IS GOAL ASSIGNMENT EQUALLY EFFECTIVE FOR EVERYONE?
 
Tsuzuki, Y., Saitama Women's Junior College, Japan
 
Although goal setting has been widely used as a management tool, there is a dearth of knowledge about individual differences in the effectiveness of goal setting (Pinder, 1998). In an attempt to explore the impact of personality type on the effectiveness of goal assignment, personality type, Judgers (J) or Perceptives (P) as measured by the Myers-Briggs Type Indicator (MBTI), commitment to the assigned sales goal, the levels of personal goal, and performance were assessed for 171 Japanese salespersons. According to Myers and MaCaulley (1985), Judgers live according to plans and prefer a work setting that is well organized, are high in need for achievement through the system and enjoy getting things settled and finished. Perceptives live according to the situation of the moment and prefer a work setting that allows flexibility and autonomy. Goal assignment makes the work process orderly and organized, but precludes flexibility and autonomy from the work process. Thus, goal assignment would be more acceptable for Judgers than for Perceptives. It was therefore hypothesized that Judgers would be more likely than Perceptives to be committed to the goal assigned, set harder goals, and perform better. Analyses supported the hypothesis. The findings are discussed in terms of a process model of motivation in which personality construct and motivation-state variables combine to predict work behavior.