Goal-Setting Theory

Edwin Locke's goal setting theory, developed in the 1960s, emphasizes the importance of clear, challenging, and realistic goals in enhancing task performance. Key premises include the need for feedback and participation in goal setting. The theory leads to increased self-efficacy, goal commitment, and motivation. Research shows improved performance, productivity, and a cohesive organizational culture when these principles are applied.

What are the key characteristics of effective goals according to Edwin Locke's theory?

• General, simple, and achievable

• Unattainable, specific, and easy

• Clear, challenging, and realistic

• Vague, easy, and unrealistic

How does feedback contribute to goal setting in an organization?

• It demotivates individuals

• It makes goals unattainable

• It provides a sense of ownership

• It helps individuals understand their progress

What is one of the outcomes of having self-efficacy in goal setting?

• Lower productivity

• Increased sense of ownership

• Decreased belief in personal abilities

• Reduced motivation

Which of the following is a benefit of goal setting on organizational culture?

• Reduces commitment to goals

• Creates a more cohesive culture

• Decreases overall performance

• Increases unattainable goals

What is a key result of setting goals the right way in an organization?

• Lowered self-efficacy

• Increased organizational commitment

• Decreased productivity

• Reduced motivation