Motivating People in Organization: A Critical Analysis of Lazaroiu's Articles

This article provides a critical analysis of articles written by Lazaroiu, (2015a) and Lazaroiu, (2015b) on work motivation and organizational behavior, and employee motivation and job performance. It discusses different theories of motivation, including Maslow's hierarchy theory, Adam Equity theory, and Alderfer's ERG theory, and the role of managers in motivating employees at the workplace. The article also highlights the importance of involving employees in decision-making, providing flexibility in work, and creating a positive company culture to motivate employees.

Running Head: ORGANIZATIONAL BEHAVIOUR MANAGEMENT
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Organizational behaviour management
Word count: 800 words
Motivating people in organization
Both the papers provide a critical analysis of articles written by Lazaroiu, (2015a) and
Lazaroiu, (2015b).These first article has presented the different factors of motivation. The
second article focuses on the impact of employees motivation on job performance.
Lazaroiu, G. (2015a) Work motivation and organizational behavior. Contemporary Readings
in Law and Social Justice, 7(2), p.66.
The author in this article has presented the different ways through which employee’s
motivation can be increased in the organization. The research is conducted by taking different
author’s point of view on different determinants of motivation. Motivation hierarchy theory
of motivation states that the basic needs of the employees must be fulfilled so that they can
maintain their living standard. The basic needs according to Maslow’s need of hierarchy are
hunger, thrust, water, and security. In this regard, (Drumea, 2014) states that in every
organization, workers always look for some acceptance and community. It is true that
workers always work in that environment where they feel the sense of belongingness among
its members. In addition to this, it is also needed by the managers to involve the employees in
decision-making so that they can prove their competencies. In this regard, (Borkowski, 2011)
rightly stated that Mangers should identify the demand of its workers.
As compare to Maslow motivational theory, Adam Equity theory also states the some other
determinants of motivation. As per this theory, when he receive the output as per his given
input in organization. the author has presented the certain posits when inequity occurs: (1)
When it cause stress in a person (2) When tension in a person is equivalent to the inequity (3)
When it drives the person to break their capabilities. Hofmans, (2012) stated that workers get
motivated when they think that their input was more than the output. If employees are
working hard and they are not getting back for their efforts then automatically their morale
decreases. In any organization wherever inequity exist, the employees of those organization
are demotivate. Therefore, it is important for organizations to give better output for their
efforts. Above both the theories, Alderfer’s ERG theory of motivation believes in fulfilling

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the higher demand of employees before their lower demands. Various authors by presenting
their views have stated the views about motivational factor of employees in an organization.
This theory has stated the three different types of need. Existence need describes the
fundamental needs that are important for survival for employees. Every employee has some
basic needs that are required to be fulfilling when they are working in any organization.
Relatedness need encompasses the external and social esteem needs such as relationship
between co-workers, friends, and family. Besides the two needs, employees need some
growth in their life in order to achieve something great.
Lazaroiu, G. (2015b) Employee motivation and job performance. Linguistic and
Philosophical Investigations, 14, p.97.
Author in this article has described the role of manager in motivating its employees at
workplace. It is true that, there are different levels in organization that have different roles
and responsibilities in the organization. In order to become a successful manager, it is
essential for the manager to learn the new and innovative procedures. Therefore, for bringing
the changes in organization, workers are responsible (Bouckenooghe, Zafar and Raja, 2015).
In this way, manager can motivate the employees by taking a two-way approach. In this
approach, it asks the employees to bring their creative ideas in front of manager. By doing
this, employees get motivated and perform well in organization. However, it simply states
that managers are required to adopt such approach that will impel the worker to bring
innovative changes. Employee’s performance mostly depends how much he is motivated at
workplace. The article also states that motivation is the most important factor for helping the
employees to perform better. It is rightly stated that employees who are more motivated are
more productive. Besides the salary and monetary rewards, there are various factor that
motivates the employees in a workplace such as involvement in decision-making, flexibility
in work as well as company culture. Overall, motivation of employees comes from
collaborative approach of manager or by satisfaction of employee’s need at workplace.
Compare and contrasting Lazaroiu, G. (2015a) and Lazaroiu, G. (2015b)
Lazaroiu in his article has discussed the different theories of motivation. These theories help
the organization in motivating employees. Authors through these theories have explained the
different determinants of motivation. On the other hand, Lazaroiu in his second article has
stated that motivation of employees depends on the manager. It is stated that when employees

ORGANIZATIONAL BEHAVIOUR MANAGEMENT 2
bring their innovative ideas at workplace then automatically they get motivated. The first
article relates the motivation with monetary benefits whereas second article also focuses the
various non-monetary rewards that motivates an employees at workplace. Therefore, both the
authors have presented the motivation determinants of employees at workplace.

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References
Drumea, C. (2014) Staff performance evaluation in public organizations. Bulletin of the
Transilvania University of Brasov. Economic Sciences. Series V, 7(2), p.133.
Hofmans, J. (2012) Individual differences in equity models. Psicologica: International
Journal of Methodology and Experimental Psychology, 33(3), pp.473-482.
Bouckenooghe, D., Zafar, A. and Raja, U. (2015) How ethical leadership shapes employees’
job performance: The mediating roles of goal congruence and psychological capital. Journal
of Business Ethics, 129(2), pp.251-264.