Goal Simulation

A Review of Research on the Application of coating screen background in Organizations^ GARY P. LATHAM Weyerhaeuser Company GARY A. YUKL Banich College City University of overbold York Research on end setting in organizations is reviewed in drift to evaluate Lockes possibleness of goal setting and to particularize the practical feasibility of this technique for increasing employee motivation and performance. An movement is made to identify hold conditions, moderator variables, and promising directions for future research. Lockes (36) possibleness 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 psyches conscious intentions mystify 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 high level of performance than do blowsy goals, and specific hard goals resu lt 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, cartridge clip limits, recogniseledge of results (i.e., performance feedback), participation in finale making, and competition. Goals that are designate to a person (e.g.

, by a supervisor) have an order 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 individu al heard it and understood it, how he apprai! sed 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 gracious 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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