Goal-Setting Theory of Motivation - 2104 Words

INTERNATIONAL JOURNAL OF MANAGEMENT, BUSINESS, AND ADMINISTRATION VOLUME 15, NUMBER 1, 2011 Goal-Setting Theory of Motivation Fred C. Lunenburg Sam Houston State University ABSTRACT Locke and Latham provide a well-developed goal-setting theory of motivation. The theory emphasizes the important relationship between goals and performance. Research supports predictions that the most effective performance seems to result when goals are specific and challenging, when they are used to evaluate performance and linked to feedback on results, and create commitment and acceptance. The motivational impact of goals may be affected by moderators such as ability and self-efficacy. Deadlines improve the effectiveness of goals. A learning goal†¦show more content†¦Asking organization members to improve, to work harder, or to do your best is not helpful, because that kind of goal does not give them a focused target. FRED C. LUNENBURG _____________________________________________________________________________________3 Specific goals (often quantified) let organization members know what to reach for and allow them to measure their own progress. Research indicates that specific goals help bring about other desirable organizational goals, such as reducing absenteeism, tardiness, and turnover (Locke Latham, 2002). Goals Must Be Difficult but Attainable A goal that is too easily attained will not bring about the desired increments in performance. The key point is that a goal must be difficult as well as specific for it to raise performance. However, there is a limit to this effect. Although organization members will work hard to reach challenging goals, they will only do so when the goals are within their capability. As goals become too difficult, performance suffers because organization members reject the goals as unreasonable and unattainable. A major factor in attainability of a goal is self-efficacy (Bandura, 1997). This is an internal belief regarding one’s job-related capabilities and com petencies. If employees have high selfefficacies, they will tend to set higher personal goals under the belief that they are attainable. The first key to successful goal setting is to build and reinforceShow MoreRelatedGoal Setting Theory Of Motivation Essay877 Words   |  4 PagesEssay question: It is often claimed that goal-setting is a theory of motivation which works. Critically evaluate the evidence and discuss the extent to which it supports this claim. Introduction As element that drives the person to strive for the best within his or her own capacity, Guay et al. (2010) defined motivation as reasons that underlie behaviour. It is also interpreted by Huitt, W. (2011) cited Kleinginna and Kleinginna (1981) as an internal state or condition (sometimes described as aRead MoreThe Goal Setting Theory Of Motivation1818 Words   |  8 PagesLocke put forth the Goal-setting theory of motivation. This theory states that goal setting is fundamentally linked to task performance. It standardizes the idea that specific and challenging goals along with constructive feedback, contribute to enhanced task performance. Locke, one of the most notable contributors in goal setting theory, alongside Gary Latham have contributed to the history and evolution of goal setting while highlighting strengths and weaknesses of the theory in practice used byRead MoreMotivation Theory And The Goal Setting Theory1159 Words   |  5 Pages Essay 1 Content theories of motivation focus on the importance of work itself, challenges, growth opportunities and responsibilities that the work provides employees. 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Right from Robert Owen who described human beings to be like machines that need care and maintenance to work efficiently till Drucker (1999) who described them as the knowledge workers of the 21st century with different needs and therefore on what it is required I would like to elaborate on the