Goal setting theory Locke and Lathams

Goal Setting Theory Locke and Lathams

A motivation theory that states employees are motivated by clearly defined goals fulfilling five key principles.

Clarity

Goals should be specific and easy to measure for clear understanding of expectations.

how does clarity motivate employees

• employees are motivated to work towards tasks as they know exactly what to do

Commitment

Employees should be involved in setting their goals, incorporating their personal interests.

how does commitment motivate employees

• employees are involved in setting goals, so are more likely to work towards achieving them, as they’re interested in them

Challenge

Goals should be difficult enough to motivate employees to improve their skills.

how does challenge motivate employees

• Employees are motivated by learning and expanding their skills, and also meeting their goals

Complexity

Goals should be achievable and not overwhelm employees, requiring adequate training.

how does complexity motivate employees

• employees are motivated by the increased sense of accomplishment when achieving pre-set milestones of tasks whilst working towards the goal.

Feedback

Regular support and goal adjustment from managers keeps employees on track.

how does feedback motivate employees

• Employees are motivated as they feel supported to achieve their goals and know they can adjust timelines or goals if necessary.

managers should consider setting multiple types of goals when using this theory including

Knowledge and Skills Goals - Goals based on employees learning new information or methods.

Deadline goals - Goals based on a timeline or set time target for completion.

advantages for goal setting theory

• Setting goals will motivate employees to improve their performance, and as a result, increase achievement of business objectives.

• as goals are specific, it is not time consuming to measure if goals have been met/achieved

Disadvantages of Goal Setting

• individual employee goals that are too vague can lead to poor performance and can become demotivating

• individual employee goals may clash with each other, or with business objectives