Goal setting

Goal setting involves the development of an action plan designed to motivate and guide a person or group toward a goal.[1] Goal
setting can be guided by goal-setting criteria (or rules) such as SMART criteria. Goal setting is a major component of personal-
development and management literature.

Studies by Edwin A. Locke and his colleagues have shown that more specific and ambitious goals lead to more performance
improvement than easy or general goals. As long as the person accepts the goal, has the ability to attain it, and does not have
ficulty and task performance.[2]
conflicting goals, there is a positive linear relationship between goal dif

Contents
History
Concept
Goal commitment
Goal–performance relationship
Feedback
Honing goal setting using temporal motivation theory
Employee motivation
In business
In personal life
Limitations
Developments in theory
Goal choice
Learning goals
Framing
Affect
Group goals
Goals and traits
Macro-level goals
Goals and subconscious priming
General action and inaction goals
See also
References

History
Cecil Alec Mace carried out the first empirical studies in 1935.[3]

Edwin A. Locke began to examine goal setting in the mid-1960s and continued researching goal setting for more than 30
years.[2][4][5] Locke derived the idea for goal-setting from Aristotle's form of final causality. Aristotle speculated that purpose can
cause action; thus, Locke began researching the impact goals have on human activity. Locke developed and refined his goal-setting
theory in the 1960s, publishing his first article on the subject, "Toward a Theory of Task Motivation and Incentives", in 1968.[6] This
article established the positive relationship between clearly identified goals and performance.
Concept
Goals that are deemed difficult to achieve and specific tend to increase performance more than goals that are not.[7] A goal can
become more specific through quantification or enumeration (it should be measurable), such as by demanding "...increase
productivity by 50%," or by defining certain tasks that must be completed.

Setting goals affects outcomes in four ways:[8]

1. Choice: Goals narrow attention and direct ef forts to goal-relevant activities, and away from goal-irrelevant actions.
2. Effort: Goals can lead to more effort; for example, if one typically produces 4 widgets an ohur, and has the goal of
producing 6, one may work more intensely towards the goal than one would otherwise.
3. Persistence: Someone becomes more likely to work through setbacks if pursuing a goal.
4. Cognition: Goals can lead individuals to develop and change their behavior .

Goal commitment
People perform better when they are committed to achieving certain goals. Through an understanding of the effect of goal setting on
individual performance, organizations are able to use goal setting to benefit organizational performance. Locke and Latham (2002)
[9]
have indicated three moderators that indicate goal setting success:

1. The importance of the expected outcomes of goal attainment, and

2. Self-efficacy—one's belief that they are ableto achieve the goals, and
3. Commitment to others—promises or engagements to others can strongly improve commitment.
Expanding the three from above, the level of commitment is influenced by external factors. Such as the person assigning the goal,
setting the standard for the person to achieve/perform. This influences the level of commitment by how compliant the individual is
with the one assigning the goal. An external factor can also be the role models of the individual. Say if they strive to be like their
favorite athlete, the individual is more likely to put forth more ef
fort to their own work and goals.

Internal factors can derive from their participation level in the work to achieve the goal. What they expect from themselves can either
flourish their success, or destroy it. Also, the individual may want to appear superior to their peers or competitors. They want to
achieve the goal the best and be known for it. The self-reward of accomplishing a goal, is usually one of the main keys that keep
individuals committed.

Goal–performance relationship
Locke and colleagues (1981) examined the behavioral effects of goal-setting, concluding that 90% of laboratory and field studies
[10]
involving specific and challenging goals led to higher performance than did easy or no goals.

Locke and Latham (2006) argue that it is not sufficient to urge employees to "do their best". "Doing one's best" has no external
referent, which makes it useless in eliciting specific behavior. To elicit some specific form of behavior from another person, it is
important that this person has a clear view of what is expected from him/her. A goal is thereby of vital importance because it helps an
.[2]
individual to focus his or her efforts in a specified direction. In other words, goals canalize behavior

Feedback
Without proper feedback channels it is impossible for employees to adapt or adjust to the required behavior. Managers should keep
track of performance to allow employees to see how effective they have been in attaining their goals.[11] Providing feedback on
short-term objectives helps to sustain motivation and commitment to the goal and without it, goal setting is unlikely to be successful.
Feedback should be provided on the strategies followed to achieve the goals and the final outcomes achieved, as well. Feedback on
strategies used to obtain goals is very important, especially for complex work, because challenging goals put focus on outcomes
rather than on performance strategies, so they impair performance. Properly delivered feedback is also very essential, and the
following hints may help for providing a good feedback:
 Create a positive context for feedback
Use constructive and positive language
Focus on behaviors and strategies
Tailor feedback to the needs of the individualworker
Make feedback a two-way communication process
Advances in technology can facilitate providing feedback. Systems analysts have designed computer programs that track goals for
numerous members of an organization. Such computer systems may maintain every employee's goals, as well as their deadlines.
Separate methods may check the employee's progress on a regular basis, and other systems may require perceived slackers to explain
how they intend to improve.

