Finally, the Goal-Setting Theory (Robbins, 2001) focuses on specific intentions expressed by the individual and made into goals and determine the level of desire and achievement placed into the task.
After reviewing the theories discussed within the text, it is reasonable to believe that Frank Intermediate School does, and will continue to, benefit strongly from the Goal-Setting Theory of motivation discussed by Robbins (2001). This theory says, that intentions expressed as goals, can be a major source of work motivation. Difficult goals set and accepted by others results in a much more productive environment. Allowing the employee to be actively involved in determining what it is they do and allowing them the opportunity to help set their own goals is a very powerful incentive. It makes the person feel much more involved in their work. They are not merely cogs in a machine that do the same thing day in and day out. They are a creative and unique aspect of the environment in which they interact. This satisfies feelings of self-worth as well as helping to keep themselves motivated. If they know that they had a hand in determining what and how they perform a job the onus is shifted more to them and away from the