Goal-setting theory is one of the best-supported theories in all the motivation literature. The idea seems simple: if you set a goal on where you want to be, you will work to get there. This is why Locke and his colleagues had researched goal as a source of motivation. Yet, with recent findings, it seems that goal setting is not unequivocally beneficial.
According to Locke, goal setting motivate people in four ways. First, goals indicate where someone should direct their attention and effort, among many things to do. Goals also suggest how much effort an individual should put into a task. Persistence, which represents the effort spent on a task over time, is also increased when a clear goal is set. Goals further encourage the development of strategies and action plans, do guide the individual to success.
The positive outcomes of goal setting are straight forward, but the possible downsides must not be overlooked. Sometimes, with or without realizing it, people set goals that are too difficult and even unrealistic for them, and still strive to achieve it. In this process, one can overwork themselves and cause too much stress. Stress is a major factor in the lives of many Canadians, with almost 25% of the working population reported as “stressed quite a lot.” Task demands are one of the main causes of stress, which unrealistic goal setting exacerbates. Consequences of stress include strains on individuals, both physically and mentally, which decreases productivity. The effects of stress on the Canadian economy is also huge, costing the Canadian economy an estimated $33 billion.
Static goals can actually prevent optimal outcomes. In the process of working towards the goal, it is likely that the outside environment can change. When one is too focused on achieving this single goal, it can lead to inflexibility and inability to adapt. This prevents one from accommodating for the changes in the world, putting them behind other people. Moreover, employees may be too focused on one goal and therefore not consider alternative and better solutions to such tasks. It can be possible that the task that was set is not the best solution for the business. But because of goal setting, other better alternatives will be overlooked, which could cost the organization in the long run.
We should take to heart the warning of Professor Schweitzer: “Goal-setting is like a powerful medication.” It can heal many people; but it also comes with a list of possible side effects.