Which of the following statements about goal setting is incorrect?
Goals are most likely to motivate people toward higher performance when they are accepted and there is commitment to them.
Specific goals are more likely to lead to higher performance than are no goals or vague or very general ones.
Task feedback, or knowledge of results, is likely to motivate people toward higher performance by encouraging the setting of higher performance goals.
Goals are most likely to lead to higher performance when people have the abilities and the feelings of self-efficacy required to accomplish them.
The correct answer and explanation is :
The incorrect statement is:
“Task feedback, or knowledge of results, is likely to motivate people toward higher performance by encouraging the setting of higher performance goals.”
Explanation:
The concept of goal setting and its impact on motivation and performance is central to many psychological theories, particularly in organizational and educational contexts. Let’s examine the statements individually and explain why the third one is incorrect.
- “Goals are most likely to motivate people toward higher performance when they are accepted and there is commitment to them.”
- This statement is correct. Goal acceptance and commitment are essential for motivation. When individuals accept goals as their own and commit to achieving them, they are more likely to engage in the necessary behaviors to reach those goals. This is a fundamental principle in goal-setting theory, which emphasizes the importance of commitment in achieving high performance.
- “Specific goals are more likely to lead to higher performance than are no goals or vague or very general ones.”
- This statement is correct. Specific goals are more effective than general or ambiguous ones because they provide a clear target for individuals to aim at, reducing confusion and increasing motivation. According to goal-setting theory, specific goals help to focus attention, increase effort, and enhance persistence. On the other hand, vague goals can lead to lack of direction and lower performance.
- “Task feedback, or knowledge of results, is likely to motivate people toward higher performance by encouraging the setting of higher performance goals.”
- This statement is incorrect. Task feedback is important, but it does not necessarily lead to setting higher goals. Instead, feedback serves to inform individuals about their progress toward their existing goals. While positive feedback can reinforce effort and motivation, feedback alone does not always encourage individuals to raise their goals. Goal-setting theory suggests that individuals are motivated when they have clear goals, but feedback primarily helps them stay on track and make adjustments rather than setting higher performance goals.
- “Goals are most likely to lead to higher performance when people have the abilities and the feelings of self-efficacy required to accomplish them.”
- This statement is correct. Self-efficacy, or the belief in one’s ability to succeed, is crucial for goal achievement. People are more motivated to achieve goals when they believe they can accomplish them. When individuals have the necessary skills and confidence, they are more likely to work toward the goal and persevere in the face of challenges.
In summary, while task feedback is crucial for maintaining motivation, it does not directly encourage the setting of higher performance goals, which makes the third statement inaccurate. Feedback primarily influences current performance and helps individuals adjust strategies rather than encouraging goal escalation.
