SlideShare a Scribd company logo
1 of 18
Aatmiki Singh
   PB1201
EDWIN LOCKE




LATHAM AND LOCKE
In 1960’s, Edwin Locke put forward the Goal-setting theory
of motivation.

This theory states that goal setting is essentially linked to
task performance.

It states that specific and challenging goals along with
appropriate feedback contribute to higher and better task
performance.

 In simple words, goals indicate and give direction to an
employee about what needs to be done and how much
efforts are required to be put in.
   The willingness to work towards attainment of goal is main
    source of job motivation. Clear, particular and difficult goals
    are greater motivating factors than easy, general and vague
    goals.

   Specific and clear goals lead to greater output and better
    performance. Unambiguous, measurable and clear goals
    accompanied by a deadline for completion avoids
    misunderstanding.
   Goals should be realistic and challenging. This gives an
    individual a feeling of pride and triumph when he attains
    them, and sets him up for attainment of next goal.

   Better and appropriate feedback of results directs the
    employee behaviour and contributes to higher performance
    than absence of feedback. It helps employees to work with
    more involvement and leads to greater job satisfaction.
   Employees’ participation in goal is not always desirable.

   Participation of setting goal, however, makes goal more
    acceptable and leads to more involvement.
   Self-efficiency- Self-efficiency is the individual’s self-
    confidence and faith that he has potential of performing the
    task. Higher the level of self-efficiency, greater will be the
    efforts put in by the individual when they face challenging
    tasks and vice versa.

   Goal commitment- Goal setting theory assumes that the
    individual is committed to the goal and will not leave the
    goal.
   The goal commitment is dependent on the following factors:

     Goals are made open, known and broadcasted.
     Goals should be set-self by individual rather than
      designated.
     Individual’s set goals should be consistent with the
      organizational goals and vision.
   Goal setting theory is a      Goal setting leads to
    technique used to raise        better performance by
    incentives for                 increasing motivation
    employees to                   and efforts, but also
    complete work quickly          through increasing and
    and effectively.               improving the
                                   feedback quality.
   At times, the organizational goals are in conflict with the
    managerial goals. Goal conflict has a detrimental effect on
    the performance if it motivates incompatible action drift.

   Very difficult and complex goals stimulate riskier behaviour.

   If the employee lacks skills and competencies to perform
    actions essential for goal, then the goal-setting can fail and
    lead to undermining of performance.

   There is no evidence to prove that goal-setting improves job
    satisfaction.
   Dr. Locke and Dr. Latham joint published "A Theory of Goal
    Setting and Task Performance" in 1990.

   Their book reinforced the importance of setting specific and
    difficult goals.

   It concluded that there were five fundamental
    principles that lie behind effective goal setting. Not only
    that but the degree to which these are present in a goal is
    directly linked to the achievement of that goal.
Clarity     Challenge




             Commitment
Complexity
             and Feedback
   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 behaviours will be
    rewarded.

   You know what's expected, and you can use the
    specific result as a source of motivation.
   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 setting goals, make each goal a challenge.
   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.
   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.

   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.
Goal setting theory
Goal setting theory

More Related Content

What's hot

Vroom's excectancy theory
Vroom's excectancy theoryVroom's excectancy theory
Vroom's excectancy theoryIsha Joshi
 
Goal setting and motivation
Goal setting and motivationGoal setting and motivation
Goal setting and motivationEdz Gapuz
 
All about motivation
All about motivationAll about motivation
All about motivationsgshiva
 
Porter and Lawler Model of Motivation
Porter and Lawler Model of MotivationPorter and Lawler Model of Motivation
Porter and Lawler Model of MotivationSebastianThomas57
 
McClelland’s Human Motivation Theory
McClelland’s Human Motivation TheoryMcClelland’s Human Motivation Theory
McClelland’s Human Motivation TheorySaqlain Akram
 
Chapter 5 motivation
Chapter 5  motivationChapter 5  motivation
Chapter 5 motivationGigantz
 
Reinforcement theory of motivation
Reinforcement theory of motivationReinforcement theory of motivation
Reinforcement theory of motivationhumaapkeliye
 
