Practical Applications of Goal Setting Theory to Performance Management
PERFORMANCE MANAGEMENT: PUTTING RESEARCH INTO PRACTICE, J. W. Smiter, ed., San Francisco, CA: Jossey Bass
15 Pages Posted: 29 Sep 2008
Date Written: September 28, 2008
A key ingredient for effectively coaching employees is the prudent use of goal setting. The prime axiom of goal setting theory is that specific, difficult goals lead to higher performance than when people strive to simply "do their best" (Locke, 1966, Locke & Latham, 1990). The performance benefits of challenging, specific goals have been demonstrated in hundreds of laboratory and field studies (Locke & Latham, 1990, 2002). Specific challenging goals do not, however, necessarily lead to such desirable personal and organizational outcomes. Rather, the results from goal setting depend critically on issues pertaining to goal commitment, task complexity, goal framing, team goals, and feedback. The purpose of this paper is to discuss recent developments regarding how these five factors can be managed to enable effective performance management.
Keywords: Performance management, goal setting, goal commitment, self-efficacy
JEL Classification: M10, M12, M53
Suggested Citation: Suggested Citation