Goal set Theory: Edwin Locke

Goal set Theory:

• 1960s, Edwin Locke
• Intention to work towards a goal are major source of work motivation
• That is goals tells an employee what need to be done and how much effort will need to be expended (used, consumed)
• Goal setting theory: The theory that specific and difficult goals, with feedback leads to higher performance
• People will do better when they get feedback on how well they are progressing towards their goals because feedback helps to identify discrepancies between what they have done and what they want to do.
• Feedback acts to guide behavior
• Self-generated feedback is more powerful motivator than externally generated feedback
• In addition to feedback, four other factors have been found to influence the goal-performance relationship.
• Goal commitment
• Adequate self-efficacy
• Task characteristics
• National culture
• Goal Commitment:
• Most likely to occur when goals are make public, when individual has an internal locus of control, and when the goals are self-set rather than assigned.
• Self-efficacy:
• The individual’s belief that he or she is capable of performing task.
• Goal-setting does not work equally well on all task (task characteristics)
• Goals affect tasks more when task are simple, well learned and independent.
• Less effect when task are complex, novel and interdependent.
• Goal setting theory is culture bound
• U.S., Canada, North Americans like independent task, less power distance, high in achievement.

(Ref: Organization Behavior by S.P.Robbins)