Goals Gone Wild: The Systematic Side Effects of Overprescribing Goal Setting

By Lisa D. Ordóñez, Maurice E. Schweitzer, Adam D. Galinsky, Max H. Bazerman. 2009

643 citations recorded by the source corpus.

Subfields: Information Systems and Management, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/f102e66fc9a8519500be473a9ad92202137e890b

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Information Systems and Management

1. Celia Moore
2. Francesca Gino
3. Adam M. Grant
4. Eduardo Salas
5. Umit Sezer Bititci
6. Marylène Gagné
7. Richard Socher
8. Henry S. Farber

In Organizational Behavior and Human Resource Management

1. Adam M. Grant
2. Francesca Gino
3. Gary P. Latham
4. Edwin A. Locke
5. B. Gerhart
6. Meiyu Fang
7. Marylène Gagné
8. Celia Moore

In Social Psychology

1. Adam M. Grant
2. Francesca Gino
3. Edwin A. Locke
4. B. Gerhart
5. Meiyu Fang
6. Gary P. Latham
7. Marylène Gagné
8. Desmond McEwan

Citations in the corpus

• Pretrained AI Models: Performativity, Mobility, and Change (2019, background): “A side effect of goal setting, however, may be a narrow focus that neglects non-goal areas [70].”
• 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).”
• Has Goal Setting Gone Wild, or Have Its Attackers Abandoned Good Scholarship? (2009, methodology): “Falsehoods and insults aside, are Ordóñez et al. (2009) implying that more knowledge about goals is yet to be discovered?”
• The application of Goal Setting Theory to goal setting interventions in sport: a systematic review (2021, background): “Nevertheless, prescribing goal setting should be a careful process, as arbitrary goal setting could potentially cause harmful side e ff ects such as decreased self-e ffi cacy and lower intrinsic motivation (Ordóñez et al., 2009).”
• 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.”
• Why You Can't Find a Taxi in the Rain and Other Labor Supply Lessons from Cab Drivers (2015, positive): “Koszegi and Rabin (2006) and Ordoñez et al. (2009) are examples of how this result has been accepted generally.”
• The Transfer of Training: What Really Matters (2011, background): “Goals do have potential limitations, however (e.g. overly narrowed focus), which should be carefully considered in the event that they are implemented (Ordoñez et al., 2009).”
• 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).”