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Case Study: Employee Goals Scenarios
School of Business, Liberty University
Author Note
I, Odalys Perez
I have no known conflict of interest to disclose.
Correspondence concerning this article should be addressed to
Email:
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Abstract
On-Ramps, like many organizations, employs goal-setting strategies to bolster employee self-
efficacy, motivation, and productivity. However, while organizational goals play a significant
role, research indicates that individual employee aspirations, values, and plans also influence
behavior. Consequently, organizational leaders must ensure employees establish clear,
achievable goals aligned with the organization's mission. This ensures employee motivation and
engagement, fostering improved performance outcomes. This case study delves into the pivotal
roles and organizational challenges surrounding employee goal setting at On-Ramps. It offers
both theoretical insights and a personal perspective on the organization's structure, along with
recommendations for enhancing its approach to setting employee goals, thereby contributing to
its long-term success and sustainability.
Keywords: Objective establishment, inherent system, organizational backing concept, cooperative
structure.
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On-Ramps Case Study – Employee Goals
Within any organization, leaderships standards influence the practices of the workers
enormously. “Indeed, the critical process inside the associations was trust-building, or as a
community leader called it ‘beating the fear’ of involving in an association and goal-
collaborating” (Navarrete-Cruz et al., 2020, p. 702). Leadership involves delineating clear
objectives and milestones while crafting a roadmap to attain them. Individuals in these influential
roles, must ensure that these objectives harmonize with the broader organizational strategy and
remain within the realm of achievability and realism. Simultaneously, employees are tasked with
taking a proactive stance, initiating endeavors that empower them to excel within a dynamic and
constantly evolving landscape. This entails assuming ownership of their responsibilities and
actively seeking avenues for personal and professional advancement. Through the establishment
of lucid objectives and the cultivation of a culture focused on proactive engagement and
continuous enhancement, organizations can realize their envisioned outcomes and unlock their
full potential for success. This paper delves into a thought-provoking case study exploring the
pivotal roles and organizational hurdles linked to employee objective setting at On-Ramps.
Additionally, it offers a theoretical and personal perspective on the organization’s framework
and proposes actionable insights for enhancing the company's approach to setting employee
objectives.
On-Ramps: Critical Roles and Organizational Challenges
Nestled within the bustling landscape of New York City, On-Ramps stands as a compact
search firm where its founding partners actively engage in the intricate tapestry of employee goal
establishment, routine check-ins, and the biannual evaluation process. Among these leaders is
Sarah Grayson, a driving force behind the management of Amy Werner, a standout employee
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grappling with the delicate equilibrium between professional demands and personal pursuits.
Amy's commendable performance evaluation served as a catalyst, prompting Sarah and her
counterparts to deliberate upon and ultimately endorse Amy's educational aspirations,
recognizing the prospective dividends it could yield for the organization. Consequently, Amy
was strategically accorded the flexibility to navigate a schedule conducive to her needs while
aligning with the firm's objectives—a privilege reserved for high-caliber contributors.
Furthermore, Sarah has initiated candid conversations with Amy regarding the exploration of
tailored employment opportunities that would leverage her dual expertise in both search
methodologies and social acumen within the realms of On-Ramps.
Theoretical Insights
The theoretical paradigms utilized in examining organizational dynamics encompass a
spectrum, ranging from proponents of rational system theory, who perceive organizations as
purpose-driven entities engineered to attain specific objectives, to advocates of natural system
theory, who emphasize the significance of considering additional factors beyond goal specificity
and formalization. These divergent viewpoints underscore the imperative of comprehending the
multifaceted essence of organizations and the necessity of striking a delicate balance between the
pursuit of structured goals and acknowledging the human dimension inherent within them.
Richard W. Scott (2015) elucidate from a natural system standpoint that organizational goals,
while pursued, are not the sole determinants guiding employee conduct, elucidating the organic
nature of social groups and their adaptation mechanisms in navigating unforeseen circumstances.
On-Ramps, with its formalized employee assessment process coupled with a commitment
to accommodating individual beliefs, expectations, and capacities, epitomizes the integration of
formal and informal structures to nurture employee development. The organization's support of
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Amy's educational pursuits exemplifies this ethos, demonstrating a recognition of the symbiotic
relationship between individual and organizational goals. The semi-annual performance
evaluations and weekly check-ins at On-Ramps underscore the firm's emphasis on recognizing
and valuing employee contributions, reflecting the view of (Grabowski et al., 2021) assertion
regarding the organization's esteem for employee performance (p. 3).
The conduct observed within On-Ramps resonates with the tenets of human relations
theory, epitomized in Chester Bernard's Cooperative System, which posits organizations as
cooperative entities harnessing contributions from their participants. This approach underscores
the significance of acknowledging individual roles in fostering organizational success and
underscores the imperative of cultivating positive intra-organizational relationships.
