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MBA505 Business Psychology Coaching And Mentoring

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MBA505 Business Psychology Coaching And Mentoring

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MBA505 Business Psychology Coaching And Mentoring

0 Download3 Pages / 560 Words

Course Code: MBA505
University: Kaplan University is not sponsored or endorsed by this college or university

Country: United States


This subject has explored many theories that provide insight into why people do what they do. Goal-setting is one such theory. Being able to understand and apply the various theories underpinning goal-setting is a key outcome of this course.
You are required to undertake the following assessment in two parts:
Part A – Create a 1-page poster than contains:

A personal goal for your future, post your MBA studies.
A summary of the relevant theory underpinning goal setting and how you used it.
A coaching plan, with an explanation of how you would use the GROW model to help achieve your goal.

Part B – Write a 1,000-word transcript that accompanies your poster and explains:

The goal you have selected and the reasons why it is important to you.
How you selected the goal, that includes the specific elements that make it SMART.
Identify the academic research that supports goal setting theory and its application and effectiveness.
Your coaching plan, with an outline of some of the questions you would ask yourself and some of the things that may help or hinder your ability to achieve your goal. The purpose of the assessment is to demonstrate your ability to be able to apply the coaching skills that you have learned, in a way that enables you to think practically about the future you are trying to create.


Goal Setting Theory:
The goal setting has the base on the SMART criteria.
Specific: The segmentation in different stages of the career made sure that the goal setting be specific and easy to achieve (Hsiaw 2013). The detailed specification of the job post, responsibility along with the time period will make sure that the goal is visible to achieve.
Measurable: The different stages will be significantly helpful for the assessment of the success at the different levels and along with that it will also produce the evaluation of the skill and expertise of individual as well (Haughey 2015).
Attainable: The assessment of the skills and expertise of the previous stage will significantly help in deciding the whether the assignment of the next stage will be suitable or not at that time.
Realistic: The segmentation in achieving the total goal will make the concept of goal setting significantly realistic as dividing the total task will make the implementation more easier (Nijs et al. 2015).
Time bound: The time span will be important in  order to make sure that the individuals take the learning process in a challenging manner and achieve the goals at the specified times (Schank and Abelson 2013).
The GROW model will generally help to assess the current condition in order to achieve the goal. The first step of the assessment is the clear description of the goal.
Reality: This step will help in the assessment of the current situation, as where the individual stands now in order to achieve the career goals (Kappes et al. 2013). The issues and challenges in achieving the post of the Operations Manager.
Obstacles: This step will evaluate the possible barriers in being capable of holding the post of the Operations Manager (Cailliau and van Lamsweerde 2013). This will be an assessment starting from the current position to the achievement of the goal.
Options: This will help in accumulation of the solutions. According to the assessment of the obstacles, the individuals will be subjected to the evaluation and finding of the solutions. This section will also assess the most appropriate option for the solution.
Way Forward:  The choice of the solution will not be the last step as the implementation of  the solution will make sure that the individual reach the desired goal and achieve that.
On a concluding note it can be said that the base for the goal setting was the SMART criteria as the separate stages of the goals acknowledge the impact of the five parts of the criteria. The application of the GROW model is also visible in the assessment of the different stages of the goal setting as that would be significant in achieving the desired goal.
Cailliau, A. and van Lamsweerde, A., 2013. Assessing requirements-related risks through probabilistic goals and obstacles. Requirements Engineering, 18(2), pp.129-146.
Hsiaw, A., 2013. Goal-setting and self-control. Journal of Economic Theory, 148(2), pp.601-626.
Haughey, D., 2015. SMART goals. ProjectSmart. co. uk. Np, nd Web, 11.
Kappes, A., Wendt, M., Reinelt, T. and Oettingen, G., 2013. Mental contrasting changes the meaning of reality. Journal of Experimental Social Psychology, 49(5), pp.797-810.
Nijs, J., Girbés, E.L., Lundberg, M., Malfliet, A. and Sterling, M., 2015. Exercise therapy for chronic musculoskeletal pain: innovation by altering pain memories. Manual therapy, 20(1), pp.216-220.
Schank, R.C. and Abelson, R.P., 2013. Scripts, plans, goals, and understanding: An inquiry into human knowledge structures. Psychology Press.

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