Organisational Behaviour Goal Setting Theory

2565 words 11 pages
Introduction
A goal is a target, and a target is set to be achieved. Everyone has their own goals in life; the goal of a student is to do well in their exams and to gain knowledge. A footballer’s goal is to score by putting a ball into the net within 90 minutes of play. Even animals has goals too, a tiger’s goal is to hunt for food. Goal setting has been a part of everybody’s life since ages ago. Setting of goals and targets by companies to strive for achievement is a fundamental to business survival and success (Shi et al. 2010, 86). Be it, achieving a profit of 30% in the fiscal year or improving skills and behaviors of their employees, goal setting has been an essential item in every firm. Other than identifying the target and
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This is due to the fact that, it is hard to measure the performance and effort of an unstructured goal, or also known as vague goal. Further research shows that by setting higher goals, an individual can make use of his/her skills or utilize his/her ability to create an awareness among colleagues, other than gaining the benefits mentioned above, the individuals are able to polish their skills and gain a further understanding on the subject matter. It is also said that by implementing difficult and specific goals, an individual’s performance can be enhanced on routine or easy task (Locke and Latham 1990).
After reading and doing some research, I simply quite agree with Latham and Locke’s theory on high goals. Indeed, high goal will equal high performance. A high goal should not be unclear and vague as well, as a vague goal will lead an employee to many problems

Feedback
According to Latham and Locke (2006, 334)’s statements, feedback and goal setting has become one of the basic fundamentals of self management throughout these years. From their example given in the case study, it tells that employees who have time management issues, or problem with truancy has made an effort to improve them. One of the methods is to write behavioral contracts which rewards, and punishes if one fails to show up for work. Through this, employees

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