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Goal Setting: Basic Findings and New Developments at the Team Level

Conference paper

The effects of goal setting on performance have been a major topic of psychological research. The most influential contribution to the field was made by Locke and Latham who developed goal-setting theory (LOCKE & LATHAM 1990, 2006). According to Locke and Latham, goals are conscious intentions of a person referring to desired future end states of action. Goals can have their origin within the acting person or they can be set (more or less participatively) in discussions with other individuals (e.g., supervisors, colleagues). Independent of the origin of goals, goal-setting theory assumes that effects of goals on performance – once they are formed as an intention – mainly depend on two features: the objective difficulty of goals and their specificity.

Keywords

Goal Setting Apply Psychology Virtual Team Team Level Group Goal 
These keywords were added by machine and not by the authors. This process is experimental and the keywords may be updated as the learning algorithm improves.

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Copyright information

© Springer-Verlag Berlin Heidelberg 2009

Authors and Affiliations

  1. 1.Chair for Work and Organizational Psychology, Technical University of DresdenDresdenGermany
  2. 2.Leibniz Research Centre for Working Environment and Human FactorDortmundGermany
  3. 3.Institute of Work and Organizational Psychology, Technical University of DresdenDresdenGermany

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