Orientation theory examines the factors that are instrumental, ie serve as a means, in directing people’s choices about work. An orientation is a central organizing principle that underlies people’s attempts to make sense of their lives. In relation to work, as defined by Guest (1984): ‘An orientation is a persisting tendency to seek certain goals and rewards from work which exists independently of the nature of the work and the work content.’ The orientation approach stresses the role of the social environment factor as a key factor affecting motivation.
Orientation theory is primarily developed from fieldwork carried out by sociologists rather than from laboratory work conducted by psychologists. Goldthorpe et al (1968) studied skilled and semi-skilled workers in Luton, and, in their findings, they stressed the importance of instrumental orientation, that is, a view of work as a means to an end, a context in which to earn money to purchase goods and leisure. According to Goldthorpe, the ‘affluent’ worker interviewed by the research team valued work largely for extrinsic reasons.
In their research carried out with blue-collar workers in Peterborough, Blackburn and Mann (1979) found a wider range of orientations. They suggested that different ones could come into play with varying degrees of force in different situations. The fact that workers, in practice, had little choice about what they did contributed to this diversity – their orientations were affected by the choice or lack of choice presented to them and this meant that they might be forced to accept alternative orientations.
But Blackburn and Mann confirmed that pay was a key preference area, the top preferences being:
Orientation theory is primarily developed from fieldwork carried out by sociologists rather than from laboratory work conducted by psychologists. Goldthorpe et al (1968) studied skilled and semi-skilled workers in Luton, and, in their findings, they stressed the importance of instrumental orientation, that is, a view of work as a means to an end, a context in which to earn money to purchase goods and leisure. According to Goldthorpe, the ‘affluent’ worker interviewed by the research team valued work largely for extrinsic reasons.
In their research carried out with blue-collar workers in Peterborough, Blackburn and Mann (1979) found a wider range of orientations. They suggested that different ones could come into play with varying degrees of force in different situations. The fact that workers, in practice, had little choice about what they did contributed to this diversity – their orientations were affected by the choice or lack of choice presented to them and this meant that they might be forced to accept alternative orientations.
But Blackburn and Mann confirmed that pay was a key preference area, the top preferences being:
1. pay;
2. security;
3. workmates;
4. intrinsic job satisfaction;
5. autonomy.
They commented that: ‘An obsession with wages clearly emerged... A concern to minimize unpleasant work was also widespread.’ Surprisingly, perhaps, they also revealed that the most persistent preference of all was for outside work, ‘a fairly clear desire for a combination of fresh air and freedom’.
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