Benefits of Goal Setting Theory

(1) Goal-setting theory is one of the most popular theories in use among I/O Psychologists due to wide support provided by extensive empirical research and its relative simplicity as compared to other theories (Locke & Latham, 2002; PSU, 2012). (2) According to Locke and Latham (2002) using techniques such as correlational, experimental and quasi-experimental design, a plethora of research studies have been conducted over 40 years using close to 40,000 participants in eight countries, over time periods varying from one minute to 25 years. (3) Smith and Hitt (2005) in their book, Great Minds in Management, reinforced the popularity of this theory with their reference to a 2003 assessment of OB scholars who rated goal-setting theory, first in importance out of seventy-three management theories, validating the claim that goal setting has had tremendous research and practitioner support (PSU, 2012). (4) According to Latham (2004) goal setting has been found to inspire individuals and is a critical key to self-management. (5) In many cases, goal setting creates an alternative purpose for work and provides the challenge that enables individuals to overcome even the most physically exhausting tasks (Latham, 2004). (6) In the Gallup Business Journal, researchers found that employees who set goals that were based on their personal strengths, were seven times more likely to be engaged in their work assigned and much more likely to be "high performers (Asplund & Blacksmith, 2013).