“To Err is Human”: An Examination of the Effectiveness of Error Management Training

This research explores how the effectiveness of word-processing training is impacted by a trainee's goal (learning vs. performance) and whether the training program is designed to encourage or discourage errors (error management vs. error avoidant). Ninety-four trainees were randomly assigned to one of four word processing training programs. Results indicated several beneficial effects of both error management training and learning goals including enhanced performance, increased intrinsic motivation, and decreased frustration. Results are discussed in terms of how error management principles might be implemented as well as which worker groups might be most responsive to this type of training.     

INTEGRATING ERRORS INTO THE TRAINING PROCESS: THE FUNCTION OF ERROR MANAGEMENT INSTRUCTIONS AND THE ROLE OF GOAL ORIENTATION

Error management training explicitly allows participants to make errors. We examined the effects of error management instructions ("rules of thumb" designed to reduce the negative emotional effects of errors), goal orientation (learning goal, prove goal, and avoidance goal orientations) and attribute x treatment interactions on performance. A randomized experiment with 87 participants consisting of 3 training procedures for learning to work with a computer program was conducted: (a) error training with error management instructions, (b) error training without error management instructions; and (c) a group that was prevented from making errors. Results showed that short-and medium-term performance (near and far transfer) was superior for participants of the error training that included error management instructions, compared with the two other training conditions. Thus, error management instructions were crucial for the high performance effects of error training. Prove and avoidance goal orientation interacted with training conditions.     

Effects of Training Goals and Goal Orientation Traits on Multidimensional Training Outcomes and Performance Adaptability

This research examined the effects of mastery vs. performance training goals and learning and performance goal orientation traits on multidimensional outcomes of training. Training outcomes included declarative knowledge, knowledge structure coherence, training performance, and self-efficacy. We also examined the unique impact of the training outcomes on performance adaptability by predicting generalization to a more difficult and complex version of the task. The experiment involved 60 trainees learning a complex computer simulation over 2 days. The research model posited independent effects for training goals relative to goal orientation traits and independent contributions of training outcomes to the performance adaptability of trainees. The findings were consistent with the proposed model. In particular, self-efficacy and knowledge structure coherence made unique contributions to the prediction of performance adaptability after controlling for prior training performance and declarative knowledge. Implications and extensions are discussed. Copyright 2001 Academic Press.     

Training teamwork in medicine: An active approach using role play and feedback

Recent reports in the field of medicine have recommended teamwork training as method of reducing human error. The current study evaluated a teamwork training protocol that used a lecture, several role plays, and guided discussion for feedback. Forty‐one medical residents participated in the training on 1 of 2 days (groups) and completed evaluation measures both prior to and immediately following the training program. Means for a situational judgment test (SJT) were higher for post‐training scores than pre‐training scores. However, mean comparisons with teamwork attitudes and learning goal orientation did not yield significant differences. An item analysis of the SJT responses indicated significant response shifts that corresponded to teamwork behaviors. Results suggested that teamwork training positively affected behavioral intentions for trauma room teamwork.     

Goal setting in acquisition of a volleyball skill late in motor learning

To examine the effects of different types of goal setting on motor skill acquisition during advanced stages of learning. 44 female volleyball players were tested in four experimental training groups with generic goals, specific long-term goals, specific short-term goals, and as a control group. This study's pretest, training, and retention test phases used performance of a volleyball dig/forearm pass oriented to a target. Analyses yielded no significant differences among groups, although performance increased from pre- to retention test.     

The trichotomous model and investment in learning to prepare for a sport test: A mediational analysis

Background: Contemporary views on motivation suggest that the approach‐avoidance achievement goals conceptualisation — namely the trichotomous model — can shed light on the important issue of student motivation. Aims: To test the predictive value of the trichotomous model on the investment in learning a sport task for test preparation, and to validate a model which included a set of psychological processes (i.e., state anxiety and competence valuation) which mediate the relationship between the three goals (i.e., performance‐approach, performance‐avoidance, and mastery goals) and test preparation. The study was designed to investigate the direct and mediational effects of three experimental goal conditions on the time in which pupils prepared for a sport test. Sample: French male school pupils (N = 75). Pupils were aged 13‐15 years and attended schools in southern France. Method: Pupils prepared themselves for a sport task with a 5‐minute period of training, and performed in one of three experimental conditions to which they were randomly assigned: a performance goal with a positive outcome focus (performance‐approach), a performance goal with a negative outcome focus (performance‐avoidance), or a mastery goal. Results: Pupils in the performance‐avoidance group reported higher state anxiety and lower competence valuation than those in the performance‐approach and mastery groups, and this psychological state was associated with less time taken to prepare for the test. Conclusion: School pupils placed in an examination preparation context that elicits a performance goal with a negative outcome focus (performance‐avoidance) show motivational deficits which manifest themselves in less time spent practising. The trichotomous model appears to be valid for the study of motivational processes in school physical education.     

