Goal Setting Theory

Locke’s Goal Setting Theory: Setting Clear Goals

Commitment
Clarity All employees Complexity
Goals must be must be Goals must be
clear and specific committed to the achievable and not
for all Goal happening overwhelming

Challenging Feedback
Goals should be Feedback on the
challenging Goals should be
enough to be considered
motivating without
being unrealistic
The Pearl project project
Analyzing the Goal setting theory
Clarity
Yes, Goal Setting Theory was followed on the clarity parameter in the case.
Clarity of goals refers to the degree to which goals are clear, specific, and unambiguous, and in
the case of Zeth and his team at Ditto, Inc., the goals appear to be clearly defined:
• Specific Deliverables: Zeth and his project leaders provided a list of deliverables that needed
to be coded, along with major dates for completing these deliverables. This specificity in
outlining what needed to be accomplished is in line with the clarity parameter of Goal
Setting Theory.
• Regular Meetings: The case mentions the daily "Sunrise Meetings" held at 8:30 a.m., where
the team updated each other on their progress and discussed any problems they were
facing. These meetings provided a platform for ensuring that everyone was aware of the
project's goals and objectives.
• Commitment to Release Dates: The engineers' commitment to meeting release dates, even
to the point of giving up personal time, reflects their understanding of the clarity of the
project's goals and the importance of adhering to them.
 Feedback
No, the case does not align with the parameter of feedback in Goal Setting Theory. The feedback given
by the team member was not considered and hence the following mentioned were the consequences:

• Consequences of Poor Decision-Making:

The management's decision to launch the RUBY product with a known bug had a
lasting impact on the engineer's perception of their work. This experience could
be seen as feedback in the sense that it provided the engineer with information
about the consequences of releasing a product with known flaws.
• Impact on Employee Motivation:
The engineer expresses concern about the tarnished image and personal
identification with the flaw in the product. This suggests that the negative
consequences of releasing a product with known issues can extend beyond the
product itself and affect employee morale and motivation. Effective feedback
mechanisms should address such concerns and consider the impact on team
Commitment
Yes, the case aligns with the parameter of commitment in Goal Setting Theory. Commitment to goals is a crucial aspect
of the theory, and in this case, there are clear indications of commitment from various perspectives:
• Engineer Commitment: The engineer who experienced the bug in the RUBY project code demonstrates a high level of
commitment to their work and the goal of producing high-quality software. Despite the management's decision to
launch the product with a known bug, the engineer expresses a strong personal commitment to ensuring that their
code is thoroughly checked for bugs in the future. This commitment reflects a dedication to achieving high standards
in their work.
• Team Commitment: The case highlights the commitment of the software development team as a whole. They are
described as working long hours, including weekends, and making personal sacrifices to meet project deadlines. This
collective commitment to the project's success is evident in their strong work ethic and willingness to put in extra
effort.
• Managerial Commitment: Zeth, the software development manager, also demonstrates commitment to the project
by working long hours and setting an example for his team. He expects the same level of commitment from his team
members, and his dedication to the project's success is clear.
• Organizational Commitment: The case mentions the importance of the PEARL project to the Color Division and the
company as a whole. Senior management is closely monitoring the project, indicating the organization's commitment
to its success. The fact that the project is considered critical to the division and the company underscores the
organizational commitment to achieving its goals.
Challenging
Complexity
 Methods of increasing the motivation of
employees if we were Zeth Daniel:
• Clear Communication: Zeth needs to make it clear how important the project is, how it will
affect the business, and what each team member's responsibilities are. Employees can better
comprehend the importance of their work with clear communication.
• Set Realistic Goals: Ensure that project goals and deadlines are challenging but achievable.
Unrealistic expectations can demotivate employees, so it's essential to strike a balance.
• Team Building: Encourage employees to feel a sense of trust and collaboration. Organize team-
building activities or events to foster positive relationships among team members.
• Flexible Work Arrangements: To suit personal demands and improve work-life balance,
consider giving flexible work options such as remote work or flexible hours.
• Regular Feedback: Give constructive feedback and performance reviews on a regular basis.
Employees may track their progress and make necessary modifications with regular check-ins.
• Address Concerns: Listen to employees' concerns and address any issues promptly. A
responsive and supportive management approach can enhance employee satisfaction and
motivation.