Organizational Behaviour: A Case Study of Myers, Australia

Running head: ORGANIZATIONAL BEHAVIOR
Essay and report on organizational behaviour: A case study of Myers, Australia
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ORGANIZATIONAL BEHAVIOR
Table of contents
Organizational motivation..........................................................................................................2
Introduction................................................................................................................................2
Herzberg’s Two Factor Theory..................................................................................2
Maslow’s Hierarchy of Needs....................................................................................2
Expectancy Theory.....................................................................................................3
McClelland Need Theory...........................................................................................3
Vroom Expectancy Theory........................................................................................4
Part 2..........................................................................................................................................5
Applicability of Herzberg’s Two Factor Theory on Myers.......................................5
Applicability of Maslow’s Hierarchy of Needs on Myers, Australia........................6
Applicability of Vroom’s expectancy theory on Myers.............................................7
Applicability of McClelland’s Need Theory on Myers.............................................7
Critical approach towards applicability of the motivational theories........................................9
Conclusion................................................................................................................................12
References................................................................................................................................13

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ORGANIZATIONAL BEHAVIOR
Part 1
Organizational motivation
Introduction
Motivation is crucial in terms of enhancing the morale of the staffs in order to gain the
required labor. In this, the role of the managers is vital. The managers need to be skilled
enough for understanding the needs, demands and requirements of the employees. This
understanding and caring nature assures the staffs that the managers are there to resolve all of
their queries (Miner, 2015). Here, consideration of theories enables the managers to expose
appropriate approach towards the needs of the labours. Some of these theories are Herzberg’s
Two Factor Theory, Maslow’s Hierarchy of Needs, Expectancy Theory, McClelland’s
Needs Theory, Vroom Expectancy Theory among others.
Herzberg’s Two Factor Theory
Frederick Herzberg developed the theory in 1950 to highlight the motivational and
hygiene factors, encouraging the employees towards performing the tasks efficiently and
effectively. The motivational factors are safe and comfortable workplace, cooperating team
leaders, respectable salary and job satisfaction. The hygiene factors include dissatisfactory
working environment, adversely affecting the performance. Other examples consist of low
wage, strict policies, hostile relationship with the managers among others (Pinder, 2014).
Maslow’s Hierarchy of Needs
Maslow Abraham proposed the theory in 1943 in his paper, “A Theory of Human
Motivation”. The basic proposition of this theory is the satisfaction of the basic human needs
before the achievement of motivation to progress towards higher needs. The basic needs
specified by this theory are psychological, safety, love or belonging, esteem and self-

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ORGANIZATIONAL BEHAVIOR
actualization. In order to achieve these needs, the humans need to adopt a good health and
lifestyle. Along with this, the humans need to maintain the security in their relationships
(Greenberg, 2014). Confidence regarding the ability to perform the tasks encourages the
individuals to attain the benchmark position.
Expectancy Theory
This theory deals with the choice of the people regarding their behaviour. Here, the
main proposition is decision before attainment of the position, which the individuals desire.
For example, working for long hours makes the staffs desire for increments. Taking proper
decisions helps the individuals in estimating the rewards. This estimation generates an urge
among the staffs regarding exposure of better performance. The three important components
of this theory are expectancy, instrumentality and valence (Wagner & Hollenbeck, 2014).
Expectancy relates with the belief regarding the fulfilment of the identified goals and
objectives. Instrumentality is the addition of value to this belief and valence is the valuation
of the achieved rewards. Motivation and encouragement is the keystone towards excavating
the inner talents within them.
McClelland Need Theory
McClelland’s Need Theory can be correlated with cognitive learning theory. This is in
terms of the needs, which the humans feel either through observation or through experience.
Here, the culture of the individuals plays an important role in terms of enhancing his learning
process. The different types of need specified in this theory are need for achievement; need
for power and need for affiliation (Konopaske, Ivancevich & Matteson, 2016). Need for
achievement relates with the urge to achieve success. The behavioural approach in this
direction is competitive in terms of achieving excellence as compared to others. People with
higher motivation emerge successful in their performance as compared to the people with