Learning versus performance goals: When should each be used?
挑战了职场中关于绩效目标的传统观点，指出在需要获取知识和技能而非增加努力和坚持的情境下，应设定具体且有挑战性的学习目标而非结果目标，并解释了学习目标对领导力、绩效评估和专业发展的实践意义。
Executive Overview Contrary to the extant thinking on motivation in the workplace, we argue that performance or outcome goals can have a deleterious effect on one's performance. We demonstrate that in situations where primarily the acquisition of knowledge and skills rather than an increase in effort and persistence is required, a specific challenging learning rather than an outcome goal should be set. A learning goal draws attention away from the end result. The focus instead is on the discovery of effective strategies or processes to attain desired results. The practical implications of learning goals for leadership, performance appraisal, and professional development are explained.