Organizational Behavior

This article discusses the different work motivation theories, John Holland's theory of personality and job fit, and the distinction between content theory and process theory in organizational behavior. It also explores the different perspectives of motivation, including behavioural, humanistic, cognitive, and social. The article emphasizes the importance of motivation in optimizing performance and productivity in the workplace.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
Name of the Student
Name of the University
Author note

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Table of Contents
Answer to Question 1.................................................................................................................2
Map of Work Motivation Theories........................................................................................2
Answer to Question 2.................................................................................................................5
Discussion on John Holland Theory of Personality and Job Fit as Explanation of Work
Motivation..............................................................................................................................5
Answer to Question 3.................................................................................................................6
Distinction Between Content Theory and Process Theory....................................................6
References..................................................................................................................................9

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Answer to Question 1
Map of Work Motivation Theories
Figure 1: Map of Work Motivation Theories
(Source: Boo, Dörnyei and Ryan 2015)
With the help of the map of the different work motivation theories, this could be
analysed that there are types and perspectives of motivation. Motivation is essential in nature
in any aspect of life. Nature has intrinsic kind of motivation which is the activation or the
energization of the goal-oriented kind of behaviour. The two different types of motivation are
inclusive of the following:
 Intrinsic motivation is defined as the concept wherein the individuals find the tasks
interesting and enjoy performing them in an effective manner (Afsar, Badir and Kiani
2014)

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 Extrinsic motivation is defined as the concept wherein the individuals perform the
different kinds of tasks for receiving external rewards as to avoid the different kinds
of negative consequences (Afsar et al. 2016).
There are various kinds of perspectives of the motivation which is inclusive of the following:
 Behavioural – This respective theory is inclusive of the Skinner’s Reinforcement
theory (Gerhart and Fang 2015)
 Humanistic- This respective theory is inclusive of Maslow’s Hierarchy Theory along
with the Carl Roger’s Self-Actualization theory
 Cognitive- This theory is inclusive of goal orientation theory, attribution theory, self-
worth theory, self-determination theory along with self-determination theory
 Social- This theory is inclusive of Self-efficacy theory which will be helpful in
managing the different kinds of efficiencies of the organization effectively.
Motivation is essential to be provided to the different individuals working in the
organization as this will help in increasing the overall productivity of the organization in a
positive aspect. Firstly, Maslow’s Hierarchy theory helps in stating that people have pyramid
of hierarchy of the different needs which will help in satisfying the needs from bottom to top.
There are different kinds of deficiency needs which will stifle any other kind of movement
when the employees are not satisfied and the other growth needs which can help in
progressively satisfied once the different basics have been covered (Guillén, Ferrero and
Hoffman 2015).
On the other hand, the two factors of Herzberg are such that wherein the certain
factors in the workplace help in the job satisfaction which is being provided to the different
employees. The job along with hygiene aspects are being taken into consideration which will
improve the overall motivation among the different employees. The job satisfaction is

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essential in nature which is required to be provided to the different individuals working in the
organization.
Additionally, on the other hand, reinforcement theory is defined as the process of
shaping the entire behaviour which helps in controlling the different kinds of consequences of
the behaviour. In this respective kind of theory, this is the combination of the rewards or
punishments which is being used in order to reinforce desired kind of behaviour which is
being used to reinforce the different kind of desired behaviour or extinguish the unwanted
kind of behaviour (Lazaroiu 2015).
Additionally, the expectancy theory helps in proposing the way in which the
individual will be behaving in the entire organization. The respective theory helps in making
the different employees motivated as this will help in performing the tasks in an effective
manner. The three major factors which are required to be taken into consideration is inclusive
of expectancy, valence and instrumentality (Njoroge and Yazdanifard 2014).
Goal Orientation theory proposes is defined as the social cognitive theory of
motivation which will be generated when the individuals are motivated in nature and gain
more competitive advantage in the organization (Kim et al. 2017). These kind of long term
goals help in directing the behaviour towards the achievement and success and gain
competitiveness in nature. Furthermore, the attribution theory is inclusive of the behaviour of
the individuals which is attributed towards the different feelings, beliefs and intentions
towards the behaviour (Olafsen et al. 2015).
Lastly, the self-efficacy theory helps in introducing the different kinds of beliefs of
the different individuals who has the entire ability to achieve the different goals in an
efficient manner. In order to become aware of the different situations, this will be helpful in
managing the different kinds of situations in an effective manner (Menges et al. 2017).

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From the different kinds of motivation perspectives and types, this will help in
managing the different kinds of individuals in an efficient manner. The different perspectives
are helpful in analysing the different kinds of motivational aspects which will help in
managing the different aspects of the individuals in an appropriate manner.
Answer to Question 2
Discussion on John Holland Theory of Personality and Job Fit as Explanation of Work
Motivation
As per the John Holland’s theory of personality and job fit, most of the individuals are
of one of the personality types which is inclusive of the following: Realistic, Investigative,
Artistic, Social, Enterprising along with Conventional. As per the John Holland’s Theory of
Choice of Career, this can be identified that while choosing a career, the different individuals
prefer jobs wherein they can be around others who are like them (Massenberg, Spurk and
Kauffeld 2017). The individuals try to search for environment wherein the individuals will be
using their skills along with abilities and this will be enjoyable for them top work in such
motivating kind of environment.
Realistic- Type of individuals who are comfortable working alone or with the
different realistic people (Nicholls 2017)
Investigative- Type of individuals who feel creative working in groups and allow
creative expression along with unsystematic teams
Artistic- Type of individuals who allows creative expression along with unsystematic
teams.
Enterprising- Type of individuals who feel like working in groups along with all
kinds of individuals wherein they feel needed

