Dr. Edwin Locke is a pioneer in the study of research and the relationship between setting goals and motivations. When he came to a clear goal and subsequent feedback that motivated the employee's conclusions, he formed a basic goal setting theory. They are passionate about collective efforts to achieve their goals and, to a large extent, improve their performance. He also found that people are more ignited by challenging and specific goals than easy and vague goals.
Dr. Edwin Locke collaborated with Dr. Gary Latham in the later stages, and he did independent research to confirm Locke's findings. In the late 20th century, they identified five key features that were critical to the success of goal setting. These characteristics in random order are clarity, commitment, feedback, challenge and task complexity.
Clear and challenging
An important feature of goal setting theory is that the best goals are those that are productive, clear and measurable. Once the goals are clear and a clear deadline is set, there is no misunderstanding of employee expectations. A ambiguous goal has little motivational value. At the same time, goals must pose a full challenge to employees. If the level of difficulty is too low, your employees may end up feeling that his potential is not being fully utilized by the company.
committed to
If an employee wants to see a goal, then its commitment to it is very important. If employees think they are active participants in the creators, they are committed to achieving this goal. Most companies encourage participatory management and believe that employees are involved in the goal setting and decision making process. Another factor that makes employees more committed to achieving their goals is their level of difficulty. If the goal is harder and more challenging, the employee will gain motivation and inspiration and show more goals.
Feedback
The feedback process is critical to goal setting. You need to check their progress with the team on a regular basis. What have they achieved? Are they in the right direction? What problems have they encountered? If so, how are they solved? Do they need any clarification or additional resources to accomplish their goals? These are important questions that need to be answered from time to time. This activity will not only help you understand where your team is, but also assess your location.
Task complexity
Task complexity is the last feature of goal setting theory. If your goals are complex, you need to make sure your employees are not overwhelmed. If the task becomes too large, your employees may feel confused or demoralized. Once this happens, the goals may seem frustrating and they may be resistant to achieving them. To avoid this, be sure to give your team or staff a reasonable amount of time to achieve their goals. It is also a good idea to arrange a training or study course in which you can equip your staff with the necessary skills and knowledge to cope with the task at hand.
Orignal From: Five foundations of goal setting theory
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