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Organisational Behaviour Essay Assignment

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Added on  2021-09-30

Organisational Behaviour Essay Assignment

   Added on 2021-09-30

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Introduction
Organisational Behaviour is a field of philosophy that aims to comprehend, clarify, predict, and
modify human behaviour in the workplace (Wagner & Hollenbeck, 2010). It is divided into three
types, including individual workers at the micro-level, teams at the meso-level, and actions or
behaviour of the entire company at the macro-level. By researching, workers' acts have a
significant influence on how they treat themselves at work. An employee's interpersonal actions
and the physical world in which they work significantly influence their behaviours and overall
motivation (Lazariou et al., 2015). This essay addresses two key concepts related to organisational
behaviour that influence organisational success. The first concept will refer to work motivation
especially focusing on Vroom's expectancy hypothesis. The second concept would clarify how
perception affects people's assumptions on what they can do on the job and how they can meet
their objectives. Furthermore, we will create a conceptual construction management firm for the
third assignment that would describe variables that influence motivation and then compare
worker and employer perceptions.
Expectancy Theory of Motivation
Motivation is a critical attribute; thus, managers use different criteria for motivating workers
across various industries and cultures, as companies face increased diversity of employees across
industries and the globe (Robert et al., 2018). As Vroom saw a divergence between industrial
researchers and organisational motivation models that managers might use in the industry, he
proposes an expectancy theory directly applicable to the workplace (Eerde et al., 1996). The
theory involves four concepts: (i) Individuals come into organisations with expectations based on
their needs, benefits, and prior experiences, (ii) A person's actions are the product of a conscious
effort, (iii) Need for different services from the company (e.g., high salary, job security, promotion,
and challenging tasks) (iv) Individuals may take benefit of chances to change their conditions
(Lazariou et al., 2015). Furthermore, this model suggests that people have various needs,
Organisational Behaviour Essay Assignment_1
aspirations, and goals, all expressing different degrees of intensity. Therefore, people responding
in a specific manner would lead to the ultimate goal based on these needs and aspirations (Bassy,
2002).

Expectancy is a well-known hypothesis that aims to understand the factors influencing
organisational beliefs and behaviours (Wagner & Hollenbeck, 2010). According to expectancy
theory, individuals have options, and they make decisions dependent on which option they believe
would lead to the best result (Robert et al., 2018). It includes three main components: the
principle of valence, instrumentality, and expectancy (VIE theory) (Wagner & Hollenbeck, 2010).
As seen in the diagram below, motivational force is defined as an individual's belief that putting in
a certain level of work will result up in a particular success (expectancy), and that output will result
in the performance (instrumentality) of a desirable (valence) reward.

result inNeed for
expectations
Driving Force
(behaviour in
action)
Desired Goals
to gain
Fulfilment
feedback which
provide
Figure 1 Motivational model (Bassy, 2002).
Effort RewardPerformance
Expectancy Instrumentality
Valence
Figure 2 Expectancy Theory model (Robert et al., 2018)
Organisational Behaviour Essay Assignment_2
Valence
Vroom defines valence as all probable affecting preferences toward outcomes, which could be
interpreted as the value, desirability, attraction, or anticipated satisfaction with outcomes (Eerde
et al., 1996). Outcomes may be positive, negative, or zero. When an individual would instead
achieve an outcome than not achieve it, the outcome has a positive valence. When an individual is
unconcerned with achieving a goal, the goal is given a valence of zero. If individual wishes not to
achieve a result, it is given a negative valence. Consider Netflix as an example: since they pay well
and have much freedom, their valence is positive for most employees, which draws top talent and
motivates them to work better than most employees. On the other hand, Whirlpool gave a $500
smoking reduction bonus, which was not enough to get customers to stop smoking, but instead, it
got them to falsify paperwork and lie to the company (Wagner & Hollenbeck, 2010).
Instrumentality
Vroom has interpreted instrumentality as a relationship between one outcome and another and a
probability of obtaining an outcome (Eerde et al., 1996). Determining a person's instrumentalities
is critical because only when valence and instrumentality are high as the person is willing for a
specific action. For example, in the Enron case: if a company executive knows that engaging in
unethical activities would increase the stock price, he/she may be encouraged to partake in such
conduct. If, on the other hand, the same person fears that he/she will be arrested as a result of
this action, he/she will seek a different outcome (Wagner & Hollenbeck, 2010).
Expectancy
A personal expectation of a contributing effort to a result or success is called expectancy outcomes
(Eerde et al., 1996). Expectancy is the relationship between trying and actually doing well. For
example, even though a central manager in a big corporation holds many stocks, he/she does not
believe that exerting extreme amounts of effort would affect the stock price. Thus, even if there is
a performance-outcome (instrumentality) relation between increasing stock price and the value of
Organisational Behaviour Essay Assignment_3

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