The Theory of Goal Setting & Task Performance
Before the publication of Edwin Locke's book, "The Theory of Goal Setting and Task Performance," in 1990, goal setting was a controversial tool for motivation. Twenty years later, few would argue that goal setting does not motivate. But the purpose of Locke's book was not to convince the world of the importance of goals; rather, he sought to show that specific types of goals serve to motivate.
Other People Are Reading
-
Features
-
The central thesis of Locke's book can be summarized in the acronym, SMART. SMART stands for the nature of the goals that an individual sets: Specific, Measurable, Attainable, Relevant and Timebound. One of the most interesting theses of Locke's book is his assertion that difficult goals are considered more motivating and interesting if the goal itself is spelled out in detail. If an easy task is spelled out in vague language, it will not be nearly as motivating.
Effects
-
The SMART approach, in general, affirms that the only really useful way goals can affect motivation is when the goals and tasks are spelled out in detail. Hence, they must be specific, with solid boundaries drawn around what must be done that are acceptable to all involved. These boundaries must be quantitative, and the deadline for completion must be spelled out. At least three of the five variables identified by Locke center around the specificity and quantification of the tasks.
-
Function
-
If someone says to "try your best," this does not motivate. But if someone quantifies the goal, to "improve by 80 percent" on an exam, for instance, doing so will provide a very specific motivation. With little children, to tell them to "eat their food" does little. To say "eat three more bites" usually gets the child to eat, since the goal is quantified and easy to picture. The vague goal does not motivate because parameters have not been spelled out. Motivation centers around conveying to an individual that he or she has control over the task.
Significance
-
Locke's approach stresses five aspects of goal setting: clarity, challenge, commitment, feedback and time. The goal itself must be spelled out in detail rather than be vague and general. The challenge presented by the task is itself motivational. After this, the commitment of the employee is necessary as the employee most be "on board" with the project. This is significant because it implies that a participatory approach to management is necessary to motivate workers. The supervisor must provide feedback while the project is in motion, and sufficient time must be allotted. The sense of being overwhelmed and overpowered by a project can serve as a powerful disincentive to motivation.
Considerations
-
To make the best use of the SMART method developed by Locke, it is always a good idea to write out the nature of the task and the specific responsibilities involved. Willpower is also necessary to stay on task. Plans give a sense of control over the work in facilitating presentation of the task itself, especially a complex one, as a collection of small steps rather than as a single huge, overwhelming project.
-
References
Resources
- Photo Credit motivation black image by pdesign from Fotolia.com
