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Setting a goal will change a person's behavior in order to work towards achieving the set goal.
Goal-setting theory predicts that people will channel effort toward accomplishing their goals, which will in turn affect performance (Locke & Latham, 1990).
Responses are provided on a five-point Likert scale using "strongly disagree" to "strongly agree" end-points. It should answer the who, what, when, where, why, and how of the expectations of the goal.
Specificity and measurability provide an external referent (such as time, space, increment, etc.) to gauge progress, whereas vague “do better” goals are ambiguous and often have little effect on motivation.
Goal setting involves the conscious process of establishing levels of performance in order to obtain desirable outcomes.
This goal setting theory simply states that the source of motivation is the desire and intention to reach a goal (PSU WC, 2015, L. If individuals or teams find that their current performance is not achieving desired goals, they typically become motivated to increase effort or change their strategy (Locke & Latham, 2006).
These factors can be as simple as making a public announcement about the commitment, or as complicated as a formal program of inspirational mentoring and leadership..The decision to set a goal results from dissatisfaction with current performance levels.Setting a goal should include setting a structure that directs actions and behaviors which improve the unsatisfactory performance.Locke and Latham (2002) found a direct linear relationship between goal difficulty, level of performance, and effort involved.This relationship will stay positive, as long as the person is committed to the goal, has the requisite ability to attain it, and doesn't have conflicting goals (Locke & Latham, 2006).