Assignment : Organizational Behavior
11 Pages2426 Words56 Views
Added on 2020-05-16
Assignment : Organizational Behavior
Added on 2020-05-16
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Running Head: ORGANIZATIONAL BEHAVIOROrganizational behaviorName of the StudentName of the UniversityAuthor note
1ORGANIZATIONAL BEHAVIORTable of ContentsIntroduction..........................................................................................................................3Motivation and Job design for productive performance......................................................3Job ability requirements.......................................................................................................4Motivation and rewards.......................................................................................................5Influence of goal setting on productive performance..........................................................6Working conditions and working ability.............................................................................7Conclusion...........................................................................................................................8
2ORGANIZATIONAL BEHAVIORIntroductionThe essay deals with the concept the organisation behaviour. In any organisation theproductive performance is enhanced by taking the care needs such as design of jobs, workingconditions, setting of goals, motivation and rewards. Productive performance is important inworkplace. It translates into good customer service, accomplishment of investment goals, andincrease workforce satisfaction. A productive workforce leads to successful company. Beingproductive ensures the company to utilise the human resource capacity to its fullest (Cording, etal., 2014). In this context the essay aims to explain how and why all these factors impact uponproductive performance. Further, the essay evaluates how a manager may be able to impact uponthe processes across the organisation.Motivation and Job design for productive performance Motivation is an important factor in any organisation. An employee’s performance isinfluenced by the job design, work environment, setting of goals, and ability. A well motivatedworkforce resembles productive workforce (Lazaroiu, 2015). Job design significantly impacts anemployee motivation. Employees are motivated, if the tasks created are challenging andinteresting. If the tasks are standardised then it becomes mundane. Job enlargement is thestrategy used by mangers to introduce variation in task. Another strategy used is job enrichment,in which actual job is enhanced by motivating employees through several factors (Parker, 2014).The efficacy of job design method in fostering employee motivation is evident from both old andnew literature on organisational behaviour. According to Tims, Derks and Bakker (2016), a jobdesign with motivational features was found to lower the efforts of the employees, stress andincrease their well-being. Job designs that scored high on the motivational scale, highlighted,
3ORGANIZATIONAL BEHAVIORemployee’s satisfaction and motivation with low absenteeism. It can be concluded from theexisting literature that redesigning the job improves the quality of the products and services andeventually the productivity. The organisational mangers can impact on productive performance by improving the jobdesign process. Managers can increase motivational level of employees through open bookmanagement. It is possible by sharing the financial data with employees and any other vitalinformation. It will help build trust and increase employee engagement in the organisation.Consequently, it increases the employee motivation and production. It implies for the managersto empower employees to participate in company’s decision-making process. To increaseemployee motivation, management must treat them like partners and give them fair share ofprofits (Demerouti, et al., 2015). The managers must apply contingency theory, where they canmake decisions based on present workplace condition. A manger can opt for autocratic ortransformational leadership as per the situation (Otley, 2016). Job ability requirements There is a close relationship between job design features and job ability. As per the studyof Duffield, et al., (2014) during job enlargement and job enrichment an organisation mustconsider the job ability requirements and compensation. During job enhancement the job abilityrequirements increases. For instance, if the new job design demands more tasks to be performedwith increased complexity, then employee expects compensation. The compensation is tobalance the effort given in the working beyond one’s ability. The impact of the job ability andjob design on motivation is well explained by the Vroom’s expectancy theory. According to thistheory, an employee expects the intrinsic or extrinsic rewards relative to the given efforts and
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