Goal-setting theory is a theory of motivation, developed principally by Edwin Locke and later refined with Gary Latham, that holds specific and challenging goals, when accepted by the individual, lead to higher performance than vague or easy goals. Decades of research summarized by Locke and Latham identified core moderators of the goal-performance relationship, including feedback on progress, the individual's commitment to the goal, the goal's difficulty relative to the person's ability, and task complexity. The theory has been widely applied in management practice through goal-setting and performance-management systems that translate its principles into structured target-setting for employees.
Facts
Core ClaimGoal-setting theory holds that specific and difficult goals, when accepted, lead to higher performance than vague or easy goals. 1 Cross-Tradition Connections
Associated With
Both are cognitive process theories of motivation frequently taught together in organizational behavior.
Locke goal-setting theory is the documented psychological basis cited for Drucker Management by Objectives practice.
Sources
1. Wikipedia, Goal-Setting Theory
WikipediaWikipedia, Goal setting lead sectionQuote, Wikipedia, Goal setting lead section
Difficult specific goals lead to significantly higher performance than easy goals, no goals, or even the setting of an abstract goal such as urging people to do their best.
1. Wikipedia, Goal-Setting Theory
WikipediaWikipedia, Goal setting History sectionQuote, Wikipedia, Goal setting History section
Locke developed and refined his goal-setting theory in the 1960s, publishing his first article on the subject, "Toward a Theory of Task Motivation and Incentives", in 1968.
Wikipedia, Expectancy Theory
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