A Theory of Goal Setting by Locke & Latham

A Theory of Goal Setting By Locke & Latham

The Goal Setting Theory came about from a proposal by Prof. Edwin Locke of the University of Maryland at College Park and Prof. Gary Latham of the University of Toronto, Canada. Goal setting is a process intended to increase efficiency and effectiveness by specifying the desired outcomes toward which individuals, teams, and the organization should work. Goal setting may be used as an intervention strategy within an OD program. The theory states that, people who have more difficult but attainable goals perform better than those who have less difficult goals. Goals can be either directional goals or accuracy goals. Directional are goals people work toward without knowing the precise steps to take to achieve them and hence are more motivational. Accuracy goals on the other hand are characterized by careful planning to identify the best paths to achieve the goals with minimal deviations. Goals can motivate people toward accomplishing them based on the extent to which they have clarity, challenge, commitment, feedback, and task complexity which ere Locke and Latham’s five principle.

Locke and Latham's Five Principles

According to Locke and Latham, there are five goal setting principles that can improve our chances of success:

1. Specific Hard Goals Are Better than “Do Your Best” Goals (Clarity) - Clear goals help identify behaviors that should be rewarded. In addition to being difficult and challenging, goals should also be specific. Specific goals how exactly what constitutes acceptable performance. They are also unambiguous, measurable, and have definite completion times. Clarity in goals can induce people to work to their full potential. When goals are clear, it is better to know what you're trying to achieve. You can also measure results accurately, and you know which behaviors to reward. It is believed that, when a goal is vague or when you express it as a general instruction it isn't easy to measure, and it isn't motivating. You may not even know you've achieved it.

2. More Difficult Goals Produce Better Performance (Challenge)- Challenging goals enhance feelings of achievement and drive people. People are often motivated by challenging goals; however it's important not to set a goal that is so challenging it can't be achieved. A goal has to be more than the expectations that one will complete one’s basic job requirements.Goals are only effective if they are difficult and challenging.

3. Participation in Setting Goals Increases Commitment