Goal Simulation

A Review of Research on the Application of final stage screen background in Organizations^ GARY P. LATHAM Weyerhaeuser Company GARY A. YUKL Banich College City University of youthful York Research on end setting in organizations is reviewed in rear to evaluate Lockes possibleness of goal setting and to settle the practical feasibility of this technique for increasing employee motivation and performance. An set about is made to identify hold conditions, moderator variables, and promising directions for future research. Lockes (36) conjecture of goal setting deals with the family relationship between conscious goals or intentions and task performance. The basic premise of the theory is that an individual(a)s conscious intentions decide his actions. A goal is defined wickedly as what the individual is consciously trying to do. According to the theory, hard goals result in a higher(prenominal) level of performance than do free goals, and specific har d goals result in a higher level of performance than do no goals or a generalized goal of do your best. In addition, the theory states that a persons goals mediate how performance is affected by pecuniary incentives, era limits, recogniseledge of results (i.e., performance feedback), participation in finale making, and competition. Goals that are appoint to a person (e.g.

, by a supervisor) have an exercise on behavior only to the degree that they are consciously accepted by the person. Thus, Locke states, It is not enough to have that an order or request was made; one has to know whether or not the indivi dual heard it and understood it, how he appr! aised it, and what he decided to do about it before its make on his behavior can be predicted and explained (36, p. 174). Gary P. Latham (Ph.D.University of Akron) is Manager and ply Psychologist of tender Resource Research in the Weyerhaeuser Company, Tacoma, Washington. Gary A. Yukl (Ph.D.University of California, Berkeley) is Associate professor of Management, Baruch College, City...

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