Has Goal Setting Gone Wild, or Have Its Attackers Abandoned Good Scholarship?

By Edwin A. Locke, Gary P. Latham. 2009

153 citations recorded by the source corpus.

Subfields: Applied Psychology, General Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/10f9034772fbdfae7e03fcc56f99b31bd5ea7791

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In Applied Psychology

In General Psychology

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Citations in the corpus

Organizational Control Systems and Pay-for-Performance in the Public Service (2013, background): “Locke and Latham (2009) in a rejoinder provide counterevidence to Ordonez et al. (2009).”
Is performance measurement and management fit for the future? (2014, background): “The first is the argument between the management scientists and others over the usefulness of targets for improving performance (Locke and Latham, 2009; Ordonez et al., 2009).”
Pay, Intrinsic Motivation, Extrinsic Motivation, Performance, and Creativity in the Workplace: Revisiting Long-Held Beliefs (2015, unknown): “11Among those raising concerns over the years are: Bartol and Locke, 2000; Eisenberger & Cameron, 1996; Gerhart & Milkovich, 1992; Latham & Locke, 1990; Latham, 2007; Locke & Latham, 2009; Pinder, 1998; Wiersma, 1992.”
Work Motivation: Directing, Energizing, and Maintaining Effort (and Research) (2012, background): “…adequately addresses and accounts for these and other risks of goal setting, such as tunnel vision, stress, reduced learning and intrinsic motivation, and excessive risk taking and competition (Latham & Locke, 2009; Locke & Latham, 2009; Ordoñez, Schweitzer, Galinsky, & Bazerman, 2009a, 2009b).”
“I’m Not Mopping the Floors, I’m Putting a Man on the Moon”: How NASA Leaders Enhanced the Meaningfulness of Work by Changing the Meaning of Work (2018, background): “…everyday goals in some cases (Locke, Latham, and Erez, 1988; Harackiewicz and Elliot, 1998), the usefulness of this tactic has been so equivocal that Locke and Latham (2009) submitted that they take no formal stance on whether leaders should communicate their organizations’ most longterm goals in…”
Does pay for performance diminish intrinsic interest? (2012, background): “2005) literatures, as well as the recent debate about the role of intrinsic interest in the context of goal setting and PFIP (Locke and Latham 2009; Ordóñez et al. 2009), indicate that the question of how PFIP influences intrinsic interest in workplace settings is one that is important to address.”