highly demanding and challenging to achieve. On such occasions, people become worried and anxious when it appears as if the set goals will not be attained. They may decide to lie in order to attain their goals. Consequently, goal setting is regarded as a negative precedent that may affect productivity since an anxious employee is rarely innovative and he is prone to be being exposed to numerous mistakes. Whereas opponents and proponents of goal-setting present opposing views, there are numerous evidence, that goal setting usually make people to be apprehensive and start worrying. On most occasions, people tend to set unrealistic goals, which are challenging to achieve, and this implies that they become worried when they realize that their goals will not be achievable (Ogawa, et al. 2016). Studies have proved that people who set goals have a higher ability of suffering from emotional breakdown when they realize that they will not be in a position of attaining what they set their minds to accomplish in the end. When workers set goals, which are challenging to accomplish, they tend to expose their colleagues and team members to similar problems since the team goals will not be achieved. Therefore, goal setting not only affects the individual who set the specific goals, but it also negatively affects the ability of the team from achieving the long-term goals. Most scholars have failed to examine and incorporate the counter effects of setting goals and this implies that the theories, which they propose, fail to accurate. For instance, Edwin Locke proposed the goal-setting theory in the 1960s, and he argued that individuals who have set goal are usually more motivated to attain their objectives. Nevertheless, the theory failed to address the negative impacts associated with setting impractical goals. According to this theory, setting goals is intricately linked to positive performance of a task. The theory argues that specific goals that are challenging and accompanied with appropriate feedback tend to lead to better and higher performance of a task (Ogawa, et al. 2016). However, it is evident that certain workers end up losing morale when they realize that their goals cannot be attained. Furthermore, evidence has proved that goals make people to be less motivated when they realize that what...