4. Goals and performance feedback (Connect, Perform) When writing goals, it is helpful to remember the acronym SMART. Different people associate different words with each of the letters in SMART, but for the purposes of this problem, SMART means that effective goals are as follows: Specific. A good goal defines exactly what you expect to accomplish. When your goals are specific, the behaviors required to accomplish them are clear. Many people say that they want to recycle to save the environment, but a better goal would be "Place every used bottle or can in a recycling container within 5 minutes of finishing its contents." Measurable. You can measure the outcomes of a good goal. When you measure how much of a goal you have attained, you get feedback on your work. For example, compare the goal "I want to be skinny" with "I want to lose 10 pounds by the end of the month." How can you measure skinny? But by measuring the pounds you have lost so far, you know exactly how close you are to meeting your goal. Attainable. Good goals are hard to reach but not impossible. If a goal is too easy, you will not have to work hard to attain it, and your overall performance will not improve. If a goal is too hard, you will be discouraged from attempting to reach it. One way of making sure that goals are attainable is to break larger, difficult goals into smaller, more easily accomplished subgoals. Result-oriented. A good goal contains only one outcome or accomplishment. If you combine two or more outcomes in one goal, it will be difficult to decide where to focus your attention. For example, "I will increase produce sales by 3% and achieve a 5% market share" is a less effective goal than "I will increase produce sales by 3%." Time-bound. Good goals specify precisely when you will meet them. Doing so provides you with a deadline for your actions. For example, it is easy to say, "I want to be a millionaire," but you are more likely to accomplish that goal if you say, "I will have a million dollars in a bank account by January 1, 2020." Using your knowledge of SMART goals, determine which of the following goals is best. I will buy a new house soon so that my family will have a place to live. O I will start saving money next week toward a new house. O I will pay off my credit cards so that I can start saving money for a house. O I will save $40,000 in 3 years to use as a down payment on a house. MANAGEMENT AT WORK Jenny owns Malatov's, a bakery specializing in delicious chocolate desserts. Cakes, cupcakes, cookies-as long as it's chocolate, you can get it at Malatov's. As their ads say, "It's Explosive!" Last year, Jenny hired five new employees. Now she's realizing that she needs to set up some form of performance appraisal system for them. Fortunately, Jenny just finished taking a management class at Bristol Community College, and she has some ideas about what to do. Jenny is planning on setting performance goals for each one of her employees and measuring how well the employees meet their goals over a 1- year period. What kind of performance review process is Jenny planning to use with her employees? O Performance rating scale Developmental review O 360-degree feedback Management by objectives As Jenny uses this process, which of the following elements may be a problem for her? Check all that apply. Employees may only focus on the work that is related to accomplishing goals and not do other important work. Employees may respond negatively to goals that are exclusively set by managers. Goals need to be very general in order to have a good impact on performance. O Goals may only help employees accomplish simple tasks and may not help employees to do more complicated work. Which of the following actions will help Jenny make her performance system the best it can be? Check all that apply. Make sure that goals are fair and challenging. Set goals for all employees without their input. Use qualitative goals. Use quantitative goals