More difficult goals require more cognitive strategies and well-developed skills. The more difficult the tasks, the smaller the group of
people who possess the necessary skills and strategies. From an organizational perspective, it is thereby more difficult to successfully
attain more difficult goals, since resources become more scarce.

Honing goal setting using temporal motivation theory

Locke and Latham (2004) note that goal setting theory lacks "the issue of time perspective".[12] Taking this into consideration, Steel
and Konig (2006) utilize their temporal motivation theory (TMT) to account for goal setting's effects, and suggest new hypotheses
regarding a pair of its moderators: goal difficulty and proximity.[13] The effectiveness of goal setting can be explained by two aspects
of TMT: the principle of diminishing returns and temporal discounting.[13] Similar to the expression "the sum of the parts can be
[13]
greater than the whole", a division of a project into several, immediate, subgoals appears to take advantage of these two elements.

Employee motivation
The more employees are motivated, the more they are stimulated and interested in accepting goals. These success factors are
interdependent. For example, the expected outcomes of goals are positively influenced when employees are involved in the goal
setting process. Not only does participation increase commitment in attaining the goals that are set, participation influences self-
efficacy as well. Additionally, feedback is necessary to monitor one's progress. When feedback is not present, an employee might
think (s)he is not making enough progress. This can reduce self-efficacy and thereby harm the performance outcomes in the long
run.[14]

Goal-commitment, the most influential moderator , becomes especially important when dealing with dif ficult or
complex goals. If people lackcommitment to goals, they lack motivation to reach them. o T commit to a goal, one
must believe in its importance or significance.
Attainability: individuals must also believe that they can attain—or at least partially reach—a defined goal. If they
think no chance exists of reaching a goal, they may not even try .
Self-efficacy: the higher someone's self-efficacy regarding a certain task, the more likely they will set higher goals,
and the more persistence they will show in achieving them. [15]

In business
In business, goal setting encourages participants to put in substantial effort. Also, because every member has defined expectations for
their role, little room is left for inadequate, marginal effort to go unnoticed.

Managers cannot constantly drive motivation, or keep track of an employee's work on a continuous basis. Goals are therefore an
important tool for managers, since goals have the ability to function as a self-regulatory mechanism that helps employees prioritize
tasks.[9][16]

Four mechanisms through which goal setting can af

fect individual performance are:

1. Goals focus attention toward goal-relevant activities and away from goal-irrelevant activities.
2. Goals serve as an energizer: Higher goals induce greater ef fort, while low goals induce lesser effort.
3. Goals affect persistence; constraints with regard to resources affect work pace.
4. Goals activate cognitive knowledge and strategies that help employees cope with the situation at hand.
 Goals activate cognitive knowledge and strategies that help employees cope with the situation at hand.

In personal life
Common personal goals include losing weight, achieving good grades, and saving money. The strategy for goal setting begins with
the big picture; taking a look at the big picture before breaking it into smaller components allows one to focus on the primary goal.
Once the main goal is set, breaking it up into smaller, more achievable components helps in the planning portion of setting the
goal.[17] These smaller, more obtainable objectives promote self-esteem and provide instant feedback to keep the individual on
task.[18][19]

Time management is the practice of systematically finishing tasks assigned by superiors or one's self in an efficient and timely
manner. Time management steps require identifying the objective and laying out a plan that maximizes efficiency and execution of
the objective.[20] There are many useful mobile apps that help with personal goal setting; some of the categories include budgeting,
wellness, calendar and productivity apps.[21][22]

Limitations
Goal-setting theory has limitations. In an organization, a goal of a manager may not align with the goals of the organization as a
whole. In such cases, the goals of an individual may come into direct conflict with the employing organization. Without aligning
goals between the organization and the individual, performance may suffer.

For complex tasks, goal-setting may actually impair performance. In these situations, an individual may become preoccupied with
meeting the goals, rather than performing tasks.[23]

Some evidence suggests that goal-setting can fosterunethical behavior when people do not achieve specified goals.[24]

Goal setting may have the drawback of inhibiting implicit learning: goal setting may encourage simple focus on an outcome without
openness to exploration, understanding, or growth. A solution to this limitation is to set learning goals as well as performance goals,
[25][26]
so that learning is expected as part of the process of reaching goals.

Developments in theory

Goal choice
Self-efficacy, past performance, and various othersocial factors influence goal setting.[2] Failure to meet previous goals often leads to
setting lower (and more likely achievable) goals.

Learning goals
There are times when having specific goals is not a best option; this is the case when the goal requires new skills or knowledge.
Tunnel vision is a consequence of specific goals; if a person is too focused on attaining a specific goal, he or she may ignore the need
to learn new skills or acquire new information. In situations like this, the best option is to set a learning goal. A learning goal is a
generalized goal to achieve knowledge in a certain topic or field, but it can ultimately lead to better performance in specific goals
related to the learning goals.[25][26]

Locke and Latham (2006) attribute this response to metacognition. They believe that "a learning goal facilitates or enhances
metacognition—namely, planning, monitoring, and evaluating progress toward goal attainment".[2] This is necessary in environments
with little or no guidance and structure. Although jobs typically have set goals, individual goals and achievement can benefit from
metacognition.

