Human Dignity Research: Goal Setting Theory
Lerin Tusing
Department of Business, Liberty University
BUSI 701 Current Topics in Business Administration
Dr. Ladner
May 9th, 2021
Introduction
Our world has become more globally connected in our current society. We now can
communicate with other countries at any time and any place via the internet. This global
connection that we have brings us all closer to one another and gives us the opportunity to
embrace others and their cultures for who they are. Because we are becoming a more global
economy, we must adapt our businesses to include people from all over the world. We need to
prepare our organizations to be inclusive of all types of cultures. Ethics are the moral principles
that are instilled within a person or organization to differentiate between right and wrong (Mea &
Sims, 2018). Ethics in the workplace focus on treating everyone with respect and upholding our
moral duties as humans.
Organizations want to be as successful as possible while remaining in the bounds of their
ethics. Motivating employees to achieve success for the betterment of the business can be
challenging when also trying to remain ethically correct. Cafferky mentions several different
theories related to motivation in his work, “Management & Leadership Theories in Scripture
Narratives: An Editor’s Outline of Opportunities for Further Study”. The motivational theory this
paper will address is goal setting theory. Goal setting theory is based on human beings
biologically surviving through goal direction (Locke & Latham, 2020). Goal setting theory is
often noted as imperative to the success of businesses as majority of businesses thrive on setting
goals for achievement to obtain success (Welsh et al., 2020).
In the human dignity-centered framework established by Mea and Sims, human dignity is
defined as the idea that every human has transcendent value that resides inside his or her essence
(Mea & Sims, 2018). Every human has the right to treatment that reflects a deep respect for the
rights that are inside of each of us (Mea & Sims, 2018). This paper will discuss goal setting
theory and how the theory fits within the human dignity-centered framework while also
providing biblical examples from scriptures in the Bible.
Ethical and Legal Foundations of Goal Setting Motivational Theory
The starting point for building a theory is to determine the intended domain and to
identify the core concepts (Locke & Latham, 2020). Goal setting theory defines a goal as the
object of an action that serves as the standard for which to compare performance to (Locke &
Latham, 2020). Moral justification and displacement of responsibility are two big
rationalizations employee’s use when participating in unethical practices in the workplace
(Barsky, 2011). Goal setting theory promotes good ethics as it gives employees a set of
guidelines to follow.
It has been determined that by making goals transparent to all departments, organizations
will reduce the chance of unethical behavior (Locke & Latham, 2019). However, research also
shows that difficult goals can be more challenging for employees to achieve which can cause
unethical behavior such as lying, cheating, etc. (Neubert & Dyck, 2016). Difficult goals can also
hinder quality in performance because they invoke tension or anxiety (Neubert & Dyck, 2016).
The ethical challenge with goal setting theory is to make sure the goals that are set are achievable
without the use of moral disengagement or unethical behavior. Difficult goals can motivate
employees to use unethical means to achieve the goal because they want to receive credit for
achieving the goal before others (Welsh et al., 2020). Locke and Latham state, “an ethical
organizational culture requires a multipronged program based on values that are discussed and
modelled by senior management (Locke & Latham, 2020).” They maintain that unethical
practices can occur in virtually any motivational theory used, not just within goal setting theory
(Locke & Latham, 2020). Research has shown that the way a goal is implemented may also
increase or decrease the employee’s involvement in unethical behavior (Barsky, 2011).
Employees who participate in setting goals have a higher commitment to achieving the
performance goal and ultimately have less desire to partake in unethical behavior (Barsky, 2011).
Government policies also impact goal setting processes by implementing forward-looking policy
reforms in an effort to create a viable future for not just organizations, but our country as a whole
(Shinkle et al., 2021). Shinkle states that “Government policy changes that are high in attentional
salience and high in novelty also have a high probability of creating new organizational problems
(Shinkle et al., 2021).” This means that goal setting theory will be significantly impacted by
these policy changes.
Goal setting theory also can incorporate the segment of ethics that pertains to diversity.
Diversity in the workplace is noted as one of the top ten human capital issues present today
(Motel, 2016). When companies use specific goal statements, they will see more year-over-prior
increases in their diversity compared to companies that use ambiguous or absent goals (Motel,
2016). It is crucial that companies integrate diversity in their workplace to ensure they are being
ethically correct. Leaders should advocate for diversity and promote positive intergroup relations
which will ultimately increase overall performance and achievement of goals set in place
(Guillaume et al., 2015). Organizations that use clear and shared goals often reduces uncertainty
within the organization which ultimately promotes the development of an organic social identity
where positive intergroup relations flourish (Guillaume et al., 2015). Research shows that
companies who openly publish goals, feedback and metrics are leading the way in developing
multicultural environments in their workplace (Motel, 2016). Therefore, clear, concise goal
setting within an organization can bring diverse employees together to operate as one social
group in a positive and rewarding environment.
