Organisation Behaviour Assignment 2023

Running head: ORGANIZATIONAL BEHAVIOUR
ORGANIZATIONAL BEHAVIOUR
Name of the Student
Name of the University
Author Note

1ORGANIZATIONAL BEHAVIOUR
Introduction
The primary focus of discussion in this paper will be to analyze the two key
organizational theories. The selected two theories are job satisfaction theory and expectancy
theory. Critical analyze will be done on the two selected theories, in the context of
organizational behavior as a whole around the world. The paper will lay stress on how the
two chosen concepts may be used to help the people or the employees along with the
organizations taken as a whole to achieve high performance levels as well as help to assure
that all the members of the organization are able to achieve satisfaction from their task,
contributions and work experience, which will help to enhance the productivity o the business
entities to enjoy the competitive edge over its rivals.
Two Chosen Theories
The two chosen organizational behavior theories here are Job Satisfaction Theory and
Expectancy Theory. The first one, Job Satisfaction Theory, helps in the identification of the
factors that influence job satisfaction and what measures can be taken to achieve a greater job
satisfaction. Though satisfaction cannot be seen or quantified, it is a psychological factor and
is understandable. Job satisfaction is the state when an employee becomes totally satisfied
with the given task and can deliver a satisfactory responsibility. The primary goal of an
organization is to enhance the performance of an employee in order to achieve the goals. For
this purpose, psychologically balanced and highly motivated employees are needed so that
the productivity and performance of the organization is increased. Job satisfaction has been a
vital factor to motivate employees for better performance. An employee who is satisfied, tend
to be more productive, creative and committed towards his organization. In return, the
organization gains from it as it gets a better position in both national and worldwide

2ORGANIZATIONAL BEHAVIOUR
environment having price-efficiency and quality. Thus, job satisfaction is an outcome of the
praises or appraisals of a person’s job experiences.
Coming to the second one, the Expectancy Theory or expectancy theory of
motivation implies that an individual will behave in a specific way as they are motivated to
choose a certain act. According to the desired outcome, the motivation of the behavior is
selected. However, the cognitive process forms the core of this theory which proposes the
different elements of motivation are processed by an individual. Though the outcome is not
the only factor for determination of how to behave. This theory is about the mental processes
about the choice and explains the procedures through which a person undergoes before
making any choice. The expectancy theory was first proposed by Victor Vroom from the
Yale School of Management in the study of organizational behavior. Expectancy believes in
the effort of an individual that will help to attain a desired performance or goal. This theory
implies that the motivation of an employee is the result of how much reward he wants
(valence), the assessment of the possibility of the effort to give desired performance
(expectancy) and the faith of the performance leading to the reward (instrumentality). The
expectancy theory helps in rapid learning of management skills and concepts with an easy
understandable, richly illustrated and self-motivated learning elements (Parijat & Bagga,
2014).
Job Satisfaction Theory
The Job Satisfaction Theory denotes the employee satisfaction in an area of workplace
and is also associated with several psychological issues varying from job design to
leadership. Satisfaction in a job depends on a number of factors like working environment,
managers, co-workers, career prospects etc. and thus, is not only the overall holistic
manifestation of attitudes but the measurement of job expectations (Dugguh & Dennis, 2014).