Furthermore, the concept of a dominant coalition, as delineated by (Scott, 2015), elucidates the
dynamic interplay of diverse interests and agendas within organizations, highlighting the need
for negotiation and accommodation to engender collective action. This concept elucidates the
rationale behind On-Ramps' strategic support for Amy's endeavors while refraining from
extending similar accommodations to underperforming employees, reflecting a judicious
allocation of organizational resources guided by performance metrics and strategic imperatives.
Personal Reflections
Rockstuhl and fellow authors (2020) detailed that aaccording to organizational-support
theory, employees' perceptions significantly influence their work outcomes (p. 935). Social-
exchange theory explains how interactions among team members create obligations and mutual
trust, based on the organization's valuation of their contributions and well-being (p. 936).
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However, when employees like Amy receive more development opportunities despite
underperforming, it can make others feel undervalued and neglected. This differential treatment
can lead to decreased commitment and accountability. Equity theory, a key aspect of social
exchange theory, suggests that imbalance in the give-and-take dynamic can create feelings of
injustice and negative emotions among employees (Davlembayeva et al., 2021, p. 153).
Expanding on these theories, Habeeb (2020) proposed that optimal performance depends
on employees' qualifications, incentives, and facilitation of required behaviors (p. 1347).
Therefore, it's crucial for On-Ramps to invest equally in underperforming employees, providing
them with learning opportunities to foster a positive work environment, even when goals are not
met. This approach promotes fairness, reciprocity, and can enhance sustained employee
engagement and organizational success.
Biblical Insights
Merida (2015) explores the wisdom bestowed upon King Solomon and its profound
implications across various interconnected biblical facets such as worship, insight, discernment,
morality, justice, and skill—qualities highly esteemed in organizational leadership. To optimize
team performance and attain desired outcomes, the leadership cadre at On-Ramps is encouraged
to prioritize initiatives aimed at capacity enhancement, delineate clear and quantifiable
objectives, and furnish constructive feedback to employees experiencing performance
challenges. By adhering to these principles, the leadership team can cultivate an environment
steeped in excellence, empowering employees to realize their inherent potential. “Give me
wisdom and knowledge, that I may lead this people, for who is able to govern this great people
of yours?” (New International Bible, 1978/2011, 2 Chronicles 1:10). This scripture piece
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underscores the transformative power of divine wisdom sought through prayer, promising
guidance, and illumination to those who earnestly seek it.
In conclusion, influential leaders wield significant influence in navigating the goal-setting
journey within their domains. Their role encompasses the delineation of clear objectives and
targets, along with crafting actionable strategies to realize them. Despite the diverse individual
aspirations and priorities among employees and groups, leaders shoulder the responsibility of
harmonizing them with the organization's overarching mission. Hence, leaders must champion
initiatives aimed at fostering capacity-building, thereby empowering their workforce to not only
fulfill immediate objectives but also to pursue enduring organizational and personal aspirations.
Through steadfast leadership and strategic empowerment, organizations can unlock the full
potential of their most precious asset—their employees.
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References
Davlembayeva, Dinara, Papagiannisdis, Savva, & Alamanos, Eleftherios. (2021). Sharing
economy platforms: An equity theory perspective on reciprocity and commitment.
Journal of Business Research, 127, 151-166. doi:10.1016/j.jbusres.2021.01.039
Grabowski, Damian, Chudzicka-Czupała, Agata, & StaporI, Katarzyna. (2021). Relationships
between work ethic and motivation to work from the point of view of the self-
determination theory. Plos One, 16(7), 1-17. doi: 10.1371/journal.pone.0253145
Habeeb, Shaad. (2020). Assessment of behavior-based performance in banking and insurance
sector. International Journal of Productivity and Performance Management, 69(7),
1345-1371. doi:10.1108/IJPPM-02-2019-0074
Merida, Tony. (2015). Christ Centered Exposition: Exalting Jesus in 1 & 2 Kings. Nashville: B
& H Publishing Group. ISBN: 9780805496703.
Navarrete-Cruz, Angela, Birkenberg, Athena, & Birner, Regina. (2020). Factors Influencing the
Development of Rural Producer organizations in post-war settings. The case of Coffee
Growers Associations in Southern Tolima, Colombia. International Journal of the
Commons, 14(1), 692–713. doi:10.5334/ijc.1028
New International Bible. (1978/2011). Retrieved from https://www.thenivbible.com. Original
work published 1978.
Rockstuhl, Thomas, Eisenberger, Robert., Shore, Lynn M, Kurtessis, James N, Ford, Michael T,
Buffardi, Louis C, & Salar, Mesdaghinia. (2020). Perceived organizational support (POS)
across 54 nations: A cross-cultural meta analysis of POS effects. International Business
Studies, 51(6), 933-962. doi:10.1057/s41267-020-00311-3
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Scott, Richard W. (2015). Organizations and Organizing: Rational and Open Systems
Perspectives. Uppder Saddle River, NJ: Routledge. ISBN: 9780131958937.
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