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D
The first factor is ability. As the limits
of a person's ability are approached, performance tends to level off. The
second factor, goal commitment, refers to an individual's determination to
reach a goal, regardless of whether the goal was set by that person or someone
else.
The third factor, feedback, provides information to the employee and
others about outcomes and the degree of employee performance. The fourth factor
is task complexity. For simple tasks, challenging goals lead directly to high
performance. For complex tasks, effort does not lead directly to high
performance.
Goal setting is one of the key mechanisms
for increasing job satisfaction and performance because it permits employees to
be self-motivated.
Five requirements must be in place for goal setting to have
positive benefits for the employee and organization: the employee’s knowledge
and ability, the employee’s commitment to a goal, feedback on the task,
establishment of subgoals on complex tasks, and a leader who removes obstacles
that prevent employees from reaching their goals.
