Organizational Behavior

This document provides an analysis of two key theories in organizational behavior - motivation theory and job satisfaction theory. It discusses the benefits and limitations of these theories and explores how they are connected. The document also includes study material and assignments related to organizational behavior.

Organizational Behavior
5/5/2019

Organizational Behavior 1
Contents
Introduction......................................................................................................................................2
Motivation theory............................................................................................................................3
Benefits of motivational theory...................................................................................................4
Limitations of motivational theory..............................................................................................4
Job satisfaction theory.....................................................................................................................5
Benefits of job satisfaction theory...............................................................................................6
Limitation of job satisfaction theory............................................................................................6
Connecting the two theories............................................................................................................7
Conclusion.......................................................................................................................................9
References......................................................................................................................................10

Organizational Behavior 2
Introduction
Organisation behaviour is the study of the human behaviour in the settings of organisation that
interface among the human behaviour and the organisation. The aim of the report is to analyse
the two key theories, concepts, or framework of organisational behaviour. The concepts of the
organisational behaviour are used in order to help the people and organisations to accomplish
high performance levels. The concepts ensure entire the members accomplish satisfaction from
their task work experience as well as task contribution. In the end, it includes the connection as
well as linkages of between the two theories of organisation behaviour.
In the assessment, the motivation and job satisfaction theory of the organisational behaviour are
focused. In organisation behaviour, motivation means a process of stimulating people to action in
order to accomplish the desired goals. On the other hand, job satisfaction is defined as the extent
due to which an employee of the company feels self-motivated, content as well self-satisfied for
their job.

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Motivation theory
In the present world, it is essential for the organisation to apply the theory of motivation in order
to meet the growing needs of the employees and the level of issues. The motivation improves the
action of the employees working within the organisation in order to achieve the desired gaols and
objectives (Shields, et al, 2015).
 Accomplishment of needs: - The motivation theory is the important as it helps the
employees in satisfying their needs that include necessity, desired needs, and many
others. The employees are working within the organisation with the motive to accomplish
their needs. Thus, this makes the company to apply the theory of motivation in which
they continue to work in order to meet their needs.
 Attitude of employees: - The motivation theory is essential as it contributes in changing
the attitude of employees from positive to negative attitude. The employees who are
performing their business activities sometimes do not like to work because their work is
not appreciated by the employer (Lăzăroiu, 2015).
 Forming effective culture: - Theory of motivation form friendly as well as the
supportive relationship due to which the company apply the theory.
The above points show the factors due to which the organisations like to apply the theory of
motivation. The two major theories, which are applied by the organisation, include Herzberg’s
Two-Factor Theory and Maslow’s Hierarchy of Needs.
Maslow’s Hierarchy of Needs theory is introduced by the Abraham Maslow’s who stated that
every individual has some sort of needs. Thus, this theory shows that needs of the individual

Organizational Behavior 4
people that can be achieved by the employees with the proper motivation (Bouzenita &
Boulanouar, 2016). On the other hand, the theory of Herzberg’s Two-Factor Theory was
established by Fredrick that suggest the two motivating factors that govern the behaviour which
include the rise in the individual overall satisfaction as well as the hygiene factors (Alshmemri,
Shahwan-Akl & Maude, 2017).
Benefits of motivational theory
In the dynamic environment, the competition is increasing in the market due to which the
employees are supposed to implement the motivational theory. The motivation theory provides
the numerous benefits that are discussed below -
 The theory of the motivation helps the individual employees to move forwards towards
their needs and to attain the personal growth by offering a map. This supports the
employees to achieve more than the set goals as well as organisation (Guest, 2017).
 The motivation theory shows the differentiates among the behavioural needs as well
describing the reasons due to which the employees require some of the specific thinks
and also allow the manager in order to better direct their motivation.
 The theory of motivation includes different methods of monetary and non-monetary
rewards that can be provided to the employees in order to push them in order to achieve
the desired goals and objectives (Kuranchie-Mensah & Amponsah-Tawiah, 2016).
Limitations of motivational theory
The motivation theory does not have all the merits as it consist of the limitations also which are
discussed below -

Organizational Behavior 5
 It has been found that employees within the organisation work with the different motive
as some work in order to achieve the desired needs or some work to attain the additional
benefits from the company side that might include long leaves, vacations and many
others (Majumdar, 2018). Thus, some of the theories of motivation talks about only
meeting the needs of the customers.
 The motivation theory limitation include that factors of motivation can change during the
individual lifetime. This means that the employees who are present in the organisation get
motivate due to different factors as some get motivate with job security while other on
high salary.
 This has been found that rewards are generally expected by the employees due to which
when they receive the rewards they do not get motivated (Kuvaas, Buch & Dysvik,
2018).
Job satisfaction theory
The term job satisfaction is defined as the extent to the employee feels like self-motivated,
content and satisfied with job. In the organisation behaviour, the job satisfaction refers to how a
well job of an employee is able to fulfil the needs and wants of the individual. The job
satisfaction theory consists of different framework and models that are presented by different
authors (Raziq & Maulabakhsh, 2015). The most common theory that are related to the job
satisfaction include Maslow’s Needs Hierarchy Theory and Herzberg’s Motivator-Hygiene
Theory. In addition, the other major theories include Job Characteristics Model and Dispositional
Approach.

