The effects of specific goals versus generalized goals or no goals on performance. The effects of goal difficulty on performance. Goals as mediators of performance feedback, monetary incentives and time limits. Goal setting within the context of MBO s. 5. The relative effectiveness of assigned versus participating in goal setting.
Quantity is higher, and quality is also increased, although less than quantity.
Lack of involvement by top management, as expressed by lack of driving the goal setting process down the organization. What you believe about yourself comes true. If people have self confidence, maturity and a sense of control over being able to earn rewards for their efforts, they respond to stretch goals with increased performance. Those that are low on these traits do poorer with stretch goals. People with low achievement goals do not show a correlation between performance and feedback.