Self-Regulation Tutorial 2
Lecture
Self-regulation begins with the adoption of a goal.
Definition and function of goals
→ goals can be defined as mental representations of desired outcomes to which people are
committed.
→ goals are not values. People may value health without actually adopting a health-
related goal that guides their behaviour.
Function of goals;
-how might goals affect performance?
1. direction; they direct attention and effort toward goal-relevant activities
and away from goal-irrelevant activities
2. energy; they have an energizing function
3. persistence; when participants are allowed to control the time they spend
on a task, challenging goals prolonging effort
4. activation; they affect action indirectly by leading to the activation,
discovery and/or use of task relevant knowledge and strategies
Goal setting; determining which goals one wants to pursue and the criteria for
judging success
→ setting a goal creates sense of urgency, motivating individuals to reduce discrepancy
between a current vs desired state
3 key components for the self-regulation process;
goal selection → preparation for action → cybernetic cycle of behaviour
Goal selection; the first component
Types of goals;
- before we can effectively regulate our behaviour, we must select a gaol
- but what kind of goals can we select
, - distal VS proximal goals
-approach VS avoidance goals
-performance VS mastery goals
→ also abstract VS concrete goals or easy VS challenging goals
Distal goals;
Longer-term, akin to the broad horizon
More abstract, fuzzy visions of the future
Business statements…..
Allow for greater flexibility in the development of action planning strategies
Can be more motivating than proximal goals
´I would like to be a better partner´
Proximal goals;
Shorter-term
Can stimulate more detailed planning
Important tools in action planning
´I want to plan a date with my partner this week´
Distal VS proximal
Combining distal and proximal goals into the coaching process can lead to better
strategy development and long-term performance
Approach goals;
Expressed as a movement toward a specific state of objective
´To enjoy a fulfilling balance between work and personal life´
Avoidance goals;
Movement away from an undesirable state
´To be less stressed about work´
People who tend to set avoidance goals have higher levels of depression + lower
levels of well-being
Long-term pursuit of avoidance goals associated with decreasing well-being
Lecture
Self-regulation begins with the adoption of a goal.
Definition and function of goals
→ goals can be defined as mental representations of desired outcomes to which people are
committed.
→ goals are not values. People may value health without actually adopting a health-
related goal that guides their behaviour.
Function of goals;
-how might goals affect performance?
1. direction; they direct attention and effort toward goal-relevant activities
and away from goal-irrelevant activities
2. energy; they have an energizing function
3. persistence; when participants are allowed to control the time they spend
on a task, challenging goals prolonging effort
4. activation; they affect action indirectly by leading to the activation,
discovery and/or use of task relevant knowledge and strategies
Goal setting; determining which goals one wants to pursue and the criteria for
judging success
→ setting a goal creates sense of urgency, motivating individuals to reduce discrepancy
between a current vs desired state
3 key components for the self-regulation process;
goal selection → preparation for action → cybernetic cycle of behaviour
Goal selection; the first component
Types of goals;
- before we can effectively regulate our behaviour, we must select a gaol
- but what kind of goals can we select
, - distal VS proximal goals
-approach VS avoidance goals
-performance VS mastery goals
→ also abstract VS concrete goals or easy VS challenging goals
Distal goals;
Longer-term, akin to the broad horizon
More abstract, fuzzy visions of the future
Business statements…..
Allow for greater flexibility in the development of action planning strategies
Can be more motivating than proximal goals
´I would like to be a better partner´
Proximal goals;
Shorter-term
Can stimulate more detailed planning
Important tools in action planning
´I want to plan a date with my partner this week´
Distal VS proximal
Combining distal and proximal goals into the coaching process can lead to better
strategy development and long-term performance
Approach goals;
Expressed as a movement toward a specific state of objective
´To enjoy a fulfilling balance between work and personal life´
Avoidance goals;
Movement away from an undesirable state
´To be less stressed about work´
People who tend to set avoidance goals have higher levels of depression + lower
levels of well-being
Long-term pursuit of avoidance goals associated with decreasing well-being
