Question

Compare two leadership theories. Provide an overview of each and discuss the strengths and weakness in relation to nursing practice.

Answer 1

GOAL-SETTING THEORY: A MOTIVATIONAL THEORY Goal-setting theory, which was originally developed by Edwin Locke, is an effective motivational and inspirational leadership approach. Goals are the aim of an action or behavior. They can be set for any verifiable or measurable outcome. “Goals provide order and structure, measure progress, give a sense of achievement, and provide closure.” Locke’s basic assumption is that goals are immediate regulators of human action. An individual synthesizes direction, effort, and persistence to accomplish goals. To maximize the effectiveness of goal setting, specific and challenging goals should be established to focus action and effort over time so as to accomplish tasks.

SELF-DETERMINATION THEORY Self-determination theory (SDT) is a motivation theory that focuses on human motivation, personality, and well-being. This macro theory assists in investigating people’s inherent growth and psychological needs and the conditions that promote self-motivation and personality integration. SDT begins with the assumption that people are active organisms that have only three basic psychological needs: autonomy, competence, and relatedness. Autonomy concerns the feeling of choice and having the ability to initiate one’s own behavior, whereas relatedness is associated with respecting others, and the sense of relying on others.

According to goal-setting theory (Edwin Locke), the goals must be very specific, well defined and challenging to achieve the expected output. Challenging goals improves the skills and confidence of individuals. In a group, each member must have a specific goal, also an overall group goal. Regarding the goal setting, smaller groups work better than the larger groups. Leaders must rate the goals based on the difficulty level and importance. Specific methods to approach the goals, time frame and method of measuring the performance must be well defined. Although the goals must be challenging, leaders must assign the goals based on individual competencies. Allowing the team members to choose their goals (autonomy) of interest also increases the chances of achieving goals or targets. Assigning unachievable goals would increase the failure rate and reduce the confidence of subordinates and creates stress environment, so assessment of competencies of group members plays a key role in achieving goals. The goals assigned to individuals must not conflict with the others or with the goals of an organization, thus, developing mutually acceptable goals is important. Locke’s model along with SMART goals (specific, measurable, attainable, relevant and time-bound) is more helpful in goal setting.