The definitive aims of business organizations are to competently provide and influence consumers to generate profits. The most significant factor in reaching these aims is by understanding organisations’ general directions for the long-run usefulness and competence (Dam, 2014). Goal orientation is achieved by the organisations and individuals through the successful cohesion of intrinsic and extrinsic motivations. This essay will discuss goal orientation which will help the organisations and individuals in setting and achieving certain objectives, evaluate the motivational theory (intrinsic and extrinsic) and their significant roles.
Goal orientation is the key to achieve successful organisational and individual performance. It is also the underlying cause of extensive influence on employees’ behaviour and performance. Furthermore, goal orientation influences the employees to be proactive, problem-solving, and creativity, accept new ideas and adapting to new changing situations (Taing et al. 2013). However, the most important sign in reaching these goals is by considering organisations’ common directions for the long-run usefulness and competence.
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Goal orientation also plays a very important role in organisations and individuals to choose and implement the desired objectives to obtain better results. According to Dam (2014), goal orientations are set to obtain better outcomes through learning and performance goal orientation. Organisations and employees with high learning goal orientation identify their skills and abilities through experience, examination, and effort, and they are well aware that goal orientations can be altered and improved.
The modern form of achieving the goal orientation is typically influenced by the two forms of motivational theory, intrinsic and extrinsic motivation. Motivation is an active procedure determined by an individual, psychologist and appropriate elements interacting with one another (Hendijani et al.2016). Motivation is also an important factor for staff and management on the other hand; for workers, motivation is a necessary action to tackle and realize their behaviours; and for management, motivation has straight helpful effects on performance and helps to accomplish organizational goals and objectives through better reliable ways such as exploring innovations and skills (Chi-Ha, 2014). It also plays a key role in enhancing organisations and individuals’ satisfaction and performance.
Motivation theory is framed based on the different cause or objective that gives rise to an action. It is showed from an organized examination of how individual, work and environmental distinctiveness effect on behaviour and job performance. Intrinsic motivation, accomplishes something for innate satisfaction (within the person), and extrinsic motivation is referred to achieving something for some distinguishable result (i.e., rewards). Intrinsic and extrinsic motivation theory plays a significant role in pursuing goal orientation by organisations and individuals.
Most of the organisations are worried with their employees’ performances and directions to carry out in achieving better productivities. According to Reiss (2012), the way to motivate employees in achieving organisational goals are through means of intrinsic motivation. Intrinsic motivation is a natural energy of behaviour that comes from within an individual, out of one’s own will and interest for an activity at hand.
It occurs when an act is performed without any external influence to carry out a task. For instance, an employee doing a work for self-satisfaction or seeing it as an act of opportunity to learning, exploring and actualising one’s potential is completely intrinsic in nature. Intrinsic achievement motivation is doing the task for one's own interest to explore happiness and contentment associated with the given task (Hendijani et al. 2016). Intrinsically motivated tasks are enjoyable, and determined identity is aimed for intrinsic reasons rather than as a distinct operations.
Individuals take in their main motivational directions to connect in tasks, letting them experience the knowledge of particular factor in fulfilling given activities. Intrinsic motivations are perceived when individuals learn and improve intrinsically forced activities is natural, well equipped with various skills and they take on many tasks in collection of experiencing effective interaction and abilities (Vansteenkiste et al. 2006). For example, Google Inc. a well known American public organisation which specialises in internet search, cloud computing and online advertising supports individuals’ skills, potentials and creativity. The firm uses intrinsic motivational strategies, a system known as ‘Innovation Time Off’ where the employees are given an opportunity to spend their 20 percent working hour on projects, which they are interested to carry out. (Cardoso, 2016). Intrinsic motivational tendency however plays a vital role in fulfilling the goal orientations of the organisations and individuals’ performances.
