Box 5.1 Goal-Setting TheoryMany peo

方框5.1目标设定理论<br>许多阅读本书的人都会熟悉目标设定理论。这当然不是什么新鲜事物，但它是心理学家发展起来的最持久，最实用的动机理论之一。<br>设定目标的五项原则（以及一些入门的重要技巧）是：<br>1.清晰。如果目标明确而具体，并有一定的完成时间，那么它们在刺激绩效方面会更有效。<br>2.挑战。人们常常受到成就的激励。如果目标很容易并且不被认为是非常重要的，那么就不可能引起很多努力。当您知道自己的工作会受到欢迎时，就有自然的动机去做好工作。与成就水平相称的奖励可以进一步提高热情。<br>3.承诺。要想实现目标，就必须理解目标，并且看起来目标很有价值-目标越难，就需要越多的承诺。<br>4.反馈。反馈提供了澄清期望，调整目标难度和获得认可的机会。提供基准机会或目标很重要，这样个人可以自己确定自己的表现。这对于维持长期目标的动力尤为重要。<br>5.任务复杂性。确保围绕目标的条件不会挫败或抑制人们实现其目标-毕竟，如果他们这样做，他们就不会有动力！<br><br>您会发现目标设定不只是简单地说您希望发生某些事情。除非您明确定义了您想要的东西，并且首先了解您为什么想要它，否则成功的几率会大大<br>降低。我们的五个主要技巧是：<br>1.设定激励您的目标<br>2.设定SMART目标（具体，可衡量，可实现，现实和有时限）<br>3.写下它们<br>4.制定行动计划<br>5.坚持不懈

方框 5.1 目标设定理论<br>读这本书的许多人会熟悉目标设定理论。这当然不是新的，但它是心理学家发展的最持久和实用的动机理论之一。<br>目标设定的五项原则（以及入门的一些提示）是：<br>1. 清晰度。当目标明确而具体，并设定明确的完成时间时，它们就更有效地刺激绩效。<br>2. 挑战。人们往往被成就所激励。如果一个目标很容易，而且不被视为非常重要，那么它不太可能引起很多努力。当你知道你所做的事会受到好评时，有做好工作的自然动机。与成绩水平相称的奖励可以进一步激发热情。<br>3. 承诺。目标要有效，必须理解并看似有价值——目标越难，就越需要承诺。<br>4. 反馈。反馈提供了澄清期望、调整目标难度和获得认可的机会。提供基准机会或目标非常重要，这样个人就可以自己决定自己是如何做的。这对于保持长期目标的积极性尤其重要。<br>5. 任务复杂。确保目标周围的条件不会妨碍或阻碍人们实现他们的目标——毕竟，如果他们这样做，他们并不需要激励！<br><br>你会看到，目标设定不仅仅是说你想要发生一些事情。除非你清楚地定义你想要的， 并理解你为什么首先想要它， 否则你成功的可能性很大<br>减少。我们的五大建议是：<br>1. 设定激励您的目标<br>2. 设定 SMART 目标（具体、可衡量、可实现、现实和有时限）<br>3. 把它们写下来<br>4. 制定行动计划<br>5. 坚持不懈

Box 5.1 Goal-Setting TheoryMany people reading this book will be familiar with Goal-setting theory. It’s certainly not new but it is one of the most enduring and practical theories of motivation that psychologists have developed.The five principles of goal-setting (and some top tips to get started) are:1. Clarity. When goals are clear and specific, with a definite time set for completion, they are more effective in stimulating performance.2. Challenge. People are often motivated by achievement. If a goal is easy and not viewed as very important, then it is unlikely to elicit a lot of effort. When you know that what you do will be well-received, there’s a natural motivation to do a good job. Rewards commensurate with the level of achievement can boost enthusiasm further.3. Commitment. Goals must be understood and seem worthwhile if they are to be effective—the harder the goal, the more commitment is required.4. Feedback. Feedback provides opportunities to clarify expectations, adjust goal difficulty and gain recognition. It’s important to provide benchmark opportunities or targets, so individuals can determine for themselves how they’re doing. This is particularly important for maintaining motivation for long-term goals.5. Task complexity. Make sure that the conditions surrounding the goals don’t frustrate or inhibit people from accomplishing their objectives—after all they aren’t going to be motivating if they do! You’ll see that goal setting is much more than simply saying you want something to happen. Unless you clearly define exactly what you want and understand why you want it in the first place, your odds of success are considerablyreduced. Our five top tips are:1. Set goals that motivate you 2. Set SMART goals (specific, measureable, attainable, realistic and time-bound)3. Write them down4. Make an action plan5. Persevere<br>