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In other words, the goals need to be specific, which leads us to our next condition.
Klein, Wesson, Hollenbeck, Wright, and De Shon (2001), developed a five-item scale for assessing goal commitment.
Since it was first researched five decades ago, goal-setting theory has been the most researched, utilized, and established theory of work motivation in the field of industrial and organizational psychology (Pennsylvania State University World Campus [PSU WC], 2015, L. The theory began with the early work on levels of aspiration developed by Kurt Lewin and has since been primarily developed by Dr.
Edwin Locke, who began goal setting research in the 1960s.
Two primary factors that help to enhance goal commitment are importance and self-efficacy (Locke & Latham, 2002).
Specificity and measurability provide an external referent (such as time, space, increment, etc.) to gauge progress, whereas vague “do better” goals are ambiguous and often have little effect on motivation.Accepting a goal is the first step in creating motivation (Locke & Latham, 2002).Goal commitment is the degree of determination one uses to achieve an accepted goal.Locke and Latham determined that when the purpose or rationale of the goal is provided, performance between participative and assigned goals do not differ significantly, as long as the goal is accepted (Locke & Latham, 2002).Their explanation for the discrepancy lies in the way the goal was presented.
Goal setting involves the conscious process of establishing levels of performance in order to obtain desirable outcomes.