Motivating learning, performance, and persistence: the synergistic effects of intrinsic goal contents and autonomy-supportive contexts

Three field experiments with high school and college students tested the self-determination theory hypotheses that intrinsic (vs. extrinsic) goals and autonomy-supportive (vs. controlling) learning climates would improve students' learning, performance, and persistence. The learning of text material or physical exercises was framed in terms of intrinsic (community, personal growth, health) versus extrinsic (money, image) goals, which were presented in an autonomy-supportive versus controlling manner. Analyses of variance confirmed that both experimentally manipulated variables yielded main effects on depth of processing, test performance, and persistence (all ps <.001), and an interaction resulted in synergistically high deep processing and test performance (but not persistence) when both intrinsic goals and autonomy support were present. Effects were significantly mediated by autonomous motivation.     

The relationship between learning goal orientation,goal setting,and performance: a longitudinal study

In an educational setting, we examined the relationship of learning goal orientation with goal setting and performance over time. At the first time point, we assessed levels of trait learning goal orientation and asked participants to set performance goals. At each follow‐up time point, we reported to participants their current course grade and allowed them to revise their goals. Learning goal orientation was associated with both setting higher goals and maintaining higher performance over time. Additionally, the relationship of learning goal orientation and performance was found to be mediated by goal setting.     

How a Reflection Intervention Improves the Effect of Learning Goals on Performance Outcomes in a Complex Decision-Making Task

We aim to advance the learning goal literature by examining the contingent effect of a reflection intervention on the relationship between learning goals and performance in a complex decision-making task. Data were obtained from a laboratory experiment with a microworld simulation as the experimental task. Participants were randomly allocated to one of the four conditions in a 2 × 2 (reflection intervention: yes vs. no; learning goals: easier vs. more challenging) between-subjects design (N = 140). Our findings suggest that both learning goals and reflection interventions are effective learning mechanisms in complex tasks. Reflection interventions strengthen the positive performance effect of learning goals. Specifically, the combination of a reflection intervention and more challenging learning goals leads to the highest performance. In the current dynamic business environment, effectively solving complex decision-making tasks is an enduring challenge. By integrating the reflection literature with goal-setting theory, we provide evidence of the joint effect of a reflection intervention and learning goals on subsequent task performance. Our findings help scholars and practitioners to design effective learning interventions to solve complex decision-making tasks. Our study is the first to investigate the joint effect of a reflection intervention (particularly, coached feedback reflection) and learning goals on task performance. Additionally, we are among the first to examine the combined use of learning goals and performance goals in a complex decision-making task.     

A test for children's goal-directed behavior: a pilot study

A test for children's goal-directed behavior was developed, based on neuropsychological executive function research of Vilkki and Holst and on the framework of Lewin's level-of-aspiration research. 46 12-yr.-old children were participants. Fluid Intelligence was expected to be linked to goal-directed behavior and a commonly used executive function task, the Wisconsin Card-sorting Test. A child was asked to set personal goals in a short-term memory task without prior knowledge about performance. Four different task versions were developed employing both verbal (memorizing series of words) and visuospatial (memorizing block sequences) material. The child set an individual goal for each memory trial. Goal-setting after successful and failed trials was investigated. Usually, the children lowered their goals after failures and set their goals higher or did not change them after successful trials. Compared to goal on a previous trial, Inadequate Responses included setting a goal higher after a failed trial and setting it lower after success. Fluid Intelligence was related to goal-directed behavior, viz., Inadequate Responses. It also correlated with scores on the Wisconsin Card-sorting Test. The results are in concordance with previous research. In addition to experimental executive function research, the novel test might be useful in research concerning children's motivation, self-efficacy, and self-regulated learning.     

