Goal Setting

Goal setting involves establishing specific, measurable, achievable, realistic and time-targeted (S.M.A.R.T ) goals. Work on the theory of goal-setting suggests that it's an effective tool for making progress by ensuring that participants in a group with a common goal are clearly aware of what is expected from them. On a personal level, setting goals helps people work towards their own objectives—most commonly with financial or career-based goals. Goal setting features as a major component of personal development literature:

Goal setting theory was developed by Edwin A. Locke in the 1960s. His first article on goal setting theory was “Toward a Theory of Task Motivation and Incentives” which was published in 1968. This article laid the foundation for goal setting theory and established the positive relationship between clearly identified goals and performance.

It is considered an “open” theory, so as new discoveries are made it is modified. Studies have shown that specific and high goals lead to a higher level of performance than easy or general goals. As long as the individual accepts the goal, has the ability to attain it, and does not have conflicting goals, there is a positive linear relationship between goal difficulty and task performance

Goals are a form of motivation that set the standard for self-satisfaction with performance. Achieving the goal one has set for oneself is a measure of success, and being able to meet job challenges is a way one measures success in the workplace. It has been said that "Goal setting capitalize on the human brain's amazing powers: Our brains are problem-solving, goal-achieving machines."