So you’re telling me, if I just set some goal above my current performance—maybe even really high above my current performance—I’ll just suddenly improve? And if I pair my goal with feedback, I’ll perform even better? There’s got to be more to it than just that. Oh, listen to this podcast about goal setting research and learn all you need to know? Ok, that’ll be my first goal.

This episode is available for 1.0 LEARNING CEU.

Articles discussed this episode:

Amigo, S., Smith, A., & Ludwig, T. (2008). Using task clarification, goal setting, and feedback to decrease table busing times in a franchise pizza restaurant. Journal of Organizational Behavior Management, 28, 176-187. doi: 10.1080/01608060802251106

Loewy, S. & Bailey, J. (2007). The effects of graphic feedback, goal setting, and manager praise on customer service behaviors. Journal of Organizational Behavior Management, 27, 15-26. doi: 10.1300/J075v27n03_02

Gil, P.J. & Carter, S.L. (2016). Graphic feedback, performance feedback, and goal setting increased staff compliance with a data collection task at a large residential facility. Journal of Organizational Behavior Management, 36, 56-70. doi: 10.1080/01608061.2016.1152207

Fellner, D.J. & Sulzer-Azaroff, B. (1984). A behavioral analysis of goal setting. Journal of Organizational Behavior Management, 6, 33-51. doi: 10.1300/J075v06n01_03

Roose, K.M. & Williams, W.L. (2018). An evaluation of the effects of very difficult goals. Journal of Organizational Behavior Management, 38, 18-48. doi: 10.1080/01608061.2017.1325820

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