Motivation and Motivation theories
Motivation and Motivation theoriesMotivation and Motivation theories
Motivation and Motivation theoriesAMALDASKH
 
Mcclelland's theory of achievement motivation
Mcclelland's theory of achievement motivationMcclelland's theory of achievement motivation
Mcclelland's theory of achievement motivationBeulahJayarani
 
McClelland's theory of Motivation
McClelland's theory of MotivationMcClelland's theory of Motivation
McClelland's theory of MotivationFenil Sadaiya
 
Motivating And Rewarding Employees
Motivating And Rewarding EmployeesMotivating And Rewarding Employees
Motivating And Rewarding EmployeesRasha Shawoosh
 
Equity theory of motivation
Equity theory of motivationEquity theory of motivation
Equity theory of motivationJyoti Kandpal
 

What's hot (20)

Goal setting theory
Goal setting theoryGoal setting theory
Goal setting theory
 
Expectancy theory
Expectancy theory Expectancy theory
Expectancy theory
 
Self efficacy
Self efficacySelf efficacy
Self efficacy
 
McClelland's Theory of Needs
McClelland's Theory of NeedsMcClelland's Theory of Needs
McClelland's Theory of Needs
 
Vroom's excectancy theory
Vroom's excectancy theoryVroom's excectancy theory
Vroom's excectancy theory
 
Goal Setting Theory
Goal Setting TheoryGoal Setting Theory
Goal Setting Theory
 
Motivationgoalsettings
MotivationgoalsettingsMotivationgoalsettings
Motivationgoalsettings
 
Goal setting and motivation
Goal setting and motivationGoal setting and motivation
Goal setting and motivation
 
All about motivation
All about motivationAll about motivation
All about motivation
 
Porter and Lawler Model of Motivation
Porter and Lawler Model of MotivationPorter and Lawler Model of Motivation
Porter and Lawler Model of Motivation
 
McClelland’s Human Motivation Theory
McClelland’s Human Motivation TheoryMcClelland’s Human Motivation Theory
McClelland’s Human Motivation Theory
 
Motivation
MotivationMotivation
Motivation
 
Chapter 5 motivation
Chapter 5  motivationChapter 5  motivation
Chapter 5 motivation
 
Reinforcement theory of motivation
Reinforcement theory of motivationReinforcement theory of motivation
Reinforcement theory of motivation
 
Motivation and Motivation theories
Motivation and Motivation theoriesMotivation and Motivation theories
Motivation and Motivation theories
 
Mcclelland's theory of achievement motivation
Mcclelland's theory of achievement motivationMcclelland's theory of achievement motivation
Mcclelland's theory of achievement motivation
 
McClelland's theory of Motivation
McClelland's theory of MotivationMcClelland's theory of Motivation
McClelland's theory of Motivation
 
Motivating And Rewarding Employees
Motivating And Rewarding EmployeesMotivating And Rewarding Employees
Motivating And Rewarding Employees
 
Expectancy theory
Expectancy theoryExpectancy theory
Expectancy theory
 
Equity theory of motivation
Equity theory of motivationEquity theory of motivation
Equity theory of motivation
 

Viewers also liked

Evaluating HRD interventions
Evaluating HRD interventionsEvaluating HRD interventions
Evaluating HRD interventionsAllen Grabo
 
HRD competition & strategy
HRD competition & strategyHRD competition & strategy
HRD competition & strategyE P John
 
EASP 2017 - Facial dominance and power
EASP 2017 - Facial dominance and powerEASP 2017 - Facial dominance and power
EASP 2017 - Facial dominance and powerAllen Grabo
 
Human resource development
Human resource developmentHuman resource development
Human resource developmentGeethu Mary
 

Viewers also liked (6)

Evaluating HRD interventions
Evaluating HRD interventionsEvaluating HRD interventions
Evaluating HRD interventions
 
HRD competition & strategy
HRD competition & strategyHRD competition & strategy
HRD competition & strategy
 
EASP 2017 - Facial dominance and power
EASP 2017 - Facial dominance and powerEASP 2017 - Facial dominance and power
EASP 2017 - Facial dominance and power
 
