3.3 Motivational theories: goal setting theory

Question 1

Goal

Answer 1

Clear
Specific
Challenging but
Not overwhelming

Question 2

Motivational

Answer 2

Increased by feedback on:
Goal achievement
Recognition for effort

Question 3

Performance

Answer 3

Improved as a result

Question 4

Locke’s goal setting theory

Answer 4

Employees were motivated by clear goals and appropriate feedback regarding their achievement. Working towards a goal provided the motivation to reach that goal and this, therefore, improved performance.

Question 5

Clarity

Answer 5

Giving goals clarity means making them unambiguous and measurable. Goals should be simple, clear and as specific as possible.

Question 6

Challenge

Answer 6

The opportunity to complete a task that is highly valued by the owner or management of a business can provide a level of challenge that can motivate an employee. People are often motivated by achieving something they have not successfully completed before.

Question 7

Commitment

Answer 7

In order to ensure the employee will actively pursue the achievement of a goal, there must be a commitment on the part of the employee. A goal that has some employee input will most likely motivate employees more.

Question 8

Feedback

Answer 8

An effective goal program must also include opportunities for feedback to the employee. Frequency of feedback can depend on the timeframe of the goal. Feedback provides opportunities to offer recognition for progress achieved, to make adjustments to the goal and to ensure that all expectations are clear and realistic.

Question 9

Task Complexity

Answer 9

While goals should be challenging enough to motivate employees, it is important the level of complexity should not overwhelm employees. It is important that any additional training is offered to employees and is provided in a way that allows for genuine skill development.