Goal set Theory: Edwin Locke
Goal set Theory:
- 1960s, Edwin Locke
- Intention to work towards a goal are major source of work
motivation
- That is goals tells an employee what need to be done and how
much effort will need to be expended (used, consumed)
- Goal setting theory: The theory that specific and difficult
goals, with feedback leads to higher performance
- People will do better when they get feedback on how well
they are progressing towards their goals because feedback helps to identify
discrepancies between what they have done and what they want to do.
- Feedback acts to guide behavior
- Self-generated feedback is more powerful motivator than
externally generated feedback
- In addition to feedback, four other factors have been found
to influence the goal-performance relationship.
- Goal commitment
- Adequate self-efficacy
- Task characteristics
- National culture
- Goal Commitment:
- Most likely to occur when goals are make public, when
individual has an internal locus of control, and when the goals are self-set
rather than assigned.
- Self-efficacy:
- The individual’s belief that he or she is capable of
performing task.
- Goal-setting does not work equally well on all task (task characteristics)
- Goals affect tasks more when task are simple, well learned
and independent.
- Less effect when task are complex, novel and interdependent.
- Goal setting theory is culture bound
- U.S., Canada, North Americans like independent task, less
power distance, high in achievement.
(Ref: Organization Behavior by S.P.Robbins)
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