Goal Setting Theory Advantages & Disadvantages

Goal setting theory is a technique used to increase incentives for workers to complete work quickly and effectively. Goal setting theory includes five rules: clarity, challenge, commitment, feedback and task complexity.

Clarity

Goals should be clear. Not only should the task be clear, but the time frame should also be clear in order to ensure that time is not wasted clarifying the task later or fixing mistakes.

Challenge

Whenever possible, set goals that are closely tied with the aims of the company. By making tasks significant and challenging, workers will be motivated to do their best in order to receive positive feedback.

Commitment

Employees will often be more committed to goals if they think they played a role in the decision-making process. Then, they will feel like the project belongs to them.

Feedback

Positive and negative feedback are essential for productivity. Workers will know where to improve when given negative feedback and will become encouraged when they receive positive feedback. Help the worker think the glass is half full, rather than half empty.

Task Complexity

Give adequate time for complicated tasks to ensure that workers do not rush through and are able to practice and develop their skills.

Disadvantages

Goals that are not challenging but instead time consuming do not lend well to goal setting theory because workers will have a hard time being motivated to do a good job on seemingly insignificant tasks. Also, goal setting theory relies on rewards in order to keep workers motivated, which might not always be available to dispense.

References

• Locke's Goal Setting Theory