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Edwin Locke: The Goal Setting Theory Of Motivation

876 Words4 Pages

In 1960’s, Edwin Locke put forward the Goal-setting theory of motivation. This theory is obviously related to task performance. A goal is a target, objective or result that someone tries to accomplish. Everything needs a goal to achieve so that a good result or performance can be obtained. Goals tell an employee what needs to be done and how much effort will need to be expended. There are four attributes for a good goal which is goal difficulty, goal specificity, goal acceptance and goal commitment. Goal-setting theory is a technique used to raise incentives of the performance of employees so that their works can be done effectively and faster. It is important for owner and manager to understand how goals affect motivation. Goals that are well-defined, within the grasp of reality and adhere to the company 's primary objectives, mission and scope of work, will almost always result in positive motivation.

Goal Difficulty
Increasing your employee 's goal difficulty increases their challenge and enhances the amount of effort expended to achieve them. The more difficult goals lead to increased performance if they seem feasible. If they seem too high, employees will give up when they fail to achieve them (Nwlink, 2015).

Goals must be challenging for employees to achieve so that they have the motivation to finish up the task given. The more difficult the task, the greater the achievement. Locke 's theory states that there is a relationship between how difficult and

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