Motivational Techniques in Employee Performance

This assignment delves into the concept of employee motivation and its influence on performance. It discusses various motivational strategies, focusing specifically on Abraham Maslow's hierarchy of needs model as a framework for understanding employee needs. The analysis highlights how fulfilling these needs can drive employee engagement and ultimately contribute to organizational goals.

RUNNING HEAD: CRITIQUE REVIEW ON ORGNAIZTAIONAL BEHAVIOUR
ORGANIZATIONAL BEHAVIOR
CRITIQUE REVIEW

ORGANIZATIONAL BEHAVIOUR 1
Nowadays the current scenario of the organization behavior is very interesting. The study of the
organizational and the employee of the organization are known as the organizational behavior. In
other the behavior study of the organization and individuals group of the employee. In every
organization it is essential that the Manager should follow all the procedure in proper manner
(Pinder, 2014). The task of the manger in an organization is posting the job opportunities, giving
instruction to the new employee, work analysis, work scheduling, checking, viewing the result of
jobs, retaining the production and discipline of the employee, set the terms and condition for the
employees, and check the whole work process of the candidates.
The base of every organization is depend on the theory of the organizational behavior (Pinder,
2014). The theory of the organizational behavior is divided into many divisions as such- culture
of the organization, workforce diversity, communication, organization learning skills, efficiency
and effectiveness of the employee on the organization. The main focus of this study of the OB is
how the employee do work in the organization and the effect of their work on the organization.
Appreciation: According to recent survey the organization world has been changed rapidly, in
past few years drastic changes has been occurred in the behavior of organization. Nowadays the
workplace has been totally different from the past, they have new technologies and innovation,
new features, the services has been given by them to the customers and clients are totally unique.
After increment in the globalization, it requires more communication among the candidates in
the organization because most of employee are from different state, region, culture, and nation
(Burke, 2017). The diversity at workplace are known as workforce diversity in organization.
Workforce diversity also include the gender, age, diversity among the people. Workforce
diversity has both effects positive and negative in the organization. A systematic approach shows
the relationship among the group of people in an organization. The organizational behavior has
three main elements which is:
1. Morals
2. Conception
3. Objectives
Self-actualization: In every organization there are casual, non-casual and social environment are
present. These three elements are the main factors who gives the many opportunity to the
employee in improvement of organizational behavior (Northouse, 2015). These elements help to

ORGANIZATIONAL BEHAVIOUR 2
understand the leadership factor, unique way of communications, individual and group of people
structure in the organization culture. For the improvement of every employee behavior self-
actualization on process is very helpful. These factor helps to employee to know his weakness
and strength during the work.
Weakness:
The output of productivity and profitability of every organization shows the weakness and
strength of the organization. Productivity can be defined as the input and output of the product.
In terms of management the productivity can be define as ratio of outcome produce from the raw
material and amount of the main used. The amount of the man power is reciprocal to the
productivity. If the productivity is high than the used amount of manpower will be less. And the
profitability can be define as the income after paying all the bills and taxes of the company. The
managers of the company also oversee the costing and the profitability at end of the year
(Drucker, 2017).
Key skills of the manager:
1. The manager working style should be supportive
2. Trustworthy manager
3. Managers gives attention to he accuracy and correctness of the work.
4. Manager should understand the profitability and quality system
5. Manager has the ability to work in under pressure.
Motivation: the current research tells about the motivation technique applied by the mangers on
employee are working or not? The motivation technique applied by the managers on the
employee just to improve their working performance. The primary part of the survey tells about
the specification of the employee. The primary section of motivation technique it includes the
description about the gender, stage of development, educational skills, and experience of the
employee.in the second section of the motivation technique it includes only to know the thought
of every employee regarding the motivation technique (Drucker, 2017).
The main focus of the motivation technique is that every employee work with enthusiastically in
organization which also help in the growth of organzitaion.in many cases the motivation
technique failed. Apart from motivation technique there are many methods to motivate the

