Difference between revisions of "Goal-setting theory"
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[[File:Goals-and-efficacy.png|400px|thumb|right|[[Goal-setting theory]] and [[self-efficacy]]]][[Goal-setting theory]] (hereinafter, the ''Theory'') is the proposition that suggests that specific goals increase performance and that difficult goals, when accepted, result in higher performance than do easy goals. | [[File:Goals-and-efficacy.png|400px|thumb|right|[[Goal-setting theory]] and [[self-efficacy]]]][[Goal-setting theory]] (hereinafter, the ''Theory'') is the proposition that suggests that specific goals increase performance and that difficult goals, when accepted, result in higher performance than do easy goals. | ||
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| + | ==Definitions== | ||
| + | According to [[Organizational Behavior by Robbins and Judge (17th edition)]], | ||
| + | :[[Goal-setting theory]]. A theory that says that specific and difficult goals, with feedback, lead to higher performance. | ||
==Related coursework== | ==Related coursework== | ||
Revision as of 05:04, 26 November 2018
Goal-setting theory (hereinafter, the Theory) is the proposition that suggests that specific goals increase performance and that difficult goals, when accepted, result in higher performance than do easy goals.
Definitions
According to Organizational Behavior by Robbins and Judge (17th edition),
- Goal-setting theory. A theory that says that specific and difficult goals, with feedback, lead to higher performance.
