The Effects of Feedback and an Implied Standard on Work Performance

"Locke (1968) hypothesized that individuals will spontaneously set performance goals when their feedback is related to a standard of performance. This proposal was tested in an actual work setting by comparing the performance rate of keystroke operators who received feedback and a standard with that of a control group who received feedback alone. Performance comparisons over a 3-month period provided strong statistical support for the hypothesis. The outcome is discussed in terms of goal theory and the use of work standards to improve productivity. (Author)."@en
"This study is based on Locke's (1968) hypothesis that individuals will spontaneously set performance goals when feedback is related to a standard of performance. The study tests Locke's proposal in an actual work setting by comparing the performance rate of keystroke operators who received feedback and a standard with that of a control group who received feedback alone. Performance comparisons over a three-month period provided strong statistical support for the hypothesis. The factors that contributed to high performance levels for the subjects receiving feedback and a standard are the same as those that contribute to success in other goal-setting studies. These are: (1) goal clarity and specificity; (2) goal acceptance; and (3) regular feedback on goal progress. (Author)."@en