Goal-Setting Theory of Motivation involves the development of an action plan designed to motivate and guide a person or group toward a goal.

1. Goal Setting Theory
of Motivation
By,
M. Sabiha
120419862042
MCA II Year

2. Have you ever heard about the
phrases…
Never
give up!
Push
yourself!
Just do
your
best!

3. What is Goal Setting?
It involves the development of
an action plan designed
to motivate and guide a person
or group toward a goal.

4. Goal Setting Theory
In early 1960’s Edwin Locke proposed a Goal Setting Theory
of Motivation.
This theory states that the goal setting is essentially based
on the performance of the task.
It states that specific and challenging goals along with
appropriate feedback contribute to higher and better task
performance.

5. In simple words…
Indicates and
Directs
What needs to
be done
How much
efforts are
required

7. 1. Clear, particular and difficult goals are greater motivating factors
than easy, general and uncertain goals.
2. Specific and clear goals lead to better output and higher
performance.
3. Goals should be realistic and challenging.
4. The more challenging the goal, the greater is the reward.
5. Better and appropriate feedback of results helps employees to work
with more involvement and leads to greater job satisfaction.
6. Participation of setting goal, makes goal more acceptable and leads
to more involvement.

9. 1. Also known as Self-efficacy, is the
individual’s self-confidence and faith that
he has potential of performing the task.
2. Higher the level of self-efficiency,
greater will be the efforts put in by the
individual when they face challenging
tasks.
3. While, lower the level of self-
efficiency, less will be the efforts put in
by the individual or he might even quit
while meeting challenges.
1. The individual must be committed to the
goal and should not leave the goal.
2. This depends upon the 3 factors:
(i) Goals are made open, known and
broadcasted.
(ii) Goals should be set-self by individual
rather than designated.
(iii) Individual’s set goals should be consistent
with the organizational goals and vision.

11. The two main advantages are…
1. It is a technique which is used to raise
incentives for employees to complete work
quickly and effectively.
2. It leads to better performance by increasing
motivation and efforts, but also through
increasing and improving the feedback quality.

12. Limitations of
Goal Setting
Theory of Motivation

13. 1. Conflicts in setting of the goal, sometimes have an undesirable
effect on the performance if it motivates negative action drift.
2. Very difficult and complex goals stimulate risky behaviour.
3. Lack of skills and efficiency leads to failure of goal setting and
tends to weak performance.
4. There is no evidence to prove that goal-setting improves job
satisfaction.