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The Dark Side Of Goal Setting

A recent article concluding a summary of studies on goal-setting stated,
“In addition to motivating constructive behavior, goal setting–especially when it involves rewards–can motivate unethical behavior when people fall short of the goals they set or are set for them.”[1]

The Prevalence of Goal-Setting
Malaysian Skin Weft Tape Hair Extensions Human Virgin Hair Straight Cheap Malaysian Tape In Hair Extensions 50gWhen we think about it, goal-setting seems fundamental to performance and measurement of that performance in our world–a healthy response to the action we make and take; hardly any part of the world is immune from goals. Not even the ministry or the Vatican is immune, though they could be somewhat less relevant to some, viz, monasterial orders. Goal-setting is, however, ostensibly secular in its philosophy and objective.

But, the real issue here is the misuse of goal-setting, as surely goal-setting is a wisdom construct: at its purest, it is the aiming for, and monitoring of, the truthful best. Agencies and persons who set goals (and that could be all of us) must then understand the potential impact goal-setting has on the flawed human psyche, and the way it might easily manipulate the human condition toward unethical deeds and ends.

So Close, But Yet To date…
The temptation to skimp ethically on safety and other requirements in the achievement of goals is particularly marked right because the goal is about to be reached.

Recently I got a call from my daughter to pick her up early from work; I hadn’t allowed for this, and I was going to struggle to make it–my goal of picking her up on time was at jeopardy. I found myself suddenly somewhat more foot-leaden as I drove to select her up.

I took what risk I believed I could get away with, until I realised my folly. (We in a short time forget how easily we are duped at times, as we are motivated by the goal in ignorant bliss.) Yet, I should’ve just been honest and told her I might be five minutes late (re-setting the goal to make sure it was achievable). Had I been further away (say thirty minutes) I wouldn’t have even attempted to take risks–I would have just been straight about it. But, I was tantalizingly near achieving my objective; so close I used to be prepared to entertain ‘bending’ the road rules!

An example from the business world can be meeting a lost time injury frequency rate target by bringing injured workers into work to do ‘light duties.’ A church example could be goals on baptisms or attendance–the tried and tested ‘numbers’ game–where the books are ‘cooked’ to indicate favorable growth.

Both in the secular and ministry worlds, this behavior is a misrepresentation of the reality.
The rewards for achieving goals will be both tangible and intangible. Tangible rewards are easy enough to represent i.e. bonuses, trinkets and other commodities, but the intangible rewards run loads deeper to things like, positive self-evaluation and self-satisfaction, not to say the incurred ‘psychological costs’ of unmet goals.

The Role of Accountability in Performance Measurement
People will also have a greater propensity to misreport or misrepresent their actual performance if there’s a lack of accountability. As I drove to select up my daughter, I thought about the consequences morally (toward hypocrisy) and the chances of a speeding ticket; both of these issues kept me accountable. Yet, there are lots of times in life when we don’t have that level of supervision, and we will easily justify a bit of bending of the principles to get what we want.

It appears that if we need to set people up to succeed (in any environment, whether it’s secular business or church ministry) we ought to offer impetus for people to either simply ‘try their best,’ measuring the process and not a lot the result, or we should always ensure there are streams of solid, reliable accountability–or we are able to expect people to be tempted and, at least in some cases, overcome by the temptations to cheat and claim as met, unmet goals.

Perhaps it’s the appliance of both: ‘Try your best’ cultures where we’re rewarded similarly whether goals are met or not AND sufficient accountability (without stifling performance and hurting morale).

Seemingly either one needs to be strongly present within the matter of goal-setting. J. Wickham. All Rights Reserved Worldwide.

[1] Knowledge@Wharton – Operations Management, Goal setting and Cheating: Why They Often Go Together within the Workplace (July 28, 2004) Retrieved April 28, 2009. Available online at Source: http://knowledge.wharton.upenn.edu/article.cfm articleid=1017

Author Box Steve Wickham has 1 articles online
Steve Wickham is a safety and health professional (BSc, MSIA, RSP) and a certified, unordained Christian minister (GradDipDiv). He also has training and leadership Diplomas. His passion in vocation is facilitation and coaching; encouraging people to soar to the next value of their potential. Steve’s key passion is work / life balance and re-creating value for living, and an exploration of the person within us.

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