Although intrinsic motivation is an important type of motivation, any activities carried out are not always linked as intrinsically motivated outcome. The choice to be intrinsically motivated becomes reduced by common strain and roles that need individuals to believe responsibility for non-intrinsically attractive task ( Hendijani et al. 2016 ). In an organisation, for instance, it looks like the intrinsic motivation becomes less noticed with each promotion and bonus. Therefore, extrinsic motivation contrasts with intrinsic motivation, which is referred to carrying out an activity that is basically for the satisfaction of the activity itself, other than its instrumental value.
Rewarding is one of the important types of extrinsic motivation such as raised wages and commissions to award promotion and secure positions. Most of the Financial Organisation such as Commonwealth Bank of Australia for example has many different forms of external motivation which benefits employee benefits. The range of financial benefits are competitive pay, employee share plan, salary sacrifice super, salary sacrifice shares, salary sacrifice childcare fees, commonwealth bank group super and banking benefits (Wilson, 2018). Extrinsic motivation assists in achieving goal orientations of organisations and individuals by externally inspiring behaviours.
In such cases, being prompted by factors that are external, like awards, penalties and time extensions, and the possibilities for reasoning while fulfilling the actions are not being eternalised as a whole (Akin-Little & Little, 2009). Although extrinsic motivation seems to be effective to employee’s performance with appealing rewards, internal (intrinsic) motivations are associated with greater performance and more beneficial for organisations and individuals. External motivation has a negative result on intrinsic motivation and on the other hand, being intrinsically motivated and engaged at work results in higher emotional intelligence (Dysvik & Kuvaas, 2012).
Extrinsic motivation can lead to a phenomenon called ‘overjustification effect’; an impact that could lead to diminishing intrinsic motivation in order to perform an action and can also be viewed as a ‘coercive force’; a feeling of unintended bribery into performing a behavior for external reinforcement (Akin-Little &Little, 2009). However, for some organisations, it is believed that extrinsic motivation can be useful to motivate individuals to gain new skills and knowledge, which in turn could turn individuals more intrinsically motivated to pursue desired goals (Kuvaas et al. 2017).
However, intrinsic motivation is more beneficial than extrinsic motivation to individuals’ behaviour as intrinsic motivation help individuals to perform a job for one’s own personal sake and rewards (motivation from within oneself) whereas, extrinsic motivation engages in a behavior based on achieving rewards (motivation from outside). Intrinsic goals such as community contribution, health, personal growth, and affiliation, are further differentiated from extrinsic goals, such as fame, financial success, and physical appearance (Vansteenkiste et al. 2006). Dysvik and Kuvaas (2012) argue that extrinsic motivation is advantageous in some cases for example, when individuals are working towards fulfilling some tasks, tangible rewards can be of use to achieve those, however, even after accomplishing desired goals individuals do not gain the feeling of satisfaction. Nevertheless, intrinsic motivation is valuable for long-run process for attaining desired goals and finishing duties by receiving fulfilment while extrinsic motivation is valuable for short duration in certain situations. Extrinsically motivated person sometimes tend to lose their usefulness within no time for example, when extrinsically motivated person are asked to perform a task in absence of rewards, the individual feels less motivated to finish the task resulting failure whereas intrinsically motivated individuals are not affected by such circumstances. Therefore, Hendijani, Bischak, Arvai and Dugar (2016) in their research study, they found that extrinsic motivation has a negative effect on intrinsic motivation affecting individuals’ performance and intrinsic motivation is far more beneficial than extrinsic motivation.
All in all the goal orientation in businesses are successful keys as they help organisations and individuals to recognise their abilities and objectives. Intrinsic motivation persuades various values of enthusiasm in which it stimulates job attitudes and learning behaviours, receives satisfaction and happiness after doing the tasks. Whereas extrinsic motivation inspires individuals to pursue desired goals through rewarding financial and positional values, thus, it brings in the negative impact on intrinsic motivations. Though extrinsic motivation assists individuals to have better performance, intrinsic motivation is acknowledged to be more efficient in achieving goal directions to organisations and individuals.
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