Another ethical foundation to goal setting theory is the ethics of fairness in the
workplace. Research states that people care about justice not only because fair acts benefit them
but also because fair treatment promotes adherence to other moral and social rules (Barsky,
2011). Perceived unfairness within the workplace can lead to employee retaliation and a lack of
desire for employees to work at achieving goals (Barsky, 2011). By sharing goals publicly and
with employees, fairness is shown as everyone, including the public, has access to the same
information. Barsky states that when employees are exposed to fair decision-making procedures,
they are less likely to use moral disengagement through moral justification (Barsky, 2011).
Management should include employees when setting goals to increase fairness within their
organization and to decrease the likelihood of interactions in unethical behavior.
Biblical Scripture Examples of Goal Setting Motivational Theory
There are several passages in the bible that relate to goal setting motivational theory and
how God put in place a set of goals for His followers to complete. The first passage to look at is
in the book of Genesis when God sends the great flood to the earth. In Genesis, chapter 6, the
Lord is angry at how wicked the human race had become on the earth. He regretted making all
men who were evil in their ways but one man, Noah found favor in the Lord. Noah and his
children were righteous and walked with God and God chose Noah to do His bidding.
God said to Noah, “I have determined to make an end of all flesh, for the earth is filled
with violence through them. Behold, I will destroy them with the earth (English Standard Version
Bible, 2001, Genesis 6:13).” God set forth a list of goals for Noah to achieve. First, Noah was
asked to create an ark out of wood. He stated that to make the ark it should be “the length of the
ark 300 cubits, its breadth 50 cubits and its height 30 cubits (English Standard Version Bible,
2001, Genesis 6:15).” He then told Noah to make a roof for the ark and finish it to a cubit above
and set the door of the ark in its side. Make it with lower, second and third decks (English
Standard Version Bible, 2001, Genesis 6:16).” After Noah built the ark, God instructed him to
bring “every living thing of all flesh, you shall bring two of every sort into the ark to keep them
alive with you. They shall be male and female (English Standard Version Bible, 2001, Genesis
6:19).” Lastly, God instructed Noah to “take with you ever sort of food that is eaten and store it
up. It shall serve as food for you and for them (English Standard Version Bible, 2001, Genesis
6:21).” Noah did all that God commanded him to do. This is one of the best examples of goal
setting theory in the Bible as it shows God clearly depicting goals for Noah and Noah achieving
each goal. God saved Noah and his family along with the animals from the great flood so that He
could start a new world.
Another passage of the bible where goal setting theory is used is when Nehemiah rebuilt
Jerusalem. In the book of Nehemiah, Nehemiah writes about his goal to rebuild the wall of
Jerusalem. Nehemiah travels to Jerusalem with the approval of the king to inspect the city walls.
He was there for three days and on the last night, he rode out to “inspect the walls of Jerusalem
that were broken down and its gates that had been destroyed by fire (English Standard Version
Bible, 2001, Nehemiah 2:12).” He kept his goal a secret from everyone until the final day where
he told the Jews, the priests, the nobles, the officials, and the rest who were to do the work
(English Standard Version Bible, 2001, Nehemiah 2:16). He said to them “You see the trouble we
are in, how Jerusalem lies in ruins with its gates burned. Come, let us build the wall of
Jerusalem, that we may no longer suffer derision (English Standard Version Bible, 2001,
Nehemiah 2:17).” Before they could get started, Sanballat the Horonite and Tobiah the
Ammonite servant and Gesham the Arab spoke against Nehemiah accusing him of going against
the king. Nehemiah replied, “The God of heaven will make us prosper, and we his servants will
arise and build, but you have no portion or right or claim in Jerusalem (English Standard Version
Bible, 2001, Nehemiah 2:20).” Nehemiah and his workers began rebuilding the wall and they
fought against their enemies to ensure they completed the goal of rebuilding the walls of
Jerusalem.
One final example of goal setting theory in the bible is of Paul the Apostle and his goal of
spreading the gospel. Paul says “I have written to you very boldly by way of reminder, because
of the grace given me by God to be a minister of Christ Jesus to the Gentiles in the priestly
service of the gospel of God, so that offering of the Gentiles may be acceptable, sanctified by the
Holy Spirit. In Christ Jesus, then, I have reason to be proud of my work for God. For I will not
venture to speak of anything except what Christ has accomplished through me to bring the
Gentiles to obedience (English Standard Version Bible, 2001, Romans 15: 15-18).” He says, “and
thus I make it my ambition to preach the gospel, not where Christ has already been named, lest I
build on someone else’s foundation, but as it is written, those who have never been told of him
will see, and those who have never heard will understand (English Standard Version Bible, 2001,
Romans 15:20-21).” Paul the Apostle sets a goal of spreading the gospel to areas where God is
not known, so that more people can be saved by the gospel of Christ.
