Goal setting Dumachova Ozoda Plans: About goal setting theory Goal ‐Setting principles Aboutsmart goals

Goal setting

Dumachova Ozoda

Goal setting

Dumachova Ozoda

Plans:

About goal setting theory

Goal ‐Setting principles

About S M A R T goals

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. 6). 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. The research revealed an inductive relationship between goal setting and improved production performance. A goal is the aim of an action or task that a person consciously desires to achieve or obtain (Locke & Latham, 2002; Locke & Latham, 2006).

 Goal setting involves the conscious process of establishing levels of performance in order to obtain desirable outcomes. This goal setting theory simply states that the source of motivation is the desire and intention to reach a goal (PSU WC, 2015, L. 6).  If individuals or teams find that their current performance is not achieving desired goals, they typically become motivated to increase effort or change their strategy (Locke & Latham, 2006).

When setting personal goals, specificity is king. For example, just challenging yourself to “do more work” is way too vague, as you’ve got no way of tracking your progress, and no endpoint. Simply put, if your goals aren’t quantifiable, achieving success can be challenging.

SMART goals are the answer, as you can break them down into five quantifiable factors. We’ll explore this in more detail shortly, but before that, we’ll talk a bit more about the importance of setting goals. Then we’ll discuss how the structure itself works and go over some examples of SMART goals.