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Most Helpful Customer Reviews
10 of 11 people found the following review helpful:
5.0 out of 5 stars
Clearly shows goals and accomplishment are primary,
By A Customer
This review is from: Goal Setting: A Motivational Technique That Works! (Hardcover)
This is an outstanding work. Locke and Latham write so well and the idea that they have is very clearly and expertly communicated. There is no doubt that they are correct in their assessment of goal setting as the primary aspect of individual and organizational accomplishment. When you read about YOUR organization and YOURSELF in these pages you know that they know. They most assuredly lead you to understand that "doing your best" has never been a very clear motivational tool or method to achievement. This is a very substantial work that clearly shows that teleological behavior is the fundamental behavior of the human being and that it is the root of our achievements.Don't let the publication date fool you. This book will be pertinent and relative to all that we do until we no longer get out of bed in the morning.
5 of 6 people found the following review helpful:
3.0 out of 5 stars
Goal Setting Theory,
By A Customer
This review is from: Goal Setting: A Motivational Technique That Works! (Hardcover)
Set around the notion that both explicit and implicit goals motivate. It is asserted that goals focus effort, provide task focus and encourage resilience improving overall performance.Three conditions are highlighted: 1. Feedback 2. Specific goals 3. Difficult goals One of the most interesting critiques concerns time horizons and motivational techniques to get you through the boring task to something more pleasant.
1 of 1 people found the following review helpful:
5.0 out of 5 stars
Invaluable!,
By
This review is from: Goal Setting: A Motivational Technique That Works! (Hardcover)
There have been more than 110 goal setting experiments conducted in laboratories and organizational settings in the twelve years prior to publishing the book ('84). Locke reports that 90% obtained positive results for goal setting. There is no evidence that there are tasks on which goal setting fails to work, providing that employees have control over what they do. People assigned difficult goals performed better (unless the employee is lacking in self-confidence, or partial success is either impossible or meaningless) than did those assigned moderately difficult or easy goal; furthermore, those given specific, challenging goals outperformed those who were given vague goals such as "do your best."
The authors then go on to provide detail on how to succeed in goal setting. Obtaining goal commitment is fundamental. Explaining goals and the reasons behind them are often sufficient to gain employee commitment - subordinates must perceive a goal as fair and reasonable, and trust management. If they perceive a goal as exploitative (eg. piece rates would be cut, layoffs), they are likely to reject it. Action and contingency plans can help build confidence and long-term motivation - they can also serve to validate the reasonability of the goals and uncover hidden snags or barriers. Finally, timely performance feedback vs. goals is also essential. An excellent resource for both managers and educators.
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