Many ethical and logical factors must be incorporated into a business in order for a company to advance. One factor that is necessary from the beginning steps of development through the many years of a business is motivation. Whether the business is a mom-and-pop shop or a huge corporation, each requires motivated employees that strive to improve the goods or services of the business. There can be multiple ways we can motivating ourselves and motivate others. Several theories have been put into place identifying various forms of motivation, one of which is called the Goal-Setting Theory. By researching this form of motivation that is used in the workplace, I will comment on the theory’s positive and negative aspects as well as bring in personal experience to further explain the particular style of motivation.
According to Robbins and Judge, the goal setting theory is defined as “setting specific and difficult goals, with feedback, lead to higher performance” (214). They also state the theory “assumes an individual is committed to the goal” (215), and are most determined to reach it. Simply, the Goal-Setting Theory supports the idea of going beyond an individual’s typical best by pushing oneself to an entirely new level at what they do. Goal setting will lead to greater performance by building up efforts, but also through improving feedback quality. The Goal-Setting Theory is also “used to raise incentives for employees to complete work quickly and effectively” (MSG). To be used most effectively, these goals should be challenging, realistic, clear, measurable, and specific for the employees involved. As for in the workplace, goals need complexity without being overwhelming, and must involve feedback and personal recognition (Small Business Chron.).
Setting goals to motivate can be beneficial to many aspects in an individual’s growth, both in the business world as well as in ones’ everyday life. A positive use of the Goal Setting Theory is found when Robbins and Judge say that using the phrase “just do your best” isn’t the right approach. In fact, using specific goals actually produce a higher and more efficient level of output then when using the generalized goal of “do you best”. That’s because the specificity of a particular goal “seems to act as an internal stimulus” (214).
Although the Goal- Setting Theory does assist in many workplace situations, the theory does have limitations. Locke and Latham admit in The Small Business Chronicle that one limitation it portrays is the range in which the goals may or may not foster interest in employees. Learning a goal doesn’t always spark interest in an individual, and goals based on interest don’t necessarily facilitate...