Edwin A. Locke is an American psychologist known for pioneering goal-setting theory. He received his B.A. from Harvard University and his Ph.D. from Cornell University. Locke's goal-setting theory from 1968 proposes that specific, challenging goals along with feedback lead to higher task performance. The five principles of goal setting are that goals should be clear, challenging, committed to, receive feedback, and consider task complexity. Goal setting theory is widely used in workplaces and organizations like General Electric to improve performance.

1. Edwin A. Locke

2. Biography
American psychologist and pioneer in goal-setting theory.
Born 5-1-1938 in USA
1960 B.A. Harvard University, Psychology
1962 M.A.Cornell University, Industrial and Experimental Psychology
1964 Ph.D.Cornell University, Industrial Psychology
1967-present Work, University of Maryland
-The Goal Setting Theory
-The Distinguished Scientific Contribution Award from the Academy of Management
-Outstanding Teacher-Scholar Award from the University of Maryland
-James Mckeen Cattell Fellow Award
300+ Publications/Books
100+ Papers
50 Op-Eds
Ex.
-What is job satisfaction? American Psychological Association, 1968.
-Toward a Theory of Task Motivation and Incentives, 1968.

3. Theory
-Goal Setting Theory(1968)
Specific and challenging goals along with appropriate feedback contribute to higher and better task performance
-Five Principles of Goal Setting
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.
2-Challenge
When setting goals, make each goal a challenge. If an assignment is easy and not viewed as very
important – and if you or your employee doesn't expect the accomplishment to be significant – then the effort may not
be impressive.
3-Commitment
Goals must be understood and agreed upon if they are to be effective. The harder the goal, the more
commitment is required. If you have an easy goal, you don't need a lot of motivation to get it done.
4-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
For goals or assignments that are highly complex, take special care to ensure that the work doesn't
become too overwhelming.
-Goals characteristics
-Content(what we actually want to achieve)

4. Applications
-Goal setting is widely used in the workplace as a means to improve and
sustain work performance.
-General Electric (GE) successfully applies goal setting theory in all levels of
the organization, not just on- the departmental and individual level.
-“Help us set goals for ourselves and for our GE businesses” (GE.com, 2009)
-Through a revision of GE’s mission and values Jack Welch grew GE from a
$24+ billion company to into a $74+ billion company, ready to face competitors
and future challenges. Welch realigned goals and motivation, forcing managers
to stretch to previously unknown limits.
-For a goal setting program to be successful, it should have strong
organizational support.

5. Sources
http://en.wikipedia.org/wiki/Edwin_A._Locke
http://www.mindtools.com/pages/article/newHTE_87.htm
http://www.edwinlocke.com/
http://www.psychologicalscience.org/awards/cattell/
https://wikispaces.psu.edu/display/PSYCH484/6.+Goal+Setting+Theory
http://www.mbaknol.com/management-case-studies/case-study-general-electricstwo-decade-transformation-under-the-leadership-of-jack-welch/
http://www.stanford.edu/group/narratives/classes/0809/CEE215/Projects/entertainment-company/research/Goal%20Implementation.pdf