Goal Setting An objective is a general statement of what an organization or individual intends to accomplish. Without goals, an organization has nothing to guide its actions throughout the year. Goals give officers and members something to strive for and a measure of evaluation to determine what the organization has accomplished during the year. The performance of employees and the entire organization is influenced by the goals they set. The most important reasons for having goals are to guide the goals and direct behaviors of individuals and groups, provide challenges and indicators to evaluate the individual and the whole group. Objectives define the basis for organizational design and perform an organizational function. The objective reflects what management and employees believe is important. Goal setting is the process of developing, negotiating and setting goals that challenge the individual. Individuals and organizations strive to achieve their goals, so if goals are set correctly, their performance should increase. Ed Locke developed a sophisticated model in his "theory of goal setting and task performance", also known as "Goal Setting Theory", developed and published in 1968. The basic idea is that a goal serves as motivator because it allows people to compare their results. current performance with that needed to achieve the goal. To the extent that they believe they will miss the goal, they feel dissatisfied and strive to improve their performance to achieve it. Goals can influence performance in three ways. First, goals narrow attention and direct efforts toward relevant activities and away from undesirable and irrelevant actions. Second, goals can lead to greater effort; for example, if you typically produce 4 widgets per hour and the goal is ... half the paper ...... als. However, employees need accurate feedback on their performance, which helps them adapt their working methods when necessary and which helps them persist in working towards goals.REFERENCES1. Management and Organizational Behavior Dr. Leigh Stelzer REFERENCE PROFILE: GOAL SETTING, W&N, Chapter 92. Stevenson RL: Family Studies of Men and Books. New York City, C. Scribner's and Sons, 1902.3. Lathem, G. & Edwin Locke, (2002) “Constructing a Practically Useful Theory of Goal Setting and Task Motivation,” American Psychologist, (57) 9:705-17.4. Locke, Edwin A. (1996) “Motivation through Conscious Goal Setting,” Applied and Preventive Psychology, 5:117-124.5. Locke, Edwin A. (2001) “Motivation through Goal Setting,” Handbook of Organizational Behavior, 2: 43-54.6. http://www.professional-pm.com/a/motivation-goal-setting/model-theory-of-goal-setting-and-task-performance.php