Which outcome is NOT associated with setting goals in TDCJ?

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Setting goals within the Texas Department of Criminal Justice (TDCJ) is directly linked to several positive outcomes that contribute to both individual and organizational success. One significant outcome of goal setting is enhanced job performance, as employees tend to perform better when they have clear objectives to strive for. This clarity helps them focus their efforts and increase productivity.

Additionally, goal setting promotes continuous personal development. Employees who set personal and professional goals are more likely to seek out opportunities for growth and improvement, leading to a more skilled and capable workforce. Furthermore, focused career progression comes into play, as having defined goals allows individuals to create a roadmap for their career advancement, thus aligning their aspirations with available opportunities within the organization.

In contrast, decreased teamwork is not a typical outcome associated with effective goal setting. In fact, when team members set collective goals, it often fosters collaboration and enhances teamwork rather than diminishing it. This indicates that effective goal-setting strategies are intended to unify and encourage cooperation among team members, leading to enriched engagement and productivity within the workplace. Thus, the notion of decreased teamwork is inconsistent with the positive effects that goal setting aims to achieve.

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