Chap 2.4: Goal Setting Theory

Front

Define GOAL SETTING THEORY

Back

GOAL SETTING THEORY is a motivation theory that states that employees are motivated by clearly defined goals that fulfil 5 key principles: Clarity, Commitment, Challenge, Task Complexity, Feedback (3C.F.T)

Front

Who created GOAL SETTING THEORY ?

Back

Locked & Latham

Front

CLARITY means .....

Back

Goals should be simple, clear, as specific as possible

Front

CHALLENGE means...

Back

● Goals need to be challenging/ difficult to motivate people to try harder. Goal shouldn’t be too easy.

● The more challenging a goal is, the bigger the reward should be when the employee completes it.

Front

COMMITMENT means .....

Back

● The greater the input from the employee in the process of determine goals, the more likely it is that the employees will commit to the goal.

● This stronger commitment allows for setting more difficult goals, which can lead to greater rewards later

Front

FEEDBACK means ....

Back

● Managers can improve employee’s motivation by providing frequent constructive feedback about their progress & achievement

● Feedback provides:

- opportunities to offer recognition for progress achieved

- make adjustments to the goal if necessary

- ensure expectations are clear

● Failure to give feedback may result in loss of momentum & failure to achieve goal.

Front

TASK COMPLEXITY means ....

Back

• Goals shouldn't overwhelm employees.

• Goal should be achievable by breaking down into smaller steps to help employees feel like they can do it and keeps them wanting to try.

Front

ADVANTAGES of Goal Setting Theory

Back

- Clear, specific, challenging (but achievable) goals boost motivation and performance.

- Extensive research supports the theory's effectiveness.

- Increased productivity due to focused effort.

-Improved management-employee relationships through collaborative goal setting and feedback.

Front

DISADVANTAGES of Goal Setting Theory

Back

- Vague or inappropriate goals (too easy or too hard) can demotivate and hinder performance.

- Individual goals might conflict with each other or organizational objectives.

- Over-focus on goals can lead to neglect of other important job aspects.

- Ignores other factors influencing performance beyond goal setting.

- Failure to meet goals can negatively impact employee confidence.