Goal-setting theory suggests that employees can be motivated by goals that have all of the following characteristics except

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The Theory of Goal Setting, developed by Edwin Locke and Gary Latham, which discusses the need to establish goals and objectives and the determination of each subject to achieve them.

Each person has his perception of the environments he attends, and has the insight to analyze them. Through this perception, it makes its decisions by virtue of its established objectives and goals. According to theory, the desire to achieve them varies, as does the tangibility of what is desired. Difficult goals, according to Latham, lead to a better performance than easy goals, because when they are challenging, they demand more effort and dedication, different from when the achievement happens in a simple way.

Locke ensures that goals are essential. Through them, persistence within each one is awakened and they unconsciously direct the individual to find better ways to carry out the necessary tasks. In addition, it cites the need for commitment and self-efficacy, the conviction of the ability to accomplish what was planned.