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Organizational Goal Setting
Organizational Goal Setting
Charles McCutchen
School of Business, Liberty University
BUS 735 – Understanding the Organization
Dr. Cline
November 24th, 2021
Author Note
Charles McCutchen
I have no known conflict of interest to disclose.
Correspondence concerning this article should be addressed to Charles McCutchen
Email: cmccutchen4@liberty.edu
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Organizational Goal Setting
Abstract
A good leader ensures no one is left behind. This paper focused on the theories and tied them into
the case study. It addressed the organization's key roles and how managers could use the theories
to help the employees by not focusing on one or two people. The personal perspective dove into
how benefits can motivate employees to want to do more for the company. Then it pinpointed a
passage in the Bible and how it focuses on the many and not just the individual. It concluded
with the organizational structure and organizations and what it means to have an organization
that withstands the test of time.
Keywords: contingency theory, social theory, organizational strategies, goal setting
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Organizational Goal Setting
Introduction
Every organization wants to have quality people that can uplift the company and continue
with the vision. It takes copious amounts of time and money to keep hiring people hoping they
work out, and one of the best ways to keep the organization moving is to take those already in
the company and help them be successful. The company On-Ramps views the long-range effects
of helping someone in the organization that shows they are an asset. Amy has separated herself
from other workers by getting management to notice what she's doing and showing she wants to
further her knowledge. The company conducts a semi-annual review process where goals are set
and discussed. The company looks at the transferrable skills that Amy can use to help the
organization, so it would be beneficial to provide the resources Amy needs to be successful. The
organization also has weekly check-ins and provides a review. The company would be willing to
create a position that helps Amy and aligns with the organization's goals. By doing this, they'll
have a worker for life.
Theoretical Perspective
Exchange theory
The Exchange Theory assesses relationships by connecting the benefits provided by the
organization concerning other opportunities that could be afforded to their employees. An
example of this is that you have a rare skillset, so you look for the best possible scenario that will
help you in the long run (Tamunomiebi & Oyibo, 2020). Individuals always look to what’s in it
for them. People need to feel like they’re getting something for their time and effort.
Social exchange
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Organizational Goal Setting
Social exchange theory focuses on behavior and long-term relationships where employers
place their employees in positions or give favors or benefits so the employee will continue to
stay with the company (Tamunomiebi & Oyibo, 2020). The relationship formed between Amy
and Sarah showed the organization's concerns and how Amy could get help with her work-life
balance and continue to place the company in a position to gain from her newfound skillsets
(Tamunomiebi & Oyibo). Consequently, employees will go the extra mile for a company if they
know that it has their best interest (Tamunomiebi & Oyibo). Linuesa-Langreo, RuizPalomino,
and Elche-Hortelano (2017) posit that the social exchange theory is one of the leading theories to
understand employees' performance.
Expectancy theory
Expectancy theory loosely ties into Amy’s relationship with her company in that the
theory uses the coordination of groups and how they interact, siting the behaviors and choices.
Sarah told Amy that the only reason the company would be willing to help her is due to her work
ethic. Showing favoritism for a few workers will undoubtedly affect the group as a whole and
could cause issues later down the road (Baumann & Bonner, 2017).
Contingency theory
To view the contingency theory, the organization could adopt new practices using the
contingency theory to speak to the organizational change, which addressed management’s failure
to provide the same agreement for Amy that for the entire organization (Marsden & Friedkin,
1993). Creating an atmosphere of the company wanting to help it may allow workers to see that
the organization is invested in them. What of those workers who don’t want to go to school?
Should they not be given other methods to improve? There is no one size fits for any
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Organizational Goal Setting
organization. Multiple benefits that every employee could use should be put in place so everyone
can excel (Sauser et al., 2009). Podsakoff et al. (2000) posit that workers have to solve their
work-related issues to aid the organization. Akintokunbo and Obomanu (2018) suggest that
organizations are more effective when they operate in teams. There’s a saying, “Teamwork
makes the dream work,” and with the organization adding in packages where the workers get
paid extra is always beneficial (Adeoye et al., 2012). Moreover, a company can add non-
monetary benefits such as paid vacations, more than two weeks off, dental, and paid therapy
because employees hold benefits in high regard with looking for a job (Coffey, 2013;
Akintokunbo & Obomanu, 2018). Tamunomiebi and Zeb-Obipi (2009) state that rewarding
workers are one of the factors which help to retain and attract clientele.
Personal Perspective
I love a company that’s willing to assist individuals in acquiring more education. A
previous company I worked for would reimburse us for educational expenses. It was part of a
compensation package afforded to everyone. My current company is utilizing the same method.
By implementing a benefits package, only helps the company in the long run by adding skills
and knowledge that are useful. Instead of getting someone outside of the company, a person can
be homegrown or come from within the company, so managers will know the type of person
they’ll be getting. But imagine if the company gave the same educational backing to all its
employees. Some people need an incentive. Why work harder and receive nothing? We’re in a
world where everyone wants something for nothing, and a lot of people go to work and do just
enough to get the paycheck, then go home. Cooley (2016) suggests that organizations take an
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Organizational Goal Setting
interest in the individual using the human relation theory and will increase productivity. Double
standards for individuals only create harmful working environments.
Bible
What the On-Ramp organization created was isolation to their workers by not extending
the benefits to all its members. 2 Timothy 2:24 (King James Bible, 1769/2017) states, “And the
servant of the Lord must not strive; but be gentle unto all men, apt to teach, patient,” That means
organizations should be teaching to all, and just because you may have someone that doesn’t
catch on fast enough, they should still be afforded the opportunity to learn. That’s the Christian
way. Management will cause other workers to lose motivation to work harder because they’re
not afforded the same awards as others. In a sustainable goal setting, there can’t be a separate
system for those who contribute in a positive light (Barrick et al., 1998). Merida (2015) argued
that Elijah only viewed the short-term victory which ultimately led to him losing the long-term
war. On-Ramp used some of the same tactics as Elijah by not bringing on everyone in the
company to help fight their battles they would endure throughout the coming years.
Conclusion
Using the theories helps to explain the behaviors of employees and managers. Goal
setting should be a priority in the workplace. Implementing a rewards or compensation system
only helps an organization show their employees that they want them to succeed. As On-Ramps
provide weekly updates to their employees, it aids them in understanding the goals of the
organization. When employees receive feedback on what they could do better, it helps them
perform better the next time (Cianci et al., 2010). Under the organizational structure,
organizations understand what bolsters sustainability or what encourages a successful operation
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Organizational Goal Setting
(Zheng et al., 2010). Using knowledge management will allow the organization to focus on
employee relationships and develop them by mediating what happens (Skyrme & Arnindon,
1997). Every individual is motivated by something. The company should make its mission to
figure out how to get the best out of their employees for longevity.
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