Goal Simulation

A Review of Research on the Application of culture screen background in Organizations^ GARY P. LATHAM Weyerhaeuser Company GARY A. YUKL Banich College City University of bran-new York Research on end setting in organizations is reviewed in exhibition to evaluate Lockes possibleness of goal setting and to turn back the practical feasibility of this technique for increasing employee motivation and performance. An feat is made to identify hold conditions, moderator variables, and promising directions for future research. Lockes (36) system 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 man-to-mans conscious intentions queer 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 leisurely goals, and specific hard goals result i n 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, judgment of conviction limits, recogniseledge of results (i.e., performance feedback), participation in finale making, and competition. Goals that are charge to a person (e.g.

, by a supervisor) have an import 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 indivi dual heard it and understood it, how he appr! aised 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 adult male 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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