Rational goal model is a guide to decision making in an organization whereby organizations hereby managers set goals that are reasonably achievable. Goals that are no achievable can demoralize the workers when they realize that the goals are not within their ability. In this regard, organizations set reasonable goals that can be achieved using the available organizational resources. However, the goals should not be so low such that the employees are not challenged by the goals. The performance in the achievement of goals is evaluated by comparing what has been achieved so far and the set targets (Belasen, 92).
Assertiveness is the ability of leaders to come out at the time of importance and explain any conflicting issues. The managers who are assertive have the confidence required to clear any doubts that exists in the minds of the workers. They are able to communicate the way forward whenever there are conflicting issues in the working environment.
Decisiveness on the other hand, means the ability to make decisions even when there are there is uncertainty in the future. In this case, the managers are able to make quality decisions using all the information that is available. The behavior of the managers is such that they act as a motivation t the employees.
The managers of an organization aim at achieving the organizational goals through the help of the employees. The two characteristics of the managers play a role in motivating the employees so that they can facilitate the achievement of the set goals. Assertiveness and decisiveness of the managers show the commitment of the managers towards the achievement of the set goals. The managers act as a role model of the employees (Quinn, 78). The employees are able to see the seriousness of the manager towards achievement of the organizational goals. The employees then are able to copy the behavior of the managers and as a result, the productivity of the business improves.
The achievement of above average performance in an organization and maintaining motivated employees is a conflicting issue. However, the managers are able to achieve these conflicting by use of intrinsic and extrinsic motivation of employees. Intrinsic motivation of employees involves non material motivation of employees (Belasen, 89). By setting a good example to the employees, the employees are able to work harder without any material kind of motivation. As a result, the organizational goals can be achieved at less cost.
Intrinsic motivation is non material motivation of employees. The managers achieve this by helping the employees to achieve their needs such as self actualization, social needs and esteem needs. In this case, the employees can be motivated by ensuring good working conditions that make them feel comfortable when working even without material rewards. Keeping employees in work positions that they enjoy working in motivates them even without material rewards (Quinn, 56).
On the other hand, extrinsic motivation involves use of material rewards to motivate workers. When the employees are given material rewards, they feel recognized by the company and therefore work hard in return to show appreciation. When the good performers are rewarded in the working environment, the other employees are also motivated to work harder so that they can receive rewards in the future. As they work hard to get rewards, the performance of the organization improves hence the organizational goals are achieved (Quinn, 67).
In conclusion, motivation of workers involves costs to the organization. However, motivated employees lead to good performance of the organization. Both intrinsic and extrinsic motivation in an organization plays a big role in the achievement of the organizational goals.
Belasen, Alan T. Leading the Learning Organization: Communication and Competencies for Managing Change. Albany: State University of New York Press, 2000.
Quinn, Robert E., et al. Becoming a Master Manager: A Competing Values Approach. New Jersey: John Wiley and Sons, 2011.