Effects of Task Complexity and Goal Specificity on Change in Strategy and Performance Over Time

In this study we examined whether task complexity interacts with goal specific- ity over multiple performance periods. A 2 x 2 x 3 design manipulated goal condition (specific difficult vs. do-your-best) and task complexity (simple vs. complex) over performance on 3 separate days. Results across performance periods indicated that do-your-best goals led to higher quantity of performance than specific difficult goals on a complex task, whereas specific difficult goals led to higher quantity of performance than do-your-best goals on a simpler version of the task. Additionally, goal specificity and task complexity led to greater change in strategy over repeated performance periods, with those in the complex, specific difficult condition exhibiting the highest amount of change in strategy. Finally, there were no differences in quality of performance for indi- viduals working on simple versus complex tasks. Implications of these findings and directions for future research are discussed.     

Feedback type as a moderator of the relationship between achievement goals and feedback reactions

The aim of the current study is to shed new light on the inconsistent relationship between performance‐approach (PAp) goals and feedback reactions by examining feedback type as a moderator. Results of a field experiment (N = 939) using a web‐based work simulation task showed that the effect of achievement‐approach goals was moderated by feedback type. Relative to individuals pursuing mastery‐approach goals, individuals pursuing PAp goals responded more negatively to comparative feedback but not to task‐referenced feedback. In line with the hypothesized mediated moderation model, the interaction between achievement goals and feedback type also indirectly affected task performance through feedback reactions. Providing employees with feedback is a key psychological principle used in a wide range of human resource and performance management instruments (e.g., developmental assessment centres, multi‐source/360° feedback, training, selection, performance appraisal, management education, computer‐adaptive testing, and coaching). The current study suggests that organizations need to strike a balance between encouraging learning and encouraging performance, as too much emphasis on comparative performance (both in goal inducement and in feedback style) may be detrimental to employees' reactions and rate of performance improvement.     

Imagining Success: Multiple Achievement Goals and the Effectiveness of Imagery

Imagery (richly imagining carrying out a task successfully) is a popular performance-enhancement tool in many domains. This experiment sought to test whether pursuing two achievement goals (vs. one) benefits performance after an imagery exercise. We examined mastery goals (aiming to improve skill level) and performance goals (aiming to outperform others) among 65 tennis players who were assigned to a mastery goal condition, a performance goal condition, or a mastery goal and performance goal condition. After reading instructions for a service task, which included the goal manipulation, participants completed 20 tennis services. They then completed an imagery exercise and, finally, completed another 20 services. Postimagery service performance was better in the dual-goal condition than in the other conditions.     

Goal orientation and performance adaptation: A meta-analysis

The relationship between goal orientation and performance adaptation across studies was assessed in the present article. The relevance of performance adaptation can be exemplified by the desire to optimize performance and mitigate the negative effects of change in organizational and educational contexts (i.e. new co-workers, new software, emergencies). Three-level meta-analyses were conducted for learning goal orientation (LGO) and performance goal orientation (PGO). Furthermore, within PGO a distinction between avoid performance goal orientation (APGO) and prove performance goal orientation (PPGO) could be made. In moderator analyses the influence of measurement method of performance adaptation (subjective ratings vs objective scores) was assessed amongst others. Although significant effects were found they were primarily visible for subjective ratings and not objective scores.     

Examining Situationally Induced State Goal Orientation Effects on Task Perceptions,Performance, and Satisfaction: A Two‐Dimensional Conceptualization1

We examined the longitudinal effects of situationally induced 2‐dimensional state goal orientations (i.e., achievement goals) on perceptions, performance, and satisfaction. Results (N = 268) indicated that high state learning cues led to higher perceived challenge and, for higher ability individuals, greater performance gains. Further, high state performance cues led to higher perceived effort. However, results revealed that state learning and performance effects were more complex than expected. State learning effects on challenge and state performance effects on effort were both stronger with other cues absent. Additionally, increasingly beneficial state learning cue effects were stronger for higher ability individuals. Thus, results provided support that state learning and performance goals are separate dimensions, and their interactive effects need further examination.     