ORGANIZATIONAL BEHAVIOUR 3
employee. The motivation technique might get positive effect on some employee or it might give
negative effect as well.
There are some factors which affect these technique as such: salary increment, bonuses, rewards,
agreements, healthy work environment, and satisfaction of the job, breaks, and working hours.
Income and bonuses are the essential part for every employee in every organization. The healthy
working atmosphere and breaks are also essential part of employee working hours, if they will
get a proper atmosphere for work and proper breaks they will work more enthusiastically (Johns,
2006).
The Complete profitability of the organization and to fulfill the long-lasting objectives and target
we have to focus on the highlights which prompt such destinations. Since in the long run, wage-
earners will profit the business to finish the settled target.
In my opinion, though I totally agree with the statement that productivity is the element which
helps to achievement in the target in the organization. Where the employee staffs are the main
elements which helps to get the target of the organization on time. To raise the consequences of
little level organization there is a ceaseless necessity of motivation by the high-level state
organization (De Board, 2014).
The agreement with the thesis is:
• This is realized that motivation pushes single to force in a way which prompts the movements
of management and moreover individual desires.
• The Inspiration isn't just supporting the staff part to improve their work abilities to beat yet
additionally satisfies their individual prerequisites.
• This by effect reveals the hidden capacities of people when they are given right way and
qualities to screen (Miner, 2015)

ORGANIZATIONAL BEHAVIOUR 4
• The Motivation strategies boost boss to design out the foundation of what methodologies and
how to put on them thus to the sort of workers existing right now.
• The enhanced capability ensures control in merchandise and that results in bigger stocks in the
market places (Burke, 2017).
• Real and coherent occasions given under objection shows that if rectify methods are to be
executed in an association then it will be additional stress free for managers to procure hopeful
results.
• The research are done in the given question it can be expected that there are strategies for
systems and procedures to be observed to motivate each and all sort of individual employee and
group of employee at the association.
• The value of inspiration at the work environment is all around characterized and it straightly
gives effect on the presentation of candidates.
In the given statement favor, the same study is being done to provide the evidence. It has been
told that the technique of inspiration to raise the work performance of the individuals
(Cummings, and Worley, 2014).
A minor adjustment in the way of the requirements of groups and what can motivate them to do
work additional and particularly could result in well stages. Some of the time it's difficult to
remain focused each time at that particular point one is basics to be pushed in a positive way.
By mangers control in a high level of administration and to remember the things about the
dealing with colleagues, their necessities, to transform them mainly what effort should be
possible for them (Podsakoff, et al., 2014). This announcement proves that this strategy of
inspiration is a method amongst other strategies to build the proficiency of employees. There are
intellectual techniques which depend on nature and behavior of human about their needs what

ORGANIZATIONAL BEHAVIOUR 5
can be normal, and what's the requirements of the working environment and in what sense agents
can drive themselves to achieve the organization objectives. The supervisor should examine the
quality and method for motivation required which should ties up with the present group right
now (Bromiley, et al., 2015).
From the understanding of class concept, this is clear that by the inspiration technique can
improve the employee performance in a better way, and helps them to achieve the organization
goals.
To get needed results as every individual employee, managers should do efforts to get needed
results. To motivate every individual employee, there are numerous methods and methodology
grouped. We have studied for the current year, is Abraham's Maslow hypothesis of requirements
which depends on the hierarchy order of necessities (Schaufeli, and Taris, 2014) Those five
needs give below:
- Physiological: this need study includes essential necessities of a person.
- Security: This need hypothesis in light of, the need emerge for security and emotionally
damage.
- Social: this need hypothesis tells about, the need emerges for the social belongings.
- Esteem: This need hypothesis incorporates two highlights (interior and outside) which includes
self-esteem, achievement, rank, and acknowledgment (Drucker, 2017).

ORGANIZATIONAL BEHAVIOUR 6
References:
Bromiley, P., McShane, M., Nair, A. and Rustambekov, E., 2015. Enterprise risk management:
Review, critique, and research directions. Long range planning, 48(4), pp.265-276.
Burke, W.W., 2017. Organization change: Theory and practice. Sage Publications.
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage
learning.
De Board, R., 2014. The psychoanalysis of organizations: A psychoanalytic approach to
behaviour in groups and organizations. Routledge.
Drucker, P.F., 2017. The Theory of the Business (Harvard Business Review Classics). Harvard
Business Press.
Johns, G., 2006. The essential impact of context on organizational behavior. Academy of
management review, 31(2), pp.386-408.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Northouse, P.G., 2015. Leadership: Theory and practice. Sage publications.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
Podsakoff, N.P., Podsakoff, P.M., MacKenzie, S.B., Maynes, T.D. and Spoelma, T.M., 2014.
Consequences of unit‐level organizational citizenship behaviors: A review and recommendations
for future research. Journal of Organizational Behavior, 35(S1).
Schaufeli, W.B. and Taris, T.W., 2014. A critical review of the Job Demands-Resources Model:
Implications for improving work and health. In Bridging occupational, organizational and public
health (pp. 43-68). Springer Netherlands.