How Positive and Negative Feedback Motivate Goal Pursuit

Abstract

This article explores the feedback individuals give, seek, and respond to in the course of pursuing their goals. We propose that positive feedback motivates goal pursuit when it signals an increase in goal commitment, whereas negative feedback motivates goal pursuit when it signals insufficient goal progress. We review research suggesting that whether individuals are drawn to evaluate their level of commitment versus rate of progress determines the type of feedback (positive or negative) that best motivates them to pursue their goals. We then review research suggesting that these effects of feedback operate by inducing positive and negative general moods as well as specific emotions. Feedback is essential for goal pursuit. Information on successful and failed actions allows individuals to adjust and direct their efforts to match the challenge they are facing (Bandura, 1991; Dweck & Leggett, 1988; Festinger, 1954; Locke & Latham, 1990). Consequently, there are specific social roles associated with providing feedback on goal pursuit. For example, educators, coaches, and bosses all provide feedback that helps individuals monitor the level and direction of their actions to ensure they meet their goals. In addition, people seek feedback, including praise and criticism, from those surrounding them: friends, family members, colleagues, and neighbors. The feedback people seek can refer to their mastery goals, such as how well they perform a new skill, to their self-improvement goals, such as exercising or dieting, and to their relationship goals, such as how well they maintain their social connections. Across these various feedback agents and goals, we explore the circumstances under which positive feedback on accomplishments, strengths, and correct responses versus negative feedback on lack of accomplishments, weaknesses, and incorrect responses is more effective in motivating goal pursuit and hence is more frequently sought and given. A number of theories offer a universal answer to our question, attesting that either positive or negative feedback is generally more effective. Several motivation theories attest that positive feedback is more effective for motivating goal pursuit than negative feedback because it increases outcome expectancy of the goal and perceived self-efficacy of the pursuer (Atkinson, 1964; Bandura & Cervone, 1983; Lewin, 1935; Weiner, 1974; Zajonc & Brickman, 1969). According to this theoretical approach, positive feedback increases people’s confidence that they are able to pursue their goals, leading people to expect successful goal attainment. Negative feedback, in contrast, undermines people’s confidence in their ability to pursue their goals and their expectations of success. Because positive feedback is effective, various social agents use positive feedback to encourage individuals to internalize or integrate new goals to their self-concept, with the expectation that these individuals will then be more committed to pursue the goal on subsequent occasions (Ryan & Deci, 2000).