An Organisational Behaviour Approach to Management

Running head: MANAGEMENT
Organisational behaviour
Name of the student
Name of the University
Author Note

ORGANISATIONAL BEHAVIOUR1
Introduction
The growing job market has plethora of jobs catering to so many
professionals every day. Motivation can be anything money, incentives,
childcare, other benefits the list could go on. However, there are only handful
of organisation were workers feel valued, motivated and happy to work. It
maybe astonishing that often need based on materialistic goals is not often
satisfying for employees or employers, people need a more psychological
satisfaction from the job role, same goes for the employers. Each one seeks
something more from the other without proper communication the gulf
between the two grows while the organisation suffers. Behaviour pattern
remains similar all over the globe; after all human psychology is the same.
Examination of the behaviour pattern may shed a light on the real
conditions, expectations and motivation of the workforce as well as the
employer. Organisational behaviour is a study of behaviour exhibited by
group of employees or individuals within an organisational setting. An
important factor to help the organisation to improve their understanding of
their employees consequently improving the work environment followed by a
motivated team of workers who are happy and hence add to the growth of
the company (Wood et al, 2016). The following essay will discuss on the
theories of organisational behaviour namely, goal setting theory and Maslow
need hierarchy theory.

ORGANISATIONAL BEHAVIOUR2
Discussion
Analysis of Goal Setting theory
Edwin Locke put the goal setting theory of motivation forward in 1960.
The theory states that task performance is directly related to goal setting.
When challenging and specific goals are met with suitable feedback, it
contributes significantly to improve the task performance (Locke & Latham,
2012). Goals provide the employee an indication about the type of the work
expected and the amount of effort the task requires. Goal setting theory is
characterised by the willingness to achieve the goal that provides the
motivation of the attainment of the task. Firstly, specific and clear goals with
a deadline tends to give better output and performance. When goals are
vague, not measurable and unclear, it results in tardiness, confusion and loss
of motivation and consequently leads to lower output and performance.
Secondly, when goals are realistic and challenging it gives a feeling of joy
and pride after the completion of the task. The reward attached to overcome
the challenge and complete the task is a great motivational factor for an
individual. Thirdly, when the accomplishment of task is followed by feedback
it contributes positively to increase the performance, opposite effect follow
when no feedback is provided. Feedback helps the employees to work with
greater motivation and leads to further involvement with their job role.
Fourthly, goals are effective methods to evaluate performance of an
employee. When employees understand, their performance is based on
attaining set of goals, the importance of goals increases (Osabiya, 2015,

ORGANISATIONAL BEHAVIOUR3
p.62-75). To take for example, some jobs such as sales is target oriented,
the efficiency of the employee is judged on the number of sales made on
weekly and monthly basis. CEOs are also judged based on their performance
in increasing revenue, achievement of crucial goals, meeting the growth
performance of the company. Lastly, when employees are given a learning
goal orientation rather than a performance-oriented goal, they tend to do
better. Research show that it helps to improve the problem solving,
creativity skills and enables them to adapt to new skills and situations
(Miron-Spektor & Beenen, 2015, p. 53-65).
The goal setting theory has its benefits and limitations. Firstly, the
advantage of the goal setting theory reduces the use of resources and time
taken by the employees to attain a goal as well as raises their incentive. For
example, content writers in magazines have a deadline within which they
need to deliver their work, this ensures that the performance is at par with
the standards of the organisation and ensures the employee does not lag in
their work. The implementation of this theory increases performance by
increasing the effort and motivation in the work force and improves the
quality of feedback and response.
The disadvantage of the theory is that it falls short to resolve the
conflict between organisational and managerial goals. When goal conflict
arises, it has a detrimental effect on the performance of the organisation.
Secondly, setting challenging goal for the employees may improve the
performance but when the challenges increase and become complex it can