This research is based on “Goal clarity and its relationship with employee performance”. Five components of goal clarity i.e. Specificity, timeliness, attainability, relevance and effective communication were used. Two organizations, one from public sector and one from private sector are selected to conduct this comparative research and measure the impact of goal clarity on employee performance. To gather the needed data, a survey questionnaire was used. Regression and correlation was used to analyze the answers of the participants of both organizations. In the light of the derived results the five hypotheses were determined as significant/insignificant. One element of goal clarity, goal communication was significant common factor in both organizations that had a positive relationship with employee performance; other two significant factors in public sector organization were goal specificity and goal relevance. In private sector the second significant dimension goal attainability. According to this research three elements of goal clarity i.e. goal communication, relevance and attainability have a direct relationship with employee performance. However goal specificity have a negative relationship whereas time bound dimension of goal clarity is insignificant

BBA (HONS)