Who developed goal-setting theory?

Goal-setting theory was developed by Edwin Locke, who conducted extensive research into the impact of setting specific and challenging goals on motivation and performance. Locke's work highlighted how clear goals can lead to higher levels of achievement as they provide individuals with direction and a framework for measuring progress. He posited that goals influence performance not only by focusing attention and effort but also by encouraging persistence and the development of strategies to achieve the objectives.

Locke's theory is widely recognized in the fields of psychology and management, and it remains a foundational concept in organizational behavior. His empirical studies demonstrated that employees who had well-defined goals performed better than those with vague or no goals, ultimately shaping modern practices in performance management and organizational leadership. This understanding of goal-setting serves to enhance motivation and ensures that efforts align with desired outcomes.

In contrast, other figures mentioned, like Abraham Maslow, are known for different theories such as the hierarchy of needs; Douglas McGregor is associated with theories on management styles like Theory X and Theory Y; while Peter Drucker is recognized for his contributions to management practices and the concept of Management by Objectives, rather than directly developing goal-setting theory.