The application of traditional goal-setting theory to the managerial goal-setting context is discussed in relation to the choice of goal indicators and goal standards. Managerial work is characterized by complex causal paths, socially mediated outcomes, dynamic, evolving tasks, and multiple time frames. These characteristics make the application of goal-setting theory to managerial work more complex than simply setting specific, challenging goals. Manager's choice of goals are governed by several individual and organizational factors, including perceived control, measurability of performance and social constraints. Managerial goal setting also occurs within a rich social and political context. Research that will make the impressive core findings of goal-setting more generalizable to the managerial work context is described.
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