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ACCA Applied Knowledge · Business and Technology · Motivating individuals and teams

Locke's goal-setting theory suggests that performance is most likely to improve when goals are:

Goals that are specific, challenging and accepted by the employee raise performance most. Locke's theory says clear, difficult targets give direction and stretch, and acceptance, often helped by participation and feedback, secures commitment, whereas vague or easy goals motivate less.

  1. AVague, so employees can interpret them flexibly
  2. BSpecific, challenging and accepted by the employeeCorrect
  3. CSet only by senior management without discussion
  4. DEasily achievable so that failure is avoided

Explanation

Locke found that specific, difficult goals produce better performance than vague or easy goals, provided the individual accepts them and receives feedback. Participation helps acceptance. Easy or vague goals give little direction or challenge.

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