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Locke and Latham (2004) note that goal-setting theory lacks "the issue of time perspective". [20] Taking this into consideration, Steel and Konig (2006) utilize their temporal motivation theory (TMT) to account for goal setting's effects, and suggest new hypotheses regarding a pair of its moderators: goal difficulty and proximity. [ 21 ]
In summary, Locke and Latham found that specific, difficult goals lead to higher performance than either easy goals or instructions to "do your best", as long as feedback about progress is provided, the person is committed to the goal, and the person has the ability and knowledge to perform the task.
One of the earliest modern examples of adversarial collaboration was a 1988 collaboration between Erez and Latham with Edwin Locke working as a neutral third party. This collaboration came about as the result of a disagreement from the field of Goal-Setting research between Erez and Latham on an aspect of goal-setting research around the effect of participation on goal commitment and performance.
Edwin A. Locke (born May 15, 1938) is an American psychologist and a pioneer in goal-setting theory. He is a retired Dean's Professor of Motivation and Leadership at the Robert H. Smith School of Business at the University of Maryland, College Park .
According to Goal Setting Theory, which was proposed by Locke and Latham in the 1990s, goals that are specific in nature are found to lead to a higher rate of task performance by reducing ambiguity about what stands to be accomplished or attained. [9] Goals are thought to affect the performance of proposed tasks through four mechanisms.
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The ground idea of the Action-Regulation-Theory is the regulation of the activity process. [6] The relevant aspect of the Action-Regulation-Theory is the combination of internal cognitive processes with external activities.
Latham and Budworth [9] note that Uhrbrock [11] in 1934 was one of the first psychologists to use the newly developed attitude measurement techniques to assess factory worker attitudes. They also note that in 1935 Hoppock [ 12 ] conducted a study that focused explicitly on job satisfaction that is affected by both the nature of the job and ...