The goal setting theory described by Edwin Locke focuses on motivational properties of task goals
The basic idea is that task goals can be highly motivating if they are properly set and if they are well managed.
Goals give direction to people in their work, establish a frame of reference or task feedback, clarify the performance expectations between a supervisor and subordinate, between co workers, across subunits in an organization, and provide a foundation for behavioural management. Locke believes goal setting can enhance individual performance and job satisfaction. In order to achieve the motivational benefits of goal setting, research by Locke and his associates indicate that managers and team leaders must work with others to set the right goal in all the right ways
The key to this is largely related to goal specificity, goal difficulty, goal acceptance, and goal commitment
Participation is a major element in applying these concepts to find the motivational value of task goals
Five Principles of Goal Setting to motivate, goals must have:
Clarity- Clear goals are measurable and unambiguous. When a goal is clear and specific, with a definite time set for completion, there is less misunderstanding about what behaviours will be rewarded.
Challenge - One of the most important characteristics of goals is the level of challenge. People are often motivated by achievement, and they'll judge a goal based on the significance of the anticipated accomplishment. When you know that what you do will be well received, there's a natural motivation to do a good job.
Commitment - Goals must be understood and agreed upon if they are to be effective. Employees are more likely to "buy into" a goal if they feel they were part of creating that goal. The notion of participative management rests on this idea of involving employees in setting goals and making decisions.
Feedback - In addition to selecting the right type of goal, an effective goal program must also include feedback . Feedback provides opportunities to clarify expectations, adjust goal difficulty, and gain recognition. It's important to provide benchmark opportunities or targets, so individuals can determine for themselves how they're doing.
Task Complexity - The last factor in goal setting theory introduces two more requirements for success. For goals or assignments that are highly complex, take special care to ensure that the work doesn't become too overwhelming.
The basic idea is that task goals can be highly motivating if they are properly set and if they are well managed.
Goals give direction to people in their work, establish a frame of reference or task feedback, clarify the performance expectations between a supervisor and subordinate, between co workers, across subunits in an organization, and provide a foundation for behavioural management. Locke believes goal setting can enhance individual performance and job satisfaction. In order to achieve the motivational benefits of goal setting, research by Locke and his associates indicate that managers and team leaders must work with others to set the right goal in all the right ways
The key to this is largely related to goal specificity, goal difficulty, goal acceptance, and goal commitment
Participation is a major element in applying these concepts to find the motivational value of task goals
Five Principles of Goal Setting to motivate, goals must have:
- Clarity
- Challenge.
- Commitment.
- Feedback.
- Task complexity.
Clarity- Clear goals are measurable and unambiguous. When a goal is clear and specific, with a definite time set for completion, there is less misunderstanding about what behaviours will be rewarded.
Challenge - One of the most important characteristics of goals is the level of challenge. People are often motivated by achievement, and they'll judge a goal based on the significance of the anticipated accomplishment. When you know that what you do will be well received, there's a natural motivation to do a good job.
Commitment - Goals must be understood and agreed upon if they are to be effective. Employees are more likely to "buy into" a goal if they feel they were part of creating that goal. The notion of participative management rests on this idea of involving employees in setting goals and making decisions.
Feedback - In addition to selecting the right type of goal, an effective goal program must also include feedback . Feedback provides opportunities to clarify expectations, adjust goal difficulty, and gain recognition. It's important to provide benchmark opportunities or targets, so individuals can determine for themselves how they're doing.
Task Complexity - The last factor in goal setting theory introduces two more requirements for success. For goals or assignments that are highly complex, take special care to ensure that the work doesn't become too overwhelming.
- Give the person sufficient time to meet the goal or improve performance.
- Provide enough time for the person to practice or learn what is expected and required for success.