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Discussion on: Goals, Expectations, and Standards connection to the concept of Encourage the Heart

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Goal is the idea of the future or desired result that an individual or group of individuals envisions, plans and commits to achieve. Goals refer to the observable and measurable end results having one or more objectives to be achieved within more or less fixed time. Expectation is a belief that something will happen or is likely to happen. It is the act or state of looking forward or anticipating. Expectation can also be defined as the degree of probability that something will happen. Standard is an agreed way of doing something. It is established by authority, custom or general consent as a model or example. Generally the authority sets up and established standard as a rule for the measure of quantity, weight, extent, value or quality.

Goals, expectations and standards are interrelated with one another. Standards are set to publicly and internally hold the company’s work to be the best in its domain. Goals must connect with the standards. If the goals of an organization are set with a direct connection to the company standards, the goals will be challenging but realistic and set up to reach levels that are progressive upward. It is equally important to communicate the employees about the standards of the company and goals the company is striving to achieve. It will provide them with the idea about how they are expected to perform so that the standards are met and goals are achieved (Universal Class, Inc. [US], n.d.).

The goal of the organization I am currently working in is to help people recover and heal better at the comfort of their homes. The goal is associated with the standard it has set regarding the personal and medical care to be provided to the clients we serve. The goal and standard are communicated to the employees before placing them in any case to provide them with the idea about the organization’s expectations from them.

Encouraging the heart is one of the five exemplary practices of leadership given by Kouzes and Posner that deals with the soft side of leadership. Good leaders encourage the heart by recognizing contributions and celebrating values and victories. In order to be a good leader, the contribution should recognized by showing appreciation for individual excellance and values and victoriess need to be celebrated by creating a spirit of community (Kouzes & Posner, 2003). The practices of encouraging the heart includes setting clear standards, expecting the best, paying attention, personalizing recognition, telling stories, celebrating together and setting the examples. It helps in sustaining the team spirit (Kouzes & Posner, 1999). When the employees are clear about the goals of the organization and they find some degree of alignment with their personal goals, they will be encouraged to perform their best. Setting clear standards helps in reducing confusion that will enhance the performance of the employees. Similarly expecting the best out of the employees will make them perform better as explained in the pygmalion effect. So setting clear goals and standards provide employees with the idea of their expected performance that will motivate them to give their cent percent for the attainent of the goals.

For example: A company has the goal to increase the production by 25%. For this, it needs to set certain standard that will help to make the process more efficient and meet desired level of producion. But setting goals and standards alone is not sufficient as the employees are the ones who are responsible for making the desired outcome possible. So the company should clearly communicate the standards and goals to the employees along with the organization’s expectation from them in order to inspire them to work more effectively and efficiently.

References

Kouzes, J. M., & Posner, B. Z. (1999). Encouraging the Heart. San Francisco: A Wiley Imprint.

Kouzes, J. M., & Posner, B. Z. (2003). The Five Practices of Exemplary Leadership. San Francisco: A Wiley Imprint.

Kouzes, J. M., & Posner, B. Z. (2012). The Leadership Challenge. San Francisco: A Wiley Brand.

Universal Class, Inc. [US]. (n.d.). Delegation Process . Retrieved from How to set Standards and Expectations for Excellent Performance: universalclass.com/article/busines...