Organizational Behavior Assignment 2022

Running head: ORGANIZATIONAL BEHAVIOR
Organizational behavior
Name of the student
Name of the university
Author note

1ORGANIZATIONAL BEHAVIOR
Table of Contents
1. Introduction.................................................................................................2
2. Analysis and critical examination of Job satisfaction theory........................3
3. Critical analysis of the Vroom expectancy theory.......................................5
4. Relationship between the two concepts......................................................7
Conclusion.......................................................................................................8
References.....................................................................................................10

2ORGANIZATIONAL BEHAVIOR
1. Introduction
As discussed by García-Chas, Neira-Fontela and Varela-Neira (2016),
organizational behavior is mainly based on the proper study of behavior of
people or individuals within the organization. This theory mainly includes
different factors like job performance, job satisfaction, group dynamics,
innovation, creativity and leadership. The proper study of organizational
behavior is able to help in finding out different causes behind thriving and
implementing the changes and letting business organizations to achieve the
objectives. The theories of organizational behavior are able to speed up the
process of problem solving within the organizations and to gain quick results
as well. The two theories that have been taken into consideration for this
analysis are Job satisfaction theory and expectancy theory (Green Jr. et al.
2017).
According to Lăzăroiu (2015), job satisfaction theories are helpful in
identifying the factors that are able to affect the levels of job satisfaction
that are gained by the employees. Satisfaction is considered to be a
psychological factor and cannot be seen or quantified. The factors related to
job satisfaction theory are based on expressions that are understandable by
the human mind. When the employees are satisfied with assigned tasks and
are able to discharge the responsibilities in a satisfactory manner the
process can be termed as job satisfaction.

3ORGANIZATIONAL BEHAVIOR
Expectancy theory mainly states that the motivation levels of the
employees is the outcome of the levels of rewards that they want, the effort
that will lead to the levels of expected performance and trust that
performance will lead to the rewards. Valence is considered to be meaning
that is linked by the individual based on the anticipated outcome (Olafsen et
al. 2015). It is considered to be the expected and not the actual satisfaction
that the employees expect to receive after they have achieved the goals.
Expectancy on the other hand is considered to be the confidence that the
better efforts can lead to enhanced efforts as well (Lăzăroiu 2015).
2. Analysis and critical examination of Job satisfaction theory
Four major theories of Job Satisfaction are developed in order to shed
light and explain the ways by which people are able to find satisfaction and
fulfillment with the occupations. The appearance of four theories of job
satisfaction is able to express the thought that the jobs are perceived to be
not only the means of earning a living. Jobs are also a major addition of the
identity that has been developed by a person and his levels of happiness as
well. The individuals tend to depict high job satisfaction levels if they are
able to get a job in their chosen careers (Sanjeev and Surya 2016). The most
popular among job satisfaction theory are “Range of Affect” theory or Affect
theory. The major principle that guides job satisfaction theory is that two
factors need to be considered in order to maintain proper satisfaction that