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    Goal Setting Theory of Motivation - Papertyari

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    Pahulpreet Singh
    The document discusses goal setting theory of motivation which states that specific, measurable goals motivate employees to perform better. It outlines factors in goal setting like goals being clear, challenging but achievable, and getting employee commitment and feedback.

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    Goal Setting Theory of Motivation - Papertyari

    Uploaded by

    Pahulpreet Singh
    2 views1 page
    The document discusses goal setting theory of motivation which states that specific, measurable goals motivate employees to perform better. It outlines factors in goal setting like goals being clear, challenging but achievable, and getting employee commitment and feedback.

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    © © All Rights Reserved

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    The document discusses goal setting theory of motivation which states that specific, measurable goals motivate employees to perform better. It outlines factors in goal setting like goals being clear, challenging but achievable, and getting employee commitment and feedback.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    2 views1 page

    Goal Setting Theory of Motivation - Papertyari

    Uploaded by

    Pahulpreet Singh
    The document discusses goal setting theory of motivation which states that specific, measurable goals motivate employees to perform better. It outlines factors in goal setting like goals being clear, challenging but achievable, and getting employee commitment and feedback.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 1

    Goal Setting Theory of Motivation

    Goal setting theory of motivation is a theory which states that there is an inseparable link between goal
    setting and task performance. The theory was proposed by Edwin Locke in 1960’s. It states that specific,
    measurable and attainable goals motivate an employee to achieve the goal, while lousy vague targets
    suck off enthusiasm of employee.

    Factors in Goal Setting Theory


     Clarity: Vague, unambiguous goal leads to misconceptions and will never give desired results.
    Crisp, clear, measurable, specific goals have to be set and communicated to the employee in the
    simplest way possible. No room for assumptions in goal setting.
     Challenging goals: Besides being clear and specific, the goal set should be challenging. Easy to
    achieve goals fail to keep the employee excited, however, since people are often motivated by
    the feeling of achievement, setting challenging goals helps motivate the employee to do his
    best. When setting goals, make each goal a challenge. If an assignment is easy and not viewed as
    very important – and if employee doesn't expect the accomplishment to be significant then the
    effort may not be impressive
     Achievable goals: if the goal by his manager is something really steep, it will do more damage
    instead of good. Easy goals don’t seem to challenge an employee, however, in the eagerness to
    set challenging goals, if the goal is tad on the unattainable side, the employee can get
    demotivated, instead of motivated. The idea is to challenge the employee to give his best
    performance without frustrating him.
     Commitment to goals: If employees feel they were part of creating the goal, they are more
    likely to try their level best to achieve the goal.
     Task Complexity: When a goal is complex, the employee becomes confused on how to achieve
    the goals. This results in poor motivation and often resist and obstruct people from attaining the
    goals.
     Feedback: Once the goal is set and task is delegated, it is important to monitor the progress and
    provide regular feedback to employee. Feedback empowers people to improve their
    performance and enable them to keep their problems and concerns in perspective.
    .

    ©Papertyari.com Page 1

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