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In 1968 Edwin A Locke developed goal-setting theory. He set 5 principles to make clear goals:
-Clarity (The goal needs to be clear).
-Challenge(If the target is too easy , can be demotivating).
-Commitment (You need to be engaged with your goal and willing to work for it).
-Feedback (Always to remain on the track ).
-Task complexity (Devide your main goal in more baby steps.)
Like A Locke said measurable goals are more effective than to establish unclear goals that leads no where.

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The fives principles of Edwin A locke who was develope in 1968 are : Clarity,Challenge ,Feedback ,Commitment

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Edwin A Locke (1968) researched the theory of goals. He considers that goals work according to 5 principales: - Clarity~the quality of being coherent and intelligible, -Challenge~ambition and determination, -Commitment~ you have to be responsible, dedicated, devoted and faithful, -Feedback~ is important for your goals, -Tax Complexity~ is for accuracy in the determination of your goals ( Wroblesky, 2019).

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According to Edwin A. Locke (1968), the goal setting theory it’s based on following the next five principles:
one of them is the importance of constant constructive evaluation and constructive criticism to allow keeping on the right track, followed by the need to set a specific goal in order to keep it clear. Another task is to assure you goal is challenging enough to keep you engaged. Challenge is necessary for stimulus and devotion (Wroblesky, 2019).

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Measurable goals are more effective than unclear goals. For setting clear objectives, Edwin A Locke illustrated 5 principles: clarity, challenge, commitment, feedback and task complexity.

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According (Wrobleski,2019) describe goal-setting theory in 1968 by Edwin A Locke,specific and measurable goals describe 5 important principal objectives. Clarity clear and explicit goals must be set.

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Goal setting  Theory was developed in 1968 by Edwin A Locke.
There are 5 principles for settings clear objectives:
1. Clarity
2. Challenge
3. Commitment
4. Feedback
5. Task complexity
(Wrobleski, 2019).

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1968 Edwin A Locke
Goal-setting theory is based on the premise setting specific and measurable goals. Five principles
Clarity, Challenge, Commitment, Feedback and Task Complexity. (Wrobleski, 2019)

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Edwin A Locke (1968) researched the theory of goals. He considers that goals work according to 5 principles:
clarity: full understanding of goals, Challenge: ambition and determination, Commitment: you have to work and fight for goals, Feedback: feedback is important f,Tax Complexly approval: you can always go down in smaller goals (wrobleski,2019).

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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).

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Gool-setting theory have five principles for sitting clear objects -Clarity, challenge, commitment, feedback, task complexity (Wroblesky,2019).

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Goals setting theory was developed by Edwin A. Locke in 1968. There are setting  5 principles of clear objectives.
1. The goals must be clear;
2. The goals must not be easy, but challenging;
3. To find a easier way to achieve the goals;
4. Feedback is to ensure the individuals remains on track;
5. Goals must be made into smaller goals.

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This is where you write your summary.

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Edwin A Locke (1968) theorised the idea that any individual with specific goals will be lead to more effective outcomes than those living in uncertainty in regards to their objectives, five principles were established in that sense. Goals need to be clear, one needs to know what they want and also find reasons to keep them invested, as goals that are easily achievable will lead monotony.
Feedback is required for individuals to stay focused and it it advised for goals to be split up and taken step by step (Wrobleski, 2019).