The idea that setting ambitious, but attainable goals can motivate workers and improve performance if the goals are accepted and accompanied by feedback, and facilitated by organizational conditions is at the heart of the goal-setting theory.
<h3>What is a goal-setting theory?</h3>
The goal-setting theory discusses how creating objectives affect performance in the future. According to Edwin Locke's research, people who set particular, challenging goals outperformed people who set general, simple goals. Clarity, challenge, commitment, feedback, and task complexity are the five guiding principles Locke proposed for goal-setting.
Goal-setting guidelines:
Clarity: A goal that is well-defined and measurable is more likely to be achieved than one that is not. To put it another way, be specific.
Challenge: For you to be motivated to work toward the objective, it must be somewhat tough.
Commitment: Make a conscious effort to achieve this aim.
Feedback: Create a system for tracking your progress toward a goal.
Task difficulty: Make sure you allow yourself enough time to get beyond the learning curve necessary to complete a goal if it is very difficult.
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