From an organizational theory perspective, Scott and Davis (2007) defined goal as “the conception of desired ends” (p. 36). From an industrial psychology perspective, Locke and Latham (2002) described goals as “an objective or aim of an action” (p. 705). From an organizational behavior perspective, McShane and VonGlinow (2005) defined goals as the “objectives that employees are trying to accomplish from their work” (p. 151). From a management theory perspective, Bateman and Snell (2014) defined a goal as “a target or end that management desires to reach” (p. 119).

The common element among these definitions is the recognition of dissonance between a status quo and the desired state. In short: “I am here, but I want to be there.” Locke and Latham (2002) recognized that an effective goal is not just recognizing dissonance but also about taking action: I am here, but I will get there by doing something.

References

Bateman, T. S., & Snell, S. A. (2014). Management: Leading & collaborating in a competitive world (11th ed.). New York: McGraw-Hill Irwin.

Lewin, K. (1952). Group Decision and Social Change. In G. E. Swanson, T. M. Newcomb, & E. Hartley (Eds.), Readings in Social Psychology (Vols. G.E. Swanson, T.M. Newcomb, and E.I. Hartley, pp. 459-473). New York, NY: Holt, Rinehart & Winston.

Locke, E. A., & Latham, G. P. (2002, September). Building a practically useful theory of goal setting and task motivation. American Psychologist, 57(9), 705–717.

McShane, S. L., & Von Glinow, M. A. (2005). Organizational behavior: Emerging realities for the workplace revolution (3rd ed.). New York: McGraw Hill.

Scott, W. R., & Davis, G. F. (2007). Organizations and organizing: Rational, natural, and open system perspectives. New Jersey: Pearson Prentice Hall.