Goal-setting theory, proposed by Edwin Locke and Gary Latham, states that specific, challenging goals lead to higher performance than vague or easy goals.

SMART is an acronym used in goal setting to ensure that goals are specific, measurable, attainable, relevant, and time-bound.

Proximal goals are short-term goals that are typically achieved within a few days or weeks, while distal goals are long-term goals that may take months or years to achieve.

A supportive social environment is not an obstacle to goal achievement, but rather a factor that can help individuals achieve their goals.

Self-efficacy is the belief in one's ability to achieve a goal. It is a key factor in goal setting and performance enhancement because it influences an individual's motivation, effort, and persistence in pursuing their goals.

The Yerkes-Dodson law states that there is an optimal level of arousal for performance. Too little arousal can lead to underperformance, while too much arousal can also lead to underperformance. The optimal level of arousal varies depending on the task and the individual.

Intrinsic motivation is driven by internal factors such as the desire to learn, grow, and feel competent, while extrinsic motivation is driven by external factors such as rewards, punishments, and social approval.

Procrastinating and avoiding difficult tasks is not a common strategy for enhancing performance. Instead, effective performance enhancement strategies involve setting specific, challenging goals, developing a plan for achieving goals, and breaking down goals into smaller, more manageable steps.

Feedback plays a crucial role in goal setting and performance enhancement by providing information about progress towards a goal, helping individuals identify areas where they need to improve, and motivating them to continue pursuing their goals.

Negative self-talk is not a common mental skill used to enhance performance. Instead, effective mental skills for performance enhancement include imagery, self-talk, and relaxation techniques.

Performance goals focus on the process of achieving a goal, such as improving one's technique or strategy, while outcome goals focus on the end result, such as winning a competition or achieving a certain score.

Double approach-avoidance conflict is not a common type of goal conflict. The three common types of goal conflict are approach-approach conflict, approach-avoidance conflict, and avoidance-avoidance conflict.

Social support plays a crucial role in goal setting and performance enhancement by providing motivation and encouragement, helping individuals overcome obstacles and challenges, and helping individuals develop effective strategies for achieving their goals.

Giving up on the goal is not a common strategy for overcoming obstacles to goal achievement. Instead, effective strategies for overcoming obstacles include breaking down goals into smaller, more manageable steps, seeking support from others, and developing a plan for overcoming obstacles.

Self-regulation plays a crucial role in goal setting and performance enhancement by involving setting goals, monitoring progress, and making adjustments as needed, helping individuals stay motivated and focused on their goals, and helping individuals overcome obstacles and challenges.