Edwin Locke’s Goal-Setting Theory

Question 1

Question:
Who is Edwin Locke, and what is Goal-Setting Theory? How does it explain motivation, and how is it used in the workplace?

Answer 1

Answer:
Edwin Locke (b. 1938) is an American psychologist who developed the Goal-Setting Theory in 1968.
He believed that clear, specific, and challenging goals lead to higher performance and motivation than vague or easy goals.

🎯 The 5 Principles of Goal-Setting:
Principle What It Means Example
1. Clarity Goals must be specific and measurable “Close 10 sales per week” vs. “Do your best”
2. Challenge Goals should stretch abilities without being impossible A 20% increase in output
3. Commitment People must agree with and care about the goal Involve staff in goal-setting
4. Feedback Regular updates help people adjust their efforts Weekly performance reviews
5. Task Complexity Break down complex goals into manageable parts Provide training and resources

🏢 Workplace Application:
Used in performance reviews, project planning, and appraisals

Boosts employee focus, accountability, and motivation

Encourages goal alignment between teams and leadership

📈 Why It Matters:
Gives direction and purpose

Encourages persistence and strategic thinking

Provides a benchmark for evaluating success

⚠️ Limitations:
Overly challenging goals can cause stress

Doesn’t account for emotional or environmental factors

Fails without feedback or employee buy-in