NEW CONCEPTUALIZATIONS OF PRACTICE: Common Principles in Three Paradigms Suggest New Concepts for Training

We argue herein that typical training procedures are far from optimal. The goal of training in real-world settings is, or should be, to support two aspects of posttraining performance: (a) the level of performance in the long term and (h) the capability to transfer that training to related tasks and altered contexts. The implicit or explicit assumption of those persons responsible for training is that the procedures that enhance performance and speed improvement during training will necessarily achieve these two goals. However, a variety of experiments on motor and verbal learning indicate that this assumption is often incorrect. Manipulations that maximize performance during training can be detrimental in the long term: conversely, manipulations that degrade the speed of acquisition can support the long-term goals of training. The fact that there are parallel findings in the motor and verbal domains suggests that principles of considerable generality can be deduced to upgrade training procedures.     

中学优、差生目标设置效果的实验研究

从时间管理倾向和目标设置的有关理论出发,设计了两个实验任务,考察了中学优、差生目标设置的效果。结果发现,中学优、差生在目标设置效果上存在一定差异。在简单任务上,中学优差生在完成任务的时间和准确率上均不存在显著差异;在复杂任务上,二者都存在显著差异,优生好于差生。研究还发现,在完成任务的时间上,目标设置对中学优生和差生的影响具有一致性,复杂任务明确目标的成绩明显好于不明确目标的成绩。     

Effects of participative vs assigned goals and feedback in a multitrial task

A dynamic multitrial perspective on goal setting was adopted in order to investigate the effects of both goals (assigned vs participative) and goal-discrepant performance feedback on subsequent goal commitment and performance. Eighty subjects were initially assigned to either an assigned or participative goal condition, and performed a multitrial task with all subjects receiving goal discrepant performance feedback following the first task trial. Assigned rather than participative goal setting led to higher goal commitment, and large goal/feedback discrepancies led to greater reductions in subsequent goals. Because of these goal changes, the ability of initial goals to predict performance decreased over trials. However, when goal commitment, which reflects revised goals, was also considered, the ability to predict performance actually increased over trials. A moderating effect for need achievement was obtained such that higher-need achievers were more goal committed and performed better under participative goal setting than low-need achievers. Discussion focused on the practical and theoretical importance of a dynamic goal-setting perspective in explaining and predicting responses to goals and feedback systems.     

THE EFFECTS OF PARTICIPATION AND GOAL DIFFICULTY ON PERFORMANCE

Previous research comparing the effects of assigned versus participatively set goals on performance were essentially tests of the null hypothesis in that goal difficulty level was not systematically manipulated. The present laboratory study investigated the effects of assigned versus participatively set goals, and the effects of varying goal difficulty level on an arithmetic task. Eighty-six college students were assigned to either a participative goal condition or one of three assigned goal conditions. In two of the assigned goal conditions participants were assigned goals equal to those set in the participative condition, the difference being that individuals in one group were assigned goals at random and those in the other group were assigned goals on the basis of their premeasure scores. Participants in the third assigned goal condition were randomly assigned a goal in the top quartile of the goals set participatively. As hypothesized, individuals with hard assigned goals had higher performance than peers with lower goals set in a participative manner. Contrary to modern organizational theory, individuals with participatively set goals did not have higher performance than those with assigned goals of equal difficulty. Personality traits were not found to moderate the effects of goal setting on performance.     

Goal orientation and self-efficacy in relation to memory in adulthood

The achievement goal framework (Dweck, 1986, American Psychologist, 41, 1040) has been well-established in children and college-students, but has rarely been examined empirically with older adults. The current study, including younger and older adults, examined the effects of memory self-efficacy, learning goals (focusing on skill mastery over time) and performance goals (focusing on performance outcome evaluations) on memory performance. Questionnaires measured memory self-efficacy and general orientation toward learning and performance goals; free and cued recall was assessed in a subsequent telephone interview. As expected, age was negatively related and education was positively related to memory self-efficacy, and memory self-efficacy was positively related to memory, in a structural equation model. Age was also negatively related to memory performance. Results supported the positive impact of learning goals and the negative impact of performance goals on memory self-efficacy. There was no significant direct effect of learning or performance goals on memory performance; their impact occurred via their effect on memory self-efficacy. The present study supports past research suggesting that learning goals are beneficial, and performance goals are maladaptive, for self-efficacy and learning, and validates the achievement goal framework in a sample including older adults.