Organizational Psychology Research Overview

This assignment presents a collection of academic journal articles focused on different areas within industrial and organizational psychology. The readings delve into topics such as meaningful work, professional burnout, emotion regulation in the workplace, work-family issues for older workers, and the influence of union density on recruitment. The provided texts offer insights into contemporary research trends and theoretical perspectives within this field.

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

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Executive summary
The purpose of this report is to highlight the fact is how implying various theories of motivation
can help to enhance the productivity of the employees of electronic industry. In this report a
detailed discussion is done on the various theories of motivation and numerous aspects of those
theories. This report deals with the fact that how can management expect an increase in
productivity from the employees and specifically under which conditions. Almost every details
regarding employee motivation and using motivational theories to enhance the productivity is
been discussed in this report.

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Table of Contents
Introduction......................................................................................................................................3
Industry............................................................................................................................................4
Reward and recognition...................................................................................................................4
Safety management within the workplace.......................................................................................5
Payment and allowance...................................................................................................................5
Delegation of power........................................................................................................................5
Increased communication................................................................................................................6
Maslow’s theory of motivation........................................................................................................7
Steps of satisfying requirements of the staffs..............................................................................9
Alderfer’s ERG model.....................................................................................................................9
Existence needs..........................................................................................................................10
Relatedness needs......................................................................................................................10
Needs of Growth........................................................................................................................10
The relation between these three categories..............................................................................10
Aldelfer’s model Vs Maslow’s theory...........................................................................................11
McClelland’s motivational theory.................................................................................................12
Achievement motivation............................................................................................................12
Authority motivation.................................................................................................................12
Affiliation motivation................................................................................................................13

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Relation with the other theories of motivation..........................................................................15
Equity theory.................................................................................................................................15
Outcomes...................................................................................................................................16
Relation with other theories.......................................................................................................17
Conclusion.....................................................................................................................................17
References......................................................................................................................................19

4ORGANIZATIONAL BEHAVIOR
Introduction
There have been various studies regarding the motivation theories and how they influence
the work rate or the productivity majorly within the workplace. Use of motivational theories to
enhance the moral and the motivational level of the employees are very common nowadays
though the productivity would depend on certain factors like leadership quality, style of
leadership, level of the job satisfaction and many more(Bal and De Lange 2015). After various
studies it has been proven that the motivational theories have a deep influence on the
productivity of the workforce in a positive way. It is a common phrase that the workforce is the
nucleus of any organization, but if the workforce is motivated and loyal towards the
organization, then they can surely be considered as the asset of that organization. In some
organizations it is seen that due to lethargy of the workers, at times the organization has to lag
behind many opportunities, and the worst part is that in most cases those organizations have the
potential to get successful, but they cannot compete for lack of proper motivation(Becker et al.
2015). Thus, motivation is one of the most important aspects nowadays in order to boost the
productivity of the general workforce. The managers of the organizations have to be extra
cautioned to ensure that all the employees are motivated and loyal towards the organization. It is
a common issue that if the workforce is not motivated then a huge sum of money, energy and
resources along with time gets wasted and that is not at all good for any business organization
(Michaelson et al. 2014). Thus the motto of the management of any organization should be to
use lesser human resources and to gain the maximum output; and there lies the need of
motivational theories that would influence the organizational behavior and make the workforce
more motivated and loyal towards the corporation.

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Industry
In this report the industry, where implementing the theories of motivation is going to be
discussed, is electronic industry. The workers of the electronic industry has to be well trained to
accurately finish their job as the type of work in where they are engaged takes a lot of accuracy,
and knowledge to attain perfection. It can surely be said that the employees of the electronic
industry has to be more cautioned as a small mistake on their part can cost the company a lot of
money and reputation too(Dang 2014). Thus the management of the organizations of the
electronics industry has to be aware of the fact that all the employees are motivated and loyal
towards the organization to attain that level of