Difference between revisions of "Goal Setting Theory"
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| − | Locke & Latham’s (2002) goal-setting theory | + | Locke & Latham’s (2002) goal-setting theory is one of the most effective motivational theories. It was formulated inductively based on empirical research conducted over nearly four decades. Its roots are based on the premise that conscious goals affect action (where goals are considered the object or aim of an action) (Locke & Latham, 2002). While goal-setting theory is generally analyzed at the individual level, its principles are considered relevant at the organizational level, too. Locke (2004) further argues that goal-setting is effective for any task where people have control over their performance. Research in this field currently explores goal-setting theory at both individual and organizational levels. In an organizational context, personal empirical observations highlight that the goals of individuals, teams, and the entity as a whole can be in conflict. Goal conflict can motivate incompatible actions, and this has the potential to impact performance. Thus, alignment between individual and group goals is important for maximizing performance.<ref>Definition - What does Goal-setting Theory mean? [http://www.integratingperformance.com/pages/strategic-level/theory-informing-practice/ Integrating Performance]</ref> |
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Revision as of 13:48, 11 April 2023
Locke & Latham’s (2002) goal-setting theory is one of the most effective motivational theories. It was formulated inductively based on empirical research conducted over nearly four decades. Its roots are based on the premise that conscious goals affect action (where goals are considered the object or aim of an action) (Locke & Latham, 2002). While goal-setting theory is generally analyzed at the individual level, its principles are considered relevant at the organizational level, too. Locke (2004) further argues that goal-setting is effective for any task where people have control over their performance. Research in this field currently explores goal-setting theory at both individual and organizational levels. In an organizational context, personal empirical observations highlight that the goals of individuals, teams, and the entity as a whole can be in conflict. Goal conflict can motivate incompatible actions, and this has the potential to impact performance. Thus, alignment between individual and group goals is important for maximizing performance.[1]
See Also
Organizational Performance
Organizational Theory
Contingency Theory
Systems Theory
References
- ↑ Definition - What does Goal-setting Theory mean? Integrating Performance