Locke’s theory of goal setting
a theory suggesting that (a) specific goals direct activity more effectively than do vague or general goals, (b) difficult or challenging goals produce better performance than do moderate or easy goals, and (c) short-term goals can be used to attain long-range goals. At least four mechanisms explain why goal setting improves performance: (a) It focuses and directs activities, (b) it regulates expenditure of energy, (c) it enhances persistence because the effort is continued until the goal or subgoal is reached, and (d) it can promote the development of new strategies for improving performance. Goal setting only works if there is timely feedback showing performance or progress in relation to the goal. Goals must be accepted to be effective, and their attainment is facilitated by a plan of action or strategy. Competition can be viewed as a form of goal setting. [Edwin A. Locke (1938– ), U.S. industrial psychologist]