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Social- Type of individuals who will working in groups with all kinds of individuals
in leadership position
Conventional- Type of individuals who feels like working with defined kinds of
duties which are being assigned to all
As per the respective theory of personality-job-fit theory, this helps in postulating that
the personality traits help in revealing the insight which is related to the adaptability in the
organization. There will be motivation among the different employees when they will be
working in the organization wherein they will be working as per their wish and this will help
them in generating positive results. The different individuals are assessed on the basis of
different competencies which helps in revealing motivation, efficacy along with respect for
the different co-workers.
Proper motivation is essential in nature as this will help in managing the different
kinds of activities in an efficient manner. Motivation is one of the crucial aspects which is
required to be analysed and adopted by the different individuals as this increases their
productivity and helps them in motivating themselves to perform better in the organization.
Furthermore, this is essential in nature that the person should be performing such kinds of
activities which will be beneficial for them and wherein they will be motivated in order to
perform the tasks in an efficient manner.
Answer to Question 3
Distinction Between Content Theory and Process Theory
Content Theory or the need theory helps in outlining the different reasons for
motivation which is required to be provided to the individuals. Furthermore, this helps in
explaining the different necessities along with the requirements which are essential in

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motivating the person in an efficient manner. The different theories which are inclusive are:
Maslow’s Hierarchy Theory, Frederick Herzberg Two factor theory and McClelland – Need
for achievement, affiliation and power (Van der Heijden, Gorgievski and De Lange 2016).
Maslow’s Hierarchy Theory of Needs is one of the major aspects wherein there are
five level of the needs which is inclusive of physiological needs, safety needs, esteem needs,
social needs along with self-actualization needs. In the respective theory, when one individual
pursues one level of needs of the different hierarchy, furthermore he will be trying to pursue
the next level of the needs and this will help the individual according to the hierarchical
order.
With the help of the content theory, this can be analyzed that when the employees will
be motivated, this will help in optimizing the performance in an efficient manner. This can be
analyzed that the needs can keep on changing which will be based on the experience of the
individuals along with various other factors.
Process Theory helps in outlining the different kinds of behavioral patterns of the
different kinds of individuals which helps in fulfilling the different needs and requirements.
The process theories help in exploring wherein this will help in identifying wherein the cause
of the behavior is caused or stopped by the different motivational factors. The major four
predominant process theories are inclusive of reinforcement theory, expectancy, goal setting
along with equity theory. This respective theory argues that the goals have to be more
specific in nature which will help in driving the performance in an efficient manner.
Reinforcement Theory is the other approach of motivation which helps in arguing
that the behavior which results in rewarding consequences which is likely to be repeated in
nature, However, on the other hand, this can be seen that the behavior which results in the
punishing kinds of consequences is less likely in nature to be repeated in nature. There are

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major four kinds of reinforcement which can result from the behavior are as follows: positive
reinforcement, punishment, extinction and avoidance.

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References
Afsar, B., Badir, Y. and Kiani, U.S., 2016. Linking spiritual leadership and employee pro-
environmental behavior: The influence of workplace spirituality, intrinsic motivation, and
environmental passion. Journal of Environmental Psychology, 45, pp.79-88.
Boo, Z., Dörnyei, Z. and Ryan, S., 2015. L2 motivation research 2005–2014: Understanding
a publication surge and a changing landscape. System, 55, pp.145-157.
Gerhart, B. and Fang, M., 2015. Pay, intrinsic motivation, extrinsic motivation, performance,
and creativity in the workplace: Revisiting long-held beliefs.
Guillén, M., Ferrero, I. and Hoffman, W.M., 2015. The neglected ethical and spiritual
motivations in the workplace. Journal of business ethics, 128(4), pp.803-816.
Kim, A., Kim, Y., Han, K., Jackson, S.E. and Ployhart, R.E., 2017. Multilevel influences on
voluntary workplace green behavior: Individual differences, leader behavior, and coworker
advocacy. Journal of Management, 43(5), pp.1335-1358.
Lazaroiu, G., 2015. Employee motivation and job performance. Linguistic and Philosophical
Investigations, 14, p.97.
Massenberg, A.C., Spurk, D. and Kauffeld, S., 2015. Social support at the workplace,
motivation to transfer and training transfer: a multilevel indirect effects model. International
Journal of Training and Development, 19(3), pp.161-178.
Menges, J.I., Tussing, D.V., Wihler, A. and Grant, A.M., 2017. When job performance is all
relative: how family motivation energizes effort and compensates for intrinsic
motivation. Academy of Management Journal, 60(2), pp.695-719.

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Nicholls, J.G., 2017. Conceptions of ability and achievement motivation: A theory and its
implications for education. In Learning and motivation in the classroom (pp. 211-238).
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Njoroge, C.N. and Yazdanifard, R., 2014. The impact of social and emotional intelligence on
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Van der Heijden, B.I., Gorgievski, M.J. and De Lange, A.H., 2016. Learning at the workplace
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