Editing Goal setting (section)

=== Employee motivation ===
{{see also|Job satisfaction|Motivation}}

The more employees are motivated, the more they are stimulated and interested in accepting goals. These success factors are interdependent. For example, the expected outcomes of goals are positively influenced when employees are involved in the goal setting process. Not only does participation increase commitment in attaining the goals that are set, participation influences self-efficacy as well. Additionally, feedback is necessary to monitor one's progress. When feedback is not presented, an employee might think they are not making enough progress. This can reduce [[self-efficacy]] and thereby harm the performance outcomes in the long run.<ref>{{cite journal |last=Bandura |first=Albert |author-link=Albert Bandura |date=March 1993 |title=Perceived self-efficacy in cognitive development and functioning |url=http://www.stanford.edu/dept/psychology/bandura/pajares/Bandura1993EP.pdf |journal=Educational Psychologist |volume=28 |issue=2 |pages=117–148 |doi=10.1207/s15326985ep2802_3 |s2cid=52256247 }}{{Dead link|date=June 2024 |bot=InternetArchiveBot |fix-attempted=yes }}</ref>

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Goal-commitment, the most influential moderator,{{Citation needed|date=November 2007}} becomes especially important when dealing with difficult or complex goals. If people lack [[Personal commitment|commitment]] to goals, they lack motivation to reach them. To commit to a goal, one must believe in its importance or significance.
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Attainability: individuals must also believe that they can attain—or at least partially reach—a defined goal. If they think no chance exists of reaching a goal, they may not even try.
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[[Self-efficacy]]: the higher someone's self-efficacy regarding a certain task, the more likely they will set higher goals, and the more persistence they will show in achieving them.<ref>Goal-setting theory might define ''self-efficacy'' as an impression that one has the capability of performing in a certain manner or of attaining certain goals. Or one could define self-efficacy as a belief that one has the capabilities to execute the courses of actions required to [[Management|manage]] prospective situations. Unlike [[efficacy]] (defined as the power to produce an effect—in essence, [[Skill|competence]]), self-efficacy consists of the belief (whether or not accurate) that one has the [[Power (sociology)|power]] to produce that effect. For example, a person with high self-efficacy may engage in more health-related activity when an illness occurs, whereas a person with low self efficacy may succumb to feelings of hopelessness. (Compare: {{cite book |last1=Sue |first1=David |last2=Sue |first2=Derald Wing |last3=Sue |first3=Stanley |last4=Sue |first4=Diane |title=Understanding abnormal behavior |year=2015 |edition=11th |page=194 |location=Belmont, CA |publisher=Wadsworth/Cengage Learning |isbn=978-1-305-53760-6 |url=https://books.google.com/books?id=W6CaBAAAQBAJ&pg=PT224}}) Note the distinction between [[self-esteem]] and self-efficacy. Self-esteem in this context relates to a person's sense of [[self-worth]], whereas self-efficacy relates to a person's perception of their ability to reach a goal. For example, take the case of an incompetent rock-climber. Though probably afflicted with poor self-efficacy in regard to rock climbing, this hypothetical person could retain their self-esteem unaffected.</ref>
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