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  • Goal Setting Theory of Motivation: Tamene Keneni Walga Tatiana Aleshkovskaya Ksenia Steblovskaya

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    Goal setting theory proposes that setting specific and challenging goals leads to higher motivation and performance. The theory originated from Locke's 1968 paper on task motivation and incentives. Further research by Locke and Latham in the 1970s established goal setting as an effective way to improve workplace performance. Key principles of effective goal setting include making goals clear, challenging, complex but attainable, committing to the goals, and providing feedback. While goal setting can increase motivation when done correctly, it also has risks like incompatible goals or goals being too complex without the needed skills and resources.

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    Goal setting theory proposes that setting specific and challenging goals leads to higher motivation and performance. The theory originated from Locke's 1968 paper on task motivation and incentives. Further research by Locke and Latham in the 1970s established goal setting as an effective way to improve workplace performance. Key principles of effective goal setting include making goals clear, challenging, complex but attainable, committing to the goals, and providing feedback. While goal setting can increase motivation when done correctly, it also has risks like incompatible goals or goals being too complex without the needed skills and resources.

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    6 views13 pages

    Goal Setting Theory of Motivation: Tamene Keneni Walga Tatiana Aleshkovskaya Ksenia Steblovskaya

    Uploaded by

    fabiha anjum
    Goal setting theory proposes that setting specific and challenging goals leads to higher motivation and performance. The theory originated from Locke's 1968 paper on task motivation and incentives. Further research by Locke and Latham in the 1970s established goal setting as an effective way to improve workplace performance. Key principles of effective goal setting include making goals clear, challenging, complex but attainable, committing to the goals, and providing feedback. While goal setting can increase motivation when done correctly, it also has risks like incompatible goals or goals being too complex without the needed skills and resources.

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    of 13

    Goal Setting Theory of

    Motivation

    TAMENE KENENI WALGA


    TATIANA ALESHKOVSKAYA
    KSENIA STEBLOVSKAYA
    Where it all started

    “Toward a Theory of Task Motivation and


    Incentives” (1968)

    Specific goal

    Better task
    performance

    Challenging
    goal
    Edwin Locke
    Further research on GST

    EVIDENCE IN FAVOR OF GST WAS FOUND:


    - GOAL SETTING AND WORKPLACE
    PERFORMANCE ARE INTERCONNECTED!

    “A THEORY OF GOAL SETTING AND TASK


    Gary Latham
    PERFORMANCE”
    BY LOCKE + LATHAM
    Goal: what a person tries to
    accomplish through behavior and actions

    Goal setting theory: identifies


    goals that are most effective in producing high
    levels of motivation and performance

    Goal setting can operate to enhance both intrinsic motivation


    and extrinsic motivation
    5 Principles of Goal Setting

    Clarity

    Task
    Complexit Challenge
    y

    Commitmen
    Feedback t
    Clarity

    Measurable Unambiguous Time-bound


    Challenge

    People are often motivated by achievement

    + judge a goal based on the significance of the anticipated


    accomplishment

    ! Too easy vs. Too difficult goal!

    Challenging but realistic!


    Commitment

    Goals are effective when employees understand


    and agree upon them.

    The goal is credible as long as the employees


    believe that the goal is consistent with the goal
    of the company.

    Goal commitment <-> Difficulty


    Feedback

    Clarify Gain
    expectations recognition
    Adjust goal
    difficulty
    Task Complexity
    Highly complex goals or assignments don’t have to become
    overwhelming

    Person should have sufficient time to


    meet the goal or improve performance

    Person should have enough time to


    practice or learn what is expected and
    required for success.
    Advantages and Disadvantages of GST

    + -

    Raise incentives for employees to Detrimental effect if organizational and


    complete work quickly and effectively managerial goals are incompatible
    Better performance due to increase of Riskier behavior when goals are very
    motivation and efforts complex and difficult
    Better feedback quality Lack of employee’s skills and
    competencies can fail goal-setting and
    lead to undermining of performance
    No evidence that goal-setting improves
    job satisfaction
    Conclusions:
    Learn how to set SMART goals!
    Thank you for your attention!

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