Employee Motivation & Organizational Success

This assignment delves into the crucial relationship between employee motivation and organizational effectiveness. It examines various motivational theories, such as Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, and Goal Setting Theory, highlighting their applications in fostering a motivated workforce. The importance of setting clear targets, creating a positive work environment, and recognizing employee contributions is emphasized to ensure sustained success in the marketplace.

Organization Behavior

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To encourage the employees of the organization so that they can give their Best
It is essential to study organizational behavior as it helps to understand the behavior of
the individual. Organizational behavior assists to study about the complex nature of the
individuals who are conducting their day to day activities of the organization. It is evaluated that
organization itself is a place where individual interacts and conduct the activities in a smooth
way. Organizational behavior is one of the interdisciplinary fields that take into consideration
psychology, sociology, anthropology, political science, and economics. The overall success of
the company is based on proper management of its people. The behavior of the individual is
governed by various ideas, feelings, and activities of the organization. For proper management of
the people in the organization, it is essential to consider the requirements (Hauser, 2014.).
Since the behavior of the human can be different from the each other and it is not
possible to consider unique solutions for the problems that are prevailing in the organization.
This is the only reason that psychological and social aspects are considered so that the solutions
can be made by focusing on the issues of the organization. There are many workers who are
compassionate and also assist to support the work culture. The selfless attitude can give the
positive outcome of the worker's faith in the management and also the satisfaction level towards
the operations of the company.
It is evaluated that if the employee does not trust the management can give impact on the
working activities of the organization. Organizational culture takes into consideration the values,
beliefs, vision, and principles of the employees. The behavior of the employees is directly
impacted by the work culture and also it can give positive or negative impact (Bauman and
Skitka, 2012).
If there is a supportive culture at work then it can encourage and create a good
environment for the organization. When the individuals are encouraged then the confidence level
can be enhanced and the ideas of the employees can give a positive outcome in an effective
manner. It is seen that workers can gain a proper understanding of the company if proper
information is given to them. There are various factors that help to promote organizational
behavior like encouragement, self-actualization. Management should consider the driving forces
to stimulate the behavior and also to try the factors in the work culture (Olafsen et al., 2015).

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The employees of the organization can be promoted by promotions, incentives, and
rewards. If the employees are not dedicated towards the work then it can give impact on the
rewarding culture of the company. Also, the individual will lose interest in their work if they are
not rewarded and recognized. Organizational behavior is related to the behavior of the people
and also considers the factor that gives impact on the behaviors. It is important to understand the
behavior of the individual constituting the company so that the work can be figured out easily.
Management has to understand the reason for problematic behavior within the organization so
that it can be minimized easily. Human behavior can be influenced by considering the
information of the organizational behavior.
Job designing should be according to the qualification of the employees so that they can
conduct the activities of the organization smoothly. When the employees are hired it is
necessary to analyze their capability so that they can conduct the activities accordingly. It gives
focus on minimizing the conflicts of the workers and also helps to achieve the goals of the
organization.
In Cognitive theory, there are two motivators. One is intrinsic and the other is extrinsic
that focuses on enhancing the motivation level of the employees. Intrinsic motivators are
concerned with the responsibility and competence. It has a connection with the performance of
the employees and also considers the interest of the workers (Maslow, 2015).Extrinsic motivator
has a connection with the pay and working environment of the organization. Intrinsically
employees who are motivated operate the activities according to the satisfaction level and
rewards of the employees. It is seen that to conduct the activities it is important to conduct the
operations by considering the working environment of the organization (Bello, 2012).
Intrinsic motivator helps to minimize the level of motivation of the intrinsic motivator.
Job Satisfaction also helps to increase the overall performance of the employees. It is evaluated
that if the worker is satisfied with the activities then dedication can be increased among the
employees who are conducting the activities. By taking into consideration satisfaction level of
the employees Maslow hierarchy will be discussed to analyze the requirements for the
employees (Kaur, 2013). Self-actualization on the working environment considers training,
growth, and creativity. Esteem needs take into consideration high status and the responsibilities
to conduct the activities of the organization. Safety needs focus on work and job safety. So it is

