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Edwin A. Locke in 1968  developed goal-setting theory. Which is based on specific setting and can be measurable goals. The setting illustrates five principles and can be challenging. Needs to have clarity, commitment and the feedback

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To make it better and to the point, set goals, clear and on target, set challenging goals (not easy ones), make a commitment to the goals you set, refer to regular feedback and use it wisely, break them into smaller goals to make sure you do not miss a thing, one of the best theories to get your mission achieved according to E. Locke (1968) theory (Wrobleski 2019).

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Goal-setting theory is formed on thesis that setting specific and measurable goals is more successful that unclear goals (Edwin A Locke, 1968)
The main principles of goal-settings theory: clarity, challenge, commitment, feedback, task complexity.

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The goal-setting theory developed in 1968 by Edwin A Locke, is more effective on setting specific and measurable goals. Locke illustrates five principles: clarity, challenge, commitment, feedback and task complexity (Wrobleski, 2019).

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The goal-setting theory is based on the permise that setting specific and measurable goals is more effective than estabilishing unclear goals. In his article, Edwin A Locke illustrates five principles for setting clear objectives. Goals need to be clear and specific. They should also be challenging because goals that are too easy are demotivating.

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In 1968 Edwin helps us with our everyday life tackles. For example setting a goal and following it like is your dream will make you succeed they also need to be very clear and understandable. Targets should be challenging because if they are not you will feel less motivated and won’t be on the right track to success. Feedback is important because it improves your skills to archives your goal also you can set yourself many easier goals to keep yourself on track.(Wrobleski, 2019)

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Is about goal setting theory developed by Edwin A Locke in 1968
It shows 5 principles for setting clear objectives: clarity, challenge, commitment, feedback and task complexity( Wrobleski, 2019).

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Wroblrski (2019) illustrate The Goal-Setting Theory initiated by Edwin A Locke in 1968. This Theory is based on 5 objectives. The goal needs to be clear and specific (Clarity), don't be very easy, because demoralising (Challenge), you need to be dedicated to this goal (Commitment). Is important to stay on the goal track and you need feedback. The last objective is if the task is very complex, you need to dissect and analyze it.

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In 1968 Edwin A Locke developed a goal setting theory based on the principle that enstablishing a  clear goal has more chance on being achieved. For this achievement to he successful, 5 objectives were made clear: Clarity, Challenge, Commitment, Feedback and Task complexity. By following these 5 objectives you can achieve your goal.(Wrobleski, 2019)

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A (5) principles, Goal-setting theory demonstrates that defining measurable objectives is more successful than setting general goals. Goals must be specific, challenging, commitment, feedback and complexity (A locked, & wrobleski, 2019).

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Developed in 1968 by Edwin A Locke, goal setting theory is based on premise that setting specific measurable goals is more effective than etablishingunclear goals. There are five principles for setting clear objectives.

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Goal-setting Theory

Developed in 1968 by Edwin A Locke, goal-setting theory is based on the premise that setting specific and measurable goals is more effective than establishing unclear goals.  In his article, Locke illustrates five principles for setting clear objectives. Clarity: goals need to be clear and specific. Challenge: goals should be challenging because goals that are too easy are demotivating. Commitment: People need to be committed to the goal or they are less likely to achieve the goal. Feedback: Regular feedback should be provided to ensure the individual remains on track. Task complexity: goals should be broken down into smaller goals (Wrobleski, 2019).