Locke (goal setting theory) (1967) This theory is based on the observation that motivation is more difficult to achieve when procedures are established and individuals are challenged and stimulated by objectives with few constraints. We could refer to this as a constraint of result without a constraint of means. It involves elements of self-determination, expectation, and a sense of accomplishment.
The key is ensuring the goal is attainable but not too easy. The goal should be clear, precise, and ideally defined with the employee's (or team's) participation. Ongoing feedback should help the individual (or team) assess their progress.
Lastly, being presented with such a challenge positively impacts self-esteem, as it signals the company's confidence in the employee (or team).