Framing
Framing, or how goals are viewed, influences performance. When one feels threatened and or intimidated by a high goal they
perform poorer than those who view the goal as a challenge.[2] The framing of a goal as a gain or a loss influences one's eventual
performance.

Affect
Realization of goals has an effect on affect—that is, feelings of success and satisfaction. Achieving goals has a positive effect, and
failing to meet goals has negative consequences.[2] However, the effect of goals is not exclusive to one realm. Success in one's job
[2]
can compensate for feelings of failure in one's personal life.

Group goals
The relationship between group goals and individual goals influences group performance; when goals are compatible there is a
positive effect, but when goals are incompatible the effects can be detrimental to the group's performance.[2] There is another factor
at work in groups, and that is the sharing factor; a positive correlation exists between sharing information within the group and group
performance.[2] In the case of group goals, feedback needs to be related to the group, not individuals, in order for it to improve the
group's performance.[2]

Goals and traits

On a basic level, the two types of goals are learning goals and performance goals; each possesses different traits associated with the
selected goal.[2][25]

Learning goals involve tasks where skills and knowledge can be acquired, whereas performance goals involve easy-to-accomplish
tasks that will make one appear successful (thus tasks where error and judgment may be possible are avoided).

A more complex trait-mediation study is the one conducted by Lee, Sheldon, and Turban (2003),[27] which yielded the following
results:

Amotivated orientation (low confidence in one's capabilities) is associated with goal-avoidance motivation, and more
generally, associated with lower goals levelsand lower performance.
Control orientation (extrinsic motivation) is associated with both avoidance and approach goals. Approach goals are
associated with higher goal levels and higher performance.
Autonomy goals (intrinsic motivation) leads to mastery goals, enhanced focus, and therefore enhanced performance.

Macro-level goals
Macro-level goals refer to goal setting that is applied to the company as a whole. Cooperative goals reduce the negative feelings that
occur as a result of alliances and the formation of groups.[2] The most common parties involved are the company and its suppliers.
ficacy, growth goals, and organizational vision.[2]
The three motivators for macro-level goals are: self-ef

Goals and subconscious priming

The effects of subconscious priming and conscious goals are independent, although a conscious goal has a larger effect.[2] The
interaction effect is that priming can enhance the effects of difficult goals, but it has no effect on easy goals.[2] There is also the
situation in which priming and conscious goals conflict with one another, and in this situation the conscious goals have a greater
effect on performance.[2]

General action and inaction goals

Action goals are believed to promote the sense of action, whereas inaction goals are considered to reduce people's tendency to take
actions. Common action goals can be to do something, perform a certain act, or to go someplace, whereas typical inaction goals can
take the form of having a rest or to stop doing something.

Goal-regulated overall activity and inactivity tendency result from both biological conditions and social-cultural environment.[28]
Recent research revealed that most nations hold more favorable attitude towards action rather than inaction, even though some
countries value action and inaction slightly differently than others.[29]

Recent research suggested that people tend to choose inaction goals when they are making decisions among choices where
uncertainty could result in negative outcomes, but they prefer action over inaction in their daily behaviors when no deliberation is
needed.[30][31] Timothy D. Wilson and colleagues found that many people "preferred to administer electric shocks to themselves
instead of being left alone with their thoughts".[32]

See also
Big Hairy Audacious Goal OKR
Goal orientation Performance measurement
GROW model Positive deviance
Health coaching Remuneration
I-Change Model SMART criteria
Immunity to change Strategic planning
Motivational interviewing Transtheoretical model

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f) (PDF) on 2014-11-29. "Goal setting should be done in such a way as to facilitate the development and
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should also incorporate means of monitoring and evaluating performance thus providing information on which to
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al person could retain their
self-esteem unaffected.
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behavior" (http://amj.aom.org/content/47/3/422.abstract) . Academy of Management Journal. Academy of
Management. 47 (3): 422–432. doi:10.2307/20159591 (https://doi.org/10.2307%2F20159591). ISSN 1948-0989 (http
s://www.worldcat.org/issn/1948-0989). Retrieved 2013-01-23. "[...] people with unmet goals were more likely to
engage in unethical behavior than people attempting to do their best. This relationship held for goals both with and
without economic incentives. We also found that the relationship between goal setting and unethical behavior was
particularly strong when people fell just short of reaching their goals.
"
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the learning associated with task mastery , rather than on the performance of the task itself. An example of a learning
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goals tend to be associated with a range of positive cognitive and emotional processes including perception of a
complex task as a positive challenge rather than a threat, greater absorption in the actual task performance (Deci &
Ryan, 2002), and enhanced memory and well-being (Linnenbrink, Ryan & Pintrich, 1999). Furthermore, individual
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members (Kristof-Brown & Stevens, 2001). One benefit of setting learning goals is that they tend to be associated
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"
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