Scripture also discusses the importance of setting goals and the support receive from God
when you put your faith in Him to achieve them. It is stated in 2 Chronicles 15:7 “But as for you,
be strong and do not give up, for your work will be rewarded.” God tells us to be strong and
continue to work hard as He will reward the work, we do through Him. Proverbs 3:6 tells us to
“Trust in the Lord with all your heart and lean not on your own understanding; in all your ways
submit to him, and he will make your paths straight.” It reminds us to put our full trust and faith
in our God and know that He will provide for us. Lastly, a verse that reminds us how important
faith in God is when setting our goals is Matthew 17:20 that says, “Truly I tell you, if you have
faith as small as a mustard seed, you can say to this mountain, ‘Move from here to there,’ and it
will move. Nothing will be impossible for you.” The bible reminds us that setting goals is crucial
to survival as well as success.
Human Dignity-Centered Framework
Goal setting theory is a motivational theory that many scholars find imperative in
organizational success. Mea and Sims work, Human Dignity-Centered Business Ethics: A
Conceptual Framework for Business Leaders discusses the way religious perspectives can
improve business ethics by looking at the Catholic social doctrine and teaching and natural law
(Mea & Sims, 2018). Natural law consists of making decisions based on the insights of human
conduct and behavior that God built into our nature (Mea & Sims, 2018). The Catholic social
doctrine and teaching or CSD/T consists of ideas for ethical management and decision-making
(Mea & Sims, 2018). By looking at natural law and CSD/T, Mea & Sims created a human
dignity-centered framework for business ethics.
Goal setting theory falls into the human dignity-centered framework by promoting
fairness, diversity, and hard work. The theory also goes against the human dignity-centered
framework if employees are using unethical behaviors to achieve their goals. A major issue in
ethics based on human dignity is that human dignity is open for interpretation (Illathuparampil,
2017) and can be different based on different cultures, generations, etc. It is important that
human dignity in this paper, is defined under the Christian values and the CSD/T sources as well
as natural law as defined by Mea and Sims. Human dignity in the workplace has grown rapidly
in recent years (Thomas & Lucas, 2018). It is something that is difficult to measure as there is
not a defined scale to measure workplace dignity (Thomas & Lucas, 2018). It is important to
understand that the absence of a measure of workplace dignity makes it difficult to address if
goal setting theory is impacting human dignity in the workplace. However, as stated above, goal
setting theory both aligns and does not align with human dignity-centered framework.
Goal setting theory as a motivation theory, aligns with the human dignity-centered
framework because it promotes fairness among workers. Fairness in the workplace falls right in
line with the human dignity-centered framework because it stands with the rights of humans to
be treated equal and fair. The use of fair decision-making practices like allowing employees to be
part of goal setting in an organization, will reduce the amount of moral disengagement in the
organization (Barsky, 2011). It is also important to discuss how making goals public and keeping
goals transparent throughout and organization will significantly reduce the chance of unethical
behavior occurring (Locke & Latham, 2020). When the goals are made public and available for
everyone to see, employees are less likely to act unethically to achieve goals when they are
transparent and noticed by everyone. Another way to reduce unethical behavior in goal setting is
to make sure the goals are not too difficult (Barsky, 2011). Difficult goals are harder to achieve
and therefore, the risk of unethical behavior to achieve these goals arises (Barsky, 2011). By
maintaining goal transparency and including employees while setting goals, organizations will
closely align with the human dignity-centered framework in making sure the goal setting theory
remains ethical and successful to their organization.
Diversity in the workplace is an important factor in ethics and a workplace that respects
diversity through goal setting theory, is more aligned with the human dignity-centered
framework. Goal setting theory is an applicable motivational theory that organizations can use to
reduce unequal representation (Motel, 2016). Diversity in the workplace is crucial to an
organization being successful because the world is more globally connected, and we are more
conscience to other cultures now than ever before. It is critical that organizations embrace
diversity, and they remain fair and respective to all types of cultures, genders, ages, etc. Through
goal setting theory publicly within their firm, organizations can create an organic social identity
where positive intergroup relationships arise (Guillaume et al., 2015). The objective is to
promote a positive, “one workplace” mentality while acknowledging, respecting and embracing
all diversities by clearly stating the same company goals for success.
Conclusion
Goal setting theory can contribute to the success of a business and can align within the
human dignity-centered framework. As long as goals are made public, transparent and fair,
employees will be less likely to participate in unethical behavior while trying to achieve the
goals. There are many passages in the bible that relate to goal setting theory and are important
parts of scripture for Christians to reference when seeking guidance in goal setting. Noah and the
ark, Nehemiah and the rebuilding of Jerusalem and Paul the Apostle in spreading the gospel are
all important examples of goal setting theory in the bible. Goal setting theory is an important
motivational theory to study when discussing the ways to promote success within an
organization.
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