Goal Setting - Employee Motivation

Employee Motivation

The more employees are motivated, the more they are stimulated and interested in accepting goals. These success factors are interdependent. For example the expected outcomes of goals are positively influenced when employees are involved in the goal setting process. Not only does participation increase commitment in attaining the goals that are set, participation influences self-efficacy as well. In addition to this feedback is necessary to monitor one's progress. When this is left aside, an employee might think (s)he is not making enough progress. This can reduce self-efficacy and thereby harm the performance outcomes in the long run.

• Goal-commitment, the most influential moderator, becomes especially important when dealing with difficult or complex goals. If people lack commitment to goals, they lack motivation to reach them. To commit to a goal, one must believe in its importance or significance.
• Attainability: individuals must also believe that they can attain — or at least partially reach — a defined goal. If they think no chance exists of reaching a goal, they may not even try.
• Self-efficacy: the higher someone’s self-efficacy regarding a certain task, the more likely they will set higher goals, and the more persistence they will show in achieving them.