If statistics are correct, then "90% of laboratory and field studies involving specific and challenging goals led to higher performance than did easy or no goals." Consider this as a part of how goal setting could be used to motivate performance after a position is filled. Once a person has attained a position, the next more difficult and arduous task is retaining that position. The proverbial "foot in the door" could be the foot "out of the door" if it is not handled properly. It is here where goal setting can be used as a motivation factor in a newly obtained position. Individuals can use goals for a variety of settings. Short term and long term benefits are evident. Perhaps, a short term goal could be that within the first week, some tangible task is completed. This is where goal setting is so effective in motivating performance, for it provides a distinct and realistic end that is to be achieved. The brain gears itself towards this particular end, and it is for this reason that goal setting is so essential to motivating performance:
- "Goals provide a sense of direction and purpose" (Goldstein, 1994, p. 96).
- "Goal setting capitalize on the human brain's amazing powers: Our brains are problem-solving, goal-achieving machines."
In this, one can see how goal setting can be used to motivate performance after a position has been filled. It drives the individual to move past the point where they have gained a position and propels them to a point where they can keep that position.