Authors make point that there can be goal conflict among stakeholder groups that have the power to influence the organizations decisions. Specific, objective, quantitative goals are better than general or vague goals. They give you something real to shoot for. Also they seem to evoke higher levels of interest, less boredom. Assign difficult and challenging goals to get more work.
People work up to a challenge.
You do more than you might otherwise with easy goals. Goals must be acceptable . Not so difficult that they are seen as unrealistic or that they are rejected. Get them to buy into the goals. However, there is no evidence that participation by itself leads to greater levels of performance.