Influencing Behaviour. Secondary Factor.
Teams perform better if the goals that guide work are clear, specific, and challenging rather than vague, ambiguous, and unchallenging.
People perform better if the goals that guide work are clear, specific, and challenging rather than vague, ambiguous, and unchallenging (Latham et al., 2008; Latham & Locke, 2013; Rainey & Jung, 2015).
Four motivational factors for improving team performance through setting effective goals are:
Put simply, if you know better what is expected of you, the course of action you should take to accomplish the objective becomes clearer and the chances that you will reach the goal increase. This again enhances self-efficacy through positive reinforcement and roused commitment, which in turn benefits future effort and performance (Bandura, 2012, 2013; Wright, 2001). In addition, goal clarity supports people in knowing what is expected of them and what behavior is functional for goal achievement, lowering role ambiguity (Davis & Stazyk, 2015; Pandey & Wright, 2006). If belief in one’s capacities is strong and role ambiguity is low, higher performance can be expected (Bandura, 2013; Davis & Stazyk, 2015; House & Rizzo, 1972; Pandey & Wright, 2006).