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.

How does goal commitment affect an individual's motivation?

What positive results can arise from setting goals correctly in an organization?