Locke’s Goal Setting Theory – College Pal
(Reference)
Locke’s Goal Setting Theory
Five Principles of Goal Setting, to motivate, goals must have:
1. Clarity – Clear goals are measurable and unambiguous. When a goal is clear and specific, with a definite time set for completion, there is less misunderstanding about what behaviors will be rewarded. You know what’s expected, and you can use the specific result as a source of motivation. When a goal is vague – or when it’s expressed as a general instruction, like “Take initiative” – it has limited motivational value.
2. Challenge – One of the most important characteristics of goals is the level of challenge. People are often motivated by achievement, and they’ll judge a goal based on the significance of the anticipated accomplishment. When you know that what you do will be well received, there’s a natural motivation to do a good job.
3. Commitment – Goals must be understood and agreed upon if they are to be effective. Employees are more likely to “buy into” a goal if they feel they were part of creating that goal. The notion of participative management rests on this idea of involving employees in setting goals and making decisions.
4. Feedback – In addition to selecting the right type of goal, an effective goal program must also include feedback. Feedback provides opportunities to clarify expectations, adjust goal difficulty, and gain recognition. It’s important to provide benchmark opportunities or targets, so individuals can determine for themselves how they’re doing.
5. Task Complexity – The last factor in goal setting theory introduces two more requirements for success. For goals or assignments that are highly complex, take special care to ensure that the work doesn’t become too overwhelming.
People who work in complicated and demanding roles probably have a high level of motivation already. However, they can often push themselves too hard if measures aren’t built into the goal expectations to account for the complexity of the task.
It’s therefore important to do the following:
Give the person sufficient time to meet the goal or improve performance.
Provide enough time for the person to practice or learn what is expected and required for success.
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Instructions:
2. Explain with concrete examples why this theory could be or it was useful for you? use an essay form.
3. What are the possible challenges that may hinder you from achieving your goal? What will you do to successfully achieve your goal?
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