Goal -Setting Theory
The theory that specific and difficult goals lead to higher performance.
- Goals tell an employee what needs to be done and how much effort will need to be expended.
- Specific goals increase performance; that difficult goals, when accepted, result in higher performance than do easy goals; and that feedback leads to higher performance than does nonfeedback.
- Specific hard goals produce a higher level of output than does the generalized goal of “do your best.”
- The specificity of the goal itself acts as an internal stimulus.