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In the job characteristics model, it is clear that job satisfaction occur when the work environment
leads to the intrinsically motivating the characteristics. The major five characteristics consist of
task significance, identity, skill variety, feedback, autonomy, and many others. On the other
hand, Dispositional Theory shows that the satisfaction of the job is linked with the personality of
the individual (Sanjeev & Surya, 2016).
Benefits of job satisfaction theory
The implementation of the theory of job satisfaction leads to the different benefits to the
organisation and some of them are discussed below -
 Willingness to work: - The implementation of job satisfaction theory makes the
employees to work willingly work within the organisation that is possible when they are
satisfied with the work environment and with the culture of organisation.
 Work productivity: - Job satisfaction among the employees leads to the rise in the
productivity of the employees, as they like to work and understand the work in effective
manner. The theory helps the employees to learn the working environment that makes
them to work effectively as manager of the company provide feedback to improve. In
addition, the work environment remains flexible, learning and development that helps the
employees to remain satisfy (Judge, Weiss, Kammeyer-Mueller & Hulin, 2017).
 Enhance their strength: - Job satisfaction will make the employees to love the job and
this makes them to perform the entire task as well as duties in order to improve their
strength. This makes the company to promote the employees who are satisfied with the
job. The theory supports that personality of the people towards their duties and
willingness of improving lead to job satisfaction.

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Limitation of job satisfaction theory
Refuse to change: - Job satisfaction theory will make the employees so satisfied and flexible in
the business environment that if the management is looking for any changes then the employees
resist bringing the changes in the organisation (Judge, Weiss, Kammeyer-Mueller, & Hulin,
2017).
Do not take challenge: - Job satisfaction theory shows that the employees take the working
environment in easy manner. They accept all the easy things that are related to job but they don’t
take challenge in terms of the difficult task.
Connecting the two theories
This section include how the motivation theory and job satisfaction theory is linked with each
other. The motivation to the employees will lead to rise in their job satisfaction as they are linked
with each. The employees who are working in the organisation need to be motivated in order to
achieve the goals. The implementation of the motivation and job satisfaction theory provide the
benefits to the organisation. This can be understood with the below given points.
 Reduce turnover: - In the organisation, the theory of motivation is implemented in order
to reduce the turnover of employees that are present within the organisation. The
motivation makes them to work for the company and enhance their productivity that
makes them to remain connected. Similarly, the job satisfaction theory is implementing to
make the employees satisfy with the work that they are performing (Huczynski,
Buchanan & Huczynski, 2013). Ultimately, this will lead to the reduction in turnover of
employees because a motivated and job satisfied person will never leave the organisation.

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 Enhance level of efficiency: - The level of efficiency leads to the improvement in the
performance of the employees because of the rise in the motivation. Similarly, when an
employee starts loving the work they work effectively that leads to rise in efficiency. This
shows the link that both the theories of motivation and job satisfaction are linked as
person who is satisfied with the job need motivation to work in effective manner.
 Attitude of employees: - The theory of motivation works in manner that the negative
attitude of the employees converts into the positive attitude. This is found satisfied
employee will always have a positive attitude that means that job satisfaction is applied in
order to make the employees positive towards the organisation (Majumdar, 2018).
Overall, from the above discussion this can be drawn that the employees working in the
organisation required both motivation as well as job satisfaction. An employee with motivation
but without any job satisfaction will not survive or vice-versa. This has been found that
employee who is satisfied with the work and motivated in order to meet the desire goals and
objective is able to survive in the organisation (Lazaroiu, 2015). Some of the company focus on
job satisfaction so that it works as the motivation among them that leads to the better
performance of employees. In addition, the common theories of motivation and job satisfaction
are Maslow’s Needs Hierarchy Theory and Herzberg’s Motivator-Hygiene Theory.

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Conclusion
In the end of the paper, this can be concluded that every organisation needs to maintain the
organisational behaviour. The analysis of two theories of organisational behaviour is conducted
in this report in order to understand their need within the organisation. This has been found that
theory of motivation and theory of job satisfaction plays a vital role for the employees at the
work place. The theory of motivation motivates the employees in order to work on the other
hand job satisfaction shows the satisfaction that employees have with their work. Both the
theories work differently but they are linked with each as employee need job satisfaction and
motivation in order to work in organisation.

Organizational Behavior 10
References
Alshmemri, M., Shahwan-Akl, L., & Maude, P. (2017). Herzberg’s two-factor theory. Life
Science Journal, 14(5), 12-16.
Bouzenita, A. I., & Boulanouar, A. W. (2016). Maslow’s hierarchy of needs: An Islamic
critique. Intellectual Discourse, 24(1).
Guest, D. E. (2017). Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal, 27(1), 22-38.
Huczynski, A., Buchanan, D. A., & Huczynski, A. A. (2013). Organizational behaviour (p. 82).
London: Pearson.
Judge, T. A., Weiss, H. M., Kammeyer-Mueller, J. D., & Hulin, C. L. (2017). Job attitudes, job
satisfaction, and job affect: A century of continuity and of change. Journal of Applied
Psychology, 102(3), 356.
Kuranchie-Mensah, E. B., & Amponsah-Tawiah, K. (2016). Employee motivation and work
performance: A comparative study of mining companies in Ghana. Journal of Industrial
Engineering and Management (JIEM), 9(2), 255-309.
Kuvaas, B., Buch, R., & Dysvik, A. (2018, July). Individual variable pay for performance,
incentive effects, and employee motivation. In annual meeting of the Academy of
Management, Chicago, USA.
Lăzăroiu, G. (2015). Employee motivation and job performance. Linguistic and Philosophical
Investigations, (14), 97-102.

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Majumdar, B. (2018). Organisational Behaviour. Abhigyan, 36(2), 74-76.
Raziq, A., & Maulabakhsh, R. (2015). Impact of working environment on job
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