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essential to take into consideration the requirements of the employees so that they feel motivated
and happy. Every employee of the organization has some expectation from the companies. So it
is important to fulfill the expectation level of the employee's so that they can give their best to
conduct the activities of the organization (Healy, 2016).
"SMART GOAL" theory considers the managers of the organization so that they can give
proper directions to the employees. It is seen that if the organization want to achieve success in
the market, then goals should be set according to the employees. If goal setting theory is
analyzed then it is seen that dissatisfaction can be minimized of the employees (Men, 2014).
Theory X and Y analyze the satisfaction level of the employees. Theory X focuses on
monetary advantages and Y reflects the independence of the employees. The employees who
consider the theory X is lazy and the theory Y employees increase the goodwill of the company.
The companies take into consideration theory X and Y so that positive results can be achieved
(Leder et al., 2016).
It is important for the top managers to give emphasis on the overall objectives of the
company so that the operations can be conducted smoothly. It is the duty of the employees to
conduct the activities of the organization with dedication and responsibility so that goals can be
attained. The working environment of the company should be positive so that the opportunity
can be grabbed. The operations of the company should be simple so that the good results can be
achieved (Korschun et al., 2014).

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Figure 1 (Source: Bigthink, 2017).
By giving emphasis on the paper, it is analyzed that the theories of organizational
behavior helps the companies to operate the activities smoothly. The workers who are given task
should be according to the interest and also the employees should give focus on achieving the
opportunity prevailing in the company. Growth is essential for the employees, so that can survive
for a long time in the market. Managers should be dedicated to allocate the work according to
capability and interest of the employees (Zeb et al., 2014). It is essential for the workers to
achieve goals so that good position can be attained. To influence the behavior of the employees
the company considers the organizational behavior so that the employee's reaction can be
changed according to the policies and procedures of the company.
Management can also consider the management so that the conflicts can be minimized.
There are also various measures like perks and promotions that assist to create a good workplace
that impacts the performance of the employees in a positive manner. The organization can only
achieve success by evaluating the organizational behavior. Organization behavior theories are
important so that the activities can be conducted smoothly with efficiency (Parris and Peachey,
2013).

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Relationship of the employees is also important to be maintained so that productive
performance can be attained easily. To increase the employee's motivation level it is important
to consider the factor related to the personality of the employees. If the proper relation is there in
the organization then the activities of the organization can be managed easily. Organization
profits can also be attained if there is proper flow of activities in the organization. So, it is
important for the managers to focus on the employee's so that they can give their best to
accomplish the objective of the organization. Also, the top management should give focus on the
working pattern of the employees so that growth of the organization can be maintained in the
market.
It is essential for the employees to create target so that the objectives can be achieved in
an effective manner. It is essential for the workers to create proper target so that the objectives
can be accomplished. It is analyzed that the employees should be confidence in conducting the
activities of the organization so that the task can be completed efficiently. It is also important for
the organization to consider the theories like X and Y theory, Herzberg's theory, Goal setting
theory, Maslow's hierarchy of needs.
References
Bauman, C.W. and Skitka, L.J., 2012. Corporate social responsibility as a source of employee
satisfaction. Research in Organizational Behavior, 32, pp.63-86.
Bello, S.M., 2012. Impact of ethical leadership on employee job performance. International
Journal of Business and Social Science, 3(11).

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Hauser, L., 2014. Work motivation in organizational behavior. Economics, Management and
Financial Markets, 9(4), p.239.
Healy, K., 2016. A Theory of Human Motivation by Abraham H. Maslow–reflection. The British
Journal of Psychiatry, 208(4), pp.313-313.
Kaur, A., 2013. Maslow’s need hierarchy theory: Applications and criticisms. Global Journal of
Management and Business Studies, 3(10), pp.1061-1064.
Korschun, D., Bhattacharya, C.B. and Swain, S.D., 2014. Corporate social responsibility,
customer orientation, and the job performance of frontline employees. Journal of
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Leder, S., Newsham, G.R., Veitch, J.A., Mancini, S. and Charles, K.E., 2016. Effects of office
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Maslow, A.H., 2015. A theory of human motivation. Classics of Organization Theory, 50, p.142.
Men, L.R., 2014. Strategic internal communication: Transformational leadership, communication
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Olafsen, A.H., Halvari, H., Forest, J. and Deci, E.L., 2015. Show them the money? The role of
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motivation. Scandinavian journal of psychology, 56(4), pp.447-457.
Parris, D.L. and Peachey, J.W., 2013. A systematic literature review of servant leadership theory
in organizational contexts. Journal of business ethics, 113(3), pp.377-393.
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