A goal is a target, and a target is set to be achieved. Everyone has their own goals in life; the goal of a student is to do well in their exams and to gain knowledge. A footballer’s goal is to score by putting a ball into the net within 90 minutes of play. Even animals has goals too, a tiger’s goal is to hunt for food. Goal setting has been a part of everybody’s life since ages ago. Setting of goals and targets by companies to strive for achievement is a fundamental to business survival and success (Shi et al. 2010, 86). Be it, achieving a profit of 30% in the fiscal year or improving skills and behaviors of their employees, goal setting has been an essential item in every firm. Other than identifying the target and achievement of the company, goal setting is also used to motivate employers, as well as employees to succeed.
Goal-setting Theory and Work Motivation
What is goal-setting? Goal-setting is used to motivate both employers and employees. Other than that, it is an essential tool to clarify and to identify the roles and perception of the organization by the implementation of performance objectives which would improve work performances as well as job satisfaction. In other words, goal-setting is the process of setting work related goals and objectives as well as aligning the individual and organizational goals (Nickols 2007, 5). According to McShane et al (2010), goal-setting is the process where employees are motivated towards their own organizational responsibility and perception by setting performance objectives. Motivation comes in many form, it can come in monetary form, a job promotion or any other method where employees can be initiated to work towards their limit to achieve something. Work motivation is the driver to an organization’s performance (Dwivedula and Bredillet 2010, 158). Work motivation includes the theories of motivation which includes McClelland’s theory of needs, equity theory, goal-setting theory and the job