Increasing employee self-esteem by teaching the 'Achievement-Directed Logic' method of achieving goals

The purpose of this study was to determine whether employee self-esteem increased as a result of being taught the "Achievement Directed Logic" method of achieving goals.;Employees from a large financial institution were selected from volunteers to participate in two groups: a treatment group and a control group.;Participants in the treatment group were given two hours of intense training to provide a complete conceptual understanding of the theory, and instructions for the use of "Achievement Directed Logic" method of achieving goals.;Participants in the control group were given no training or discussion in the theory or use of "Achievement Directed Logic" methods of achieving goals.;One variable was used for this research. The Culture-Free Self-Esteem Inventories, Form AD, questionnaire was used to measure general self-esteem in a pretest/posttest fashion. Hypothesis testing resulted in the following finding:;Employees who were taught the method of achieving goals through the use of "Achievement Directed Logic" showed a statistically significant increase in their general self-esteem over employees who were not taught the same method.;Based on this study's findings, employees who are taught to use "Achievement Directed Logic" to assist in achieving goals will have higher levels of general self-esteem than employees who do not receive such instructions.;vskip18pt Hawthorne Effect. "From the Hawthorne Works of the Western Electric Co., Cicero, Ill., where its existence was established by experiment (1962) the Hawthorne Effect was defined as: the stimulation to output or accomplishment that results from the mere fact of being under concerned observation.".;In an attempt to minimize the possibility of the Hawthorne Effect on the outcomes of this research, the following methods were used in the conduct of this study:;A neutral individual in the Research Branches administered the Cultural-Free Self-Esteem Index-2 test. The writer was not present in the Branch during the pre- or post-testing process.;The writer was an instructor in many different areas of training, reducing the likelihood of placing participants in a position of believing they might assist the writer in the research project.;The Achievement Directed Logic training was delivered uniformly to control group participants. Care was taken to use the same methods and the same time limits. Planning included safeguards to insure that instructors would not limit or expand the training and/or time frame due to the size of the sample group.;The participants' awareness of being observed was controlled by limiting the writer's presence in the Branch environment to once or twice per month. Caution was taken to avoid dialogue about participant goals and/or other personal topics.