Ppt on hrd
Ppt on hrdPpt on hrd
Ppt on hrd
 
Goal setting ppt
Goal setting pptGoal setting ppt
Goal setting ppt
 
Human resource development
Human resource developmentHuman resource development
Human resource development
 

Similar to Goal setting theory

Goal setting theory
Goal setting theoryGoal setting theory
Goal setting theoryMj Payal
 
Goal Setting Theory.ppt
Goal Setting Theory.pptGoal Setting Theory.ppt
Goal Setting Theory.pptAbdul rehman
 
Vroom suggested that the relationship between people.docx
Vroom suggested that the relationship between people.docxVroom suggested that the relationship between people.docx
Vroom suggested that the relationship between people.docxSOMOSCO1
 
INTERNATIONAL JOURNAL OF MANAGEMENT, BUSINESS, AND ADMINISTRAT.docx
INTERNATIONAL JOURNAL OF MANAGEMENT, BUSINESS, AND ADMINISTRAT.docxINTERNATIONAL JOURNAL OF MANAGEMENT, BUSINESS, AND ADMINISTRAT.docx
INTERNATIONAL JOURNAL OF MANAGEMENT, BUSINESS, AND ADMINISTRAT.docxnormanibarber20063
 
The Three Theories I chose are10.1.3 Acquired Needs TheoryD.docx
The Three Theories I chose are10.1.3 Acquired Needs TheoryD.docxThe Three Theories I chose are10.1.3 Acquired Needs TheoryD.docx
The Three Theories I chose are10.1.3 Acquired Needs TheoryD.docxssusera34210
 
Lectura del foro knowing when to set learning versus performance goals (1)
Lectura del foro knowing when to set learning versus performance goals (1)Lectura del foro knowing when to set learning versus performance goals (1)
Lectura del foro knowing when to set learning versus performance goals (1)Johanna López
 
Chapter 9 Employees Motivation by Aamodt
Chapter 9 Employees Motivation by Aamodt Chapter 9 Employees Motivation by Aamodt
Chapter 9 Employees Motivation by Aamodt Rudy Hernandez
 
Motivation theories and application
Motivation theories and applicationMotivation theories and application
Motivation theories and applicationPriyanshu Gandhi
 
Motivation (goal setting) By IISWBM students
Motivation (goal setting) By IISWBM studentsMotivation (goal setting) By IISWBM students
Motivation (goal setting) By IISWBM studentsSoudeep Samanta
 
The Advantages Of Goal Setting.pptx
The Advantages Of Goal Setting.pptxThe Advantages Of Goal Setting.pptx
The Advantages Of Goal Setting.pptxKhariharan13
 
Management by objectives (MBO
Management by objectives (MBOManagement by objectives (MBO
Management by objectives (MBOWaheed Ali
 
Bus101 lec 9 motivating people
Bus101 lec 9 motivating peopleBus101 lec 9 motivating people
Bus101 lec 9 motivating peoplecman-01
 
Is Understanding Employee Psychology the Secret to Boosting Engagement?
Is Understanding Employee Psychology the Secret to Boosting Engagement?Is Understanding Employee Psychology the Secret to Boosting Engagement?
Is Understanding Employee Psychology the Secret to Boosting Engagement?Kashish Trivedi
 
TOPIC 2 - Setting goals for success.pdf
TOPIC 2 - Setting goals for success.pdfTOPIC 2 - Setting goals for success.pdf
TOPIC 2 - Setting goals for success.pdfKimG22
 
Ob i motivation concepts & applications- perception & attitudes
Ob i motivation concepts & applications- perception & attitudesOb i motivation concepts & applications- perception & attitudes
Ob i motivation concepts & applications- perception & attitudesShivkumar Menon
 
Motivation and its theories
Motivation and its theoriesMotivation and its theories
Motivation and its theoriesPrashant Tomar
 

Similar to Goal setting theory (20)

Goal setting theory
Goal setting theoryGoal setting theory
Goal setting theory
 
Goal Setting Theory.ppt
Goal Setting Theory.pptGoal Setting Theory.ppt
Goal Setting Theory.ppt
 
Vroom suggested that the relationship between people.docx
Vroom suggested that the relationship between people.docxVroom suggested that the relationship between people.docx
Vroom suggested that the relationship between people.docx
 
Cherry pm
Cherry pmCherry pm
Cherry pm
 
INTERNATIONAL JOURNAL OF MANAGEMENT, BUSINESS, AND ADMINISTRAT.docx
INTERNATIONAL JOURNAL OF MANAGEMENT, BUSINESS, AND ADMINISTRAT.docxINTERNATIONAL JOURNAL OF MANAGEMENT, BUSINESS, AND ADMINISTRAT.docx
INTERNATIONAL JOURNAL OF MANAGEMENT, BUSINESS, AND ADMINISTRAT.docx
 
The Three Theories I chose are10.1.3 Acquired Needs TheoryD.docx
The Three Theories I chose are10.1.3 Acquired Needs TheoryD.docxThe Three Theories I chose are10.1.3 Acquired Needs TheoryD.docx
The Three Theories I chose are10.1.3 Acquired Needs TheoryD.docx
 
Lectura del foro knowing when to set learning versus performance goals (1)
Lectura del foro knowing when to set learning versus performance goals (1)Lectura del foro knowing when to set learning versus performance goals (1)
Lectura del foro knowing when to set learning versus performance goals (1)
 
Motivation
MotivationMotivation
Motivation
 
Chapter 9 Employees Motivation by Aamodt
Chapter 9 Employees Motivation by Aamodt Chapter 9 Employees Motivation by Aamodt
Chapter 9 Employees Motivation by Aamodt
 
Motivation theories and application
Motivation theories and applicationMotivation theories and application
Motivation theories and application
 
Motivation (goal setting) By IISWBM students
Motivation (goal setting) By IISWBM studentsMotivation (goal setting) By IISWBM students
Motivation (goal setting) By IISWBM students
 
The Advantages Of Goal Setting.pptx
The Advantages Of Goal Setting.pptxThe Advantages Of Goal Setting.pptx
The Advantages Of Goal Setting.pptx
 
HBO - Job Design & Goal Setting
HBO - Job Design & Goal SettingHBO - Job Design & Goal Setting
HBO - Job Design & Goal Setting
 
Management by objectives (MBO
Management by objectives (MBOManagement by objectives (MBO
Management by objectives (MBO
 
Bus101 lec 9 motivating people
Bus101 lec 9 motivating peopleBus101 lec 9 motivating people
Bus101 lec 9 motivating people
 
Is Understanding Employee Psychology the Secret to Boosting Engagement?
Is Understanding Employee Psychology the Secret to Boosting Engagement?Is Understanding Employee Psychology the Secret to Boosting Engagement?
Is Understanding Employee Psychology the Secret to Boosting Engagement?
 
TOPIC 2 - Setting goals for success.pdf
TOPIC 2 - Setting goals for success.pdfTOPIC 2 - Setting goals for success.pdf
TOPIC 2 - Setting goals for success.pdf
 
Job design
Job designJob design
Job design
 
Ob i motivation concepts & applications- perception & attitudes
Ob i motivation concepts & applications- perception & attitudesOb i motivation concepts & applications- perception & attitudes
Ob i motivation concepts & applications- perception & attitudes
 
Motivation and its theories
Motivation and its theoriesMotivation and its theories
Motivation and its theories
 

Recently uploaded

Raising Seed Capital by Steve Schlafman at RRE Ventures
Raising Seed Capital by Steve Schlafman at RRE VenturesRaising Seed Capital by Steve Schlafman at RRE Ventures
Raising Seed Capital by Steve Schlafman at RRE VenturesAlejandro Cremades
 
1Q24_EN hyundai capital 1q performance
1Q24_EN   hyundai capital 1q performance1Q24_EN   hyundai capital 1q performance
1Q24_EN hyundai capital 1q performanceirhcs
 
Expert Cross-Border Financial Planning Advisors
Expert Cross-Border Financial Planning AdvisorsExpert Cross-Border Financial Planning Advisors
Expert Cross-Border Financial Planning Advisorscardinalpointwealth11
 
Sedex Members Ethical Trade Audit (SMETA) Measurement Criteria
Sedex Members Ethical Trade Audit (SMETA) Measurement CriteriaSedex Members Ethical Trade Audit (SMETA) Measurement Criteria
Sedex Members Ethical Trade Audit (SMETA) Measurement Criteriamilos639
 
A Brief Introduction About Jacob Badgett
A Brief Introduction About Jacob BadgettA Brief Introduction About Jacob Badgett
A Brief Introduction About Jacob BadgettJacobBadgett
 
Powers and Functions of CPCB - The Water Act 1974.pdf
Powers and Functions of CPCB - The Water Act 1974.pdfPowers and Functions of CPCB - The Water Act 1974.pdf
Powers and Functions of CPCB - The Water Act 1974.pdflinciy03
 
Presentation4 (2) survey responses clearly labelled
Presentation4 (2) survey responses clearly labelledPresentation4 (2) survey responses clearly labelled
Presentation4 (2) survey responses clearly labelledCaitlinCummins3
 
Guide to Networking Essentials 8th Edition by Greg Tomsho solution manual.doc
Guide to Networking Essentials 8th Edition by Greg Tomsho solution manual.docGuide to Networking Essentials 8th Edition by Greg Tomsho solution manual.doc
Guide to Networking Essentials 8th Edition by Greg Tomsho solution manual.docssuserf63bd7
 
stock price prediction using machine learning
stock price prediction using machine learningstock price prediction using machine learning
stock price prediction using machine learninggauravwankar27
 
Powerpoint showing results from tik tok metrics
Powerpoint showing results from tik tok metricsPowerpoint showing results from tik tok metrics
Powerpoint showing results from tik tok metricsCaitlinCummins3
 
tekAura | Desktop Procedure Template (2016)
tekAura | Desktop Procedure Template (2016)tekAura | Desktop Procedure Template (2016)
tekAura | Desktop Procedure Template (2016)Norah Medlin
 
Daftar Rumpun, Pohon, dan Cabang Ilmu (2024).pdf
Daftar Rumpun, Pohon, dan Cabang Ilmu (2024).pdfDaftar Rumpun, Pohon, dan Cabang Ilmu (2024).pdf
Daftar Rumpun, Pohon, dan Cabang Ilmu (2024).pdfAgusHalim9
 
PitchBook’s Guide to VC Funding for Startups
PitchBook’s Guide to VC Funding for StartupsPitchBook’s Guide to VC Funding for Startups
PitchBook’s Guide to VC Funding for StartupsAlejandro Cremades
 
Aptar Closures segment - Corporate Overview-India.pdf
Aptar Closures segment - Corporate Overview-India.pdfAptar Closures segment - Corporate Overview-India.pdf
Aptar Closures segment - Corporate Overview-India.pdfprchbhandari
 
Blinkit: Revolutionizing the On-Demand Grocery Delivery Service.pptx
Blinkit: Revolutionizing the On-Demand Grocery Delivery Service.pptxBlinkit: Revolutionizing the On-Demand Grocery Delivery Service.pptx
Blinkit: Revolutionizing the On-Demand Grocery Delivery Service.pptxSaksham Gupta
 
Stages of Startup Funding - An Explainer
Stages of Startup Funding - An ExplainerStages of Startup Funding - An Explainer
Stages of Startup Funding - An ExplainerAlejandro Cremades
 
Exploring-Pipe-Flanges-Applications-Types-and-Benefits.pptx
Exploring-Pipe-Flanges-Applications-Types-and-Benefits.pptxExploring-Pipe-Flanges-Applications-Types-and-Benefits.pptx
Exploring-Pipe-Flanges-Applications-Types-and-Benefits.pptxTexas Flange
 
Falcon Invoice Discounting Setup for Small Businesses
Falcon Invoice Discounting Setup for Small BusinessesFalcon Invoice Discounting Setup for Small Businesses
Falcon Invoice Discounting Setup for Small BusinessesFalcon investment
 
How Do Venture Capitalists Make Decisions?
How Do Venture Capitalists Make Decisions?How Do Venture Capitalists Make Decisions?
How Do Venture Capitalists Make Decisions?Alejandro Cremades
 
Series A Fundraising Guide (Investing Individuals Improving Our World) by Accion
Series A Fundraising Guide (Investing Individuals Improving Our World) by AccionSeries A Fundraising Guide (Investing Individuals Improving Our World) by Accion
Series A Fundraising Guide (Investing Individuals Improving Our World) by AccionAlejandro Cremades
 

Recently uploaded (20)

Raising Seed Capital by Steve Schlafman at RRE Ventures
Raising Seed Capital by Steve Schlafman at RRE VenturesRaising Seed Capital by Steve Schlafman at RRE Ventures
Raising Seed Capital by Steve Schlafman at RRE Ventures
 
1Q24_EN hyundai capital 1q performance
1Q24_EN   hyundai capital 1q performance1Q24_EN   hyundai capital 1q performance
1Q24_EN hyundai capital 1q performance
 
Expert Cross-Border Financial Planning Advisors
Expert Cross-Border Financial Planning AdvisorsExpert Cross-Border Financial Planning Advisors
Expert Cross-Border Financial Planning Advisors
 
Sedex Members Ethical Trade Audit (SMETA) Measurement Criteria
Sedex Members Ethical Trade Audit (SMETA) Measurement CriteriaSedex Members Ethical Trade Audit (SMETA) Measurement Criteria
Sedex Members Ethical Trade Audit (SMETA) Measurement Criteria
 
A Brief Introduction About Jacob Badgett
A Brief Introduction About Jacob BadgettA Brief Introduction About Jacob Badgett
A Brief Introduction About Jacob Badgett
 
Powers and Functions of CPCB - The Water Act 1974.pdf
Powers and Functions of CPCB - The Water Act 1974.pdfPowers and Functions of CPCB - The Water Act 1974.pdf
Powers and Functions of CPCB - The Water Act 1974.pdf
 
Presentation4 (2) survey responses clearly labelled
Presentation4 (2) survey responses clearly labelledPresentation4 (2) survey responses clearly labelled
Presentation4 (2) survey responses clearly labelled
 
Guide to Networking Essentials 8th Edition by Greg Tomsho solution manual.doc
Guide to Networking Essentials 8th Edition by Greg Tomsho solution manual.docGuide to Networking Essentials 8th Edition by Greg Tomsho solution manual.doc
Guide to Networking Essentials 8th Edition by Greg Tomsho solution manual.doc
 
stock price prediction using machine learning
stock price prediction using machine learningstock price prediction using machine learning
stock price prediction using machine learning
 
Powerpoint showing results from tik tok metrics
Powerpoint showing results from tik tok metricsPowerpoint showing results from tik tok metrics
Powerpoint showing results from tik tok metrics
 
tekAura | Desktop Procedure Template (2016)
tekAura | Desktop Procedure Template (2016)tekAura | Desktop Procedure Template (2016)
tekAura | Desktop Procedure Template (2016)
 
Daftar Rumpun, Pohon, dan Cabang Ilmu (2024).pdf
Daftar Rumpun, Pohon, dan Cabang Ilmu (2024).pdfDaftar Rumpun, Pohon, dan Cabang Ilmu (2024).pdf
Daftar Rumpun, Pohon, dan Cabang Ilmu (2024).pdf
 
PitchBook’s Guide to VC Funding for Startups
PitchBook’s Guide to VC Funding for StartupsPitchBook’s Guide to VC Funding for Startups
PitchBook’s Guide to VC Funding for Startups
 
Aptar Closures segment - Corporate Overview-India.pdf
Aptar Closures segment - Corporate Overview-India.pdfAptar Closures segment - Corporate Overview-India.pdf
Aptar Closures segment - Corporate Overview-India.pdf
 
Blinkit: Revolutionizing the On-Demand Grocery Delivery Service.pptx
Blinkit: Revolutionizing the On-Demand Grocery Delivery Service.pptxBlinkit: Revolutionizing the On-Demand Grocery Delivery Service.pptx
Blinkit: Revolutionizing the On-Demand Grocery Delivery Service.pptx
 
Stages of Startup Funding - An Explainer
Stages of Startup Funding - An ExplainerStages of Startup Funding - An Explainer
Stages of Startup Funding - An Explainer
 
Exploring-Pipe-Flanges-Applications-Types-and-Benefits.pptx
Exploring-Pipe-Flanges-Applications-Types-and-Benefits.pptxExploring-Pipe-Flanges-Applications-Types-and-Benefits.pptx
Exploring-Pipe-Flanges-Applications-Types-and-Benefits.pptx
 
Falcon Invoice Discounting Setup for Small Businesses
Falcon Invoice Discounting Setup for Small BusinessesFalcon Invoice Discounting Setup for Small Businesses
Falcon Invoice Discounting Setup for Small Businesses
 
How Do Venture Capitalists Make Decisions?
How Do Venture Capitalists Make Decisions?How Do Venture Capitalists Make Decisions?
How Do Venture Capitalists Make Decisions?
 
Series A Fundraising Guide (Investing Individuals Improving Our World) by Accion
Series A Fundraising Guide (Investing Individuals Improving Our World) by AccionSeries A Fundraising Guide (Investing Individuals Improving Our World) by Accion
Series A Fundraising Guide (Investing Individuals Improving Our World) by Accion
 

Goal setting theory

  • 1. Aatmiki Singh PB1201
  • 3. In 1960’s, Edwin Locke put forward the Goal-setting theory of motivation. This theory states that goal setting is essentially linked to task performance. It states that specific and challenging goals along with appropriate feedback contribute to higher and better task performance.  In simple words, goals indicate and give direction to an employee about what needs to be done and how much efforts are required to be put in.
  • 4. The willingness to work towards attainment of goal is main source of job motivation. Clear, particular and difficult goals are greater motivating factors than easy, general and vague goals.  Specific and clear goals lead to greater output and better performance. Unambiguous, measurable and clear goals accompanied by a deadline for completion avoids misunderstanding.
  • 5. Goals should be realistic and challenging. This gives an individual a feeling of pride and triumph when he attains them, and sets him up for attainment of next goal.  Better and appropriate feedback of results directs the employee behaviour and contributes to higher performance than absence of feedback. It helps employees to work with more involvement and leads to greater job satisfaction.
  • 6. Employees’ participation in goal is not always desirable.  Participation of setting goal, however, makes goal more acceptable and leads to more involvement.
  • 7. Self-efficiency- Self-efficiency is the individual’s self- confidence and faith that he has potential of performing the task. Higher the level of self-efficiency, greater will be the efforts put in by the individual when they face challenging tasks and vice versa.  Goal commitment- Goal setting theory assumes that the individual is committed to the goal and will not leave the goal.
  • 8. The goal commitment is dependent on the following factors:  Goals are made open, known and broadcasted.  Goals should be set-self by individual rather than designated.  Individual’s set goals should be consistent with the organizational goals and vision.
  • 9. Goal setting theory is a  Goal setting leads to technique used to raise better performance by incentives for increasing motivation employees to and efforts, but also complete work quickly through increasing and and effectively. improving the feedback quality.
  • 10. At times, the organizational goals are in conflict with the managerial goals. Goal conflict has a detrimental effect on the performance if it motivates incompatible action drift.  Very difficult and complex goals stimulate riskier behaviour.  If the employee lacks skills and competencies to perform actions essential for goal, then the goal-setting can fail and lead to undermining of performance.  There is no evidence to prove that goal-setting improves job satisfaction.
  • 11. Dr. Locke and Dr. Latham joint published "A Theory of Goal Setting and Task Performance" in 1990.  Their book reinforced the importance of setting specific and difficult goals.  It concluded that there were five fundamental principles that lie behind effective goal setting. Not only that but the degree to which these are present in a goal is directly linked to the achievement of that goal.
  • 12. Clarity Challenge Commitment Complexity and Feedback
  • 13. 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 behaviours will be rewarded.  You know what's expected, and you can use the specific result as a source of motivation.
  • 14. 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 setting goals, make each goal a challenge.
  • 15. 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.
  • 16. 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.  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.