Goal setting: result orientation within companies
Training for the definition and achieving of admissible and difficult objectives

The Goal Setting technique offers a model for the definition of difficult and specific objectives. This has a better motivational influence on people, in terms of reached performances, than in the definition of simple and indefinite objectives. Objectives are the result or target at which organizational efforts are aimed and form the guidelines of every decision, the standard of performance and the so-called “track direction”. Many studies attest to the importance of certain factors within the process of the objectives definition and particularly in:
  • Specific and well-defined objectives
  • Difficult objectives
  • Engagement of the worker
The Goal Setting theory says, in short, that the definition of clear objectives, once accepted, lets people focus their attention, intensify their efforts progressively, persist in the task and stimulate the development of new activities and strategies of the co-operators.

Therefore, the Goal Setting has effects on the motivational process for different reasons:
  • It helps focus attention on specific tasks
  • It raises the level of effort and of lavish endeavour
  • It increases the consistency in reaching the objective
  • It encourages creativity in the development of new strategies and working plans
Starting from these assertions imaginary proposes a type of “training-intervention” which aims at modifying attitudes and organisational behaviours and orientating them towards difficult and inspiring results in the mid-long term. This type of intervention is aimed at working on the context and values of the specific organizational reality it wants to be in. A work offer and a starting point where the role, competences and climate analysis, which will be subject to intervention, are considered essential.

The principal targets are people with “high potentials”, especially those who, within the organization, manage objectives concerning company revenue.

This training includes focus groups with the company management, questionnaires for the participant, some days of training in the classroom and as a follow up, the use of a Serious Game is scheduled. The training, a simulation set in a tribal society, is based on the “sense of belonging” of the manager-player to a dynamic and social reality (the tribe); similar, in shape and functions, to the one of a company.
The aim of the player is to manage the tribe/ecosystem, improve it and make it grow in number and quality of the performances, within an established period of time (the time is the game time, customizable according to the objectives to achieve and the needs of the company).
During the simulation, the user will have to take different choices to plan out activities connected with the village community (e.g. Face bad weather, rise/gather crops, build constructions for the population, increase the inhabitants abilities, face unforeseen events, etc.).
These choices will obviously influence the trend of the village and consequently the final result of the exercise.

The main aim of this training together with the use of Serious Games is to modify the behaviour and the opinions considered as the person semi-permanent attitude and which determine the way of thinking or acting.