I need you to help expand my essay based on this information (also put it into essay form):

The goal-setting theory of motivation, developed by Locke and Latham, emphasizes the importance of setting specific and challenging goals for improving performance. The theory suggests that setting goals that are used to evaluate performance and linked to feedback on results can create commitment and acceptance, leading to higher performance.

Explanation:

The goal-setting theory of motivation, developed by Locke and Latham, emphasizes the importance of setting specific and challenging goals for improving performance. The theory suggests that setting goals that are used to evaluate performance and linked to feedback on results can create commitment and acceptance, leading to higher performance.

The theory also recognizes that the motivational impact of goals can be affected by moderators such as ability and self-efficacy. Deadlines can improve the effectiveness of goals, and a learning goal orientation leads to higher performance than a performance goal orientation. Additionally, group goal-setting is as important as individual goal-setting.

Goal setting is widely used in modern organizations, and is the underlying explanation for all major theories of work motivation. Managers accept goal setting as a means to improve and sustain performance. The major finding of goal setting is that individuals who are provided with specific, difficult but attainable goals perform better than those given easy, nonspecific, or no goals at all, provided that they have sufficient ability, accept the goals, and receive feedback related to performance.

Based on the provided scenario, here is a plan to turn around the poorly performing department:

Set specific and challenging goals: Set clear goals for the department that are specific and challenging. Goals could include reducing turnaround time for customer requests, improving communication between employees, and implementing a process for learning from previous work.

Establish a feedback system: Develop a feedback system to provide employees with regular feedback on their performance. This could include regular performance evaluations, daily check-ins, or progress reports.

Develop a learning goal orientation: Encourage employees to develop a learning goal orientation, where the focus is on developing new skills and improving performance rather than just achieving a specific outcome.

Foster open communication: Encourage employees to work collaboratively and share information with each other. This could include setting up regular team meetings, using communication tools like Slack or Zoom, and fostering a culture of openness and transparency.

Develop a process for learning from previous work: Implement a process for learning from previous work, which could involve creating a knowledge management system or developing a database of previous customer requests.

Provide training and resources: Provide employees with the necessary training and resources to complete their tasks effectively. This could include training on new technologies or software tools, access to additional resources like external experts or consultants, and ongoing professional development opportunities.

Set deadlines: Establish clear deadlines for completing customer requests and monitor progress closely to ensure that deadlines are being met.

Monitor and adjust: Regularly monitor the department's progress and adjust the plan as needed to ensure that goals are being met and the department is on track to turn around its performance.

By implementing these strategies, TechBrough Co. can turn around its poorly performing department and ensure that its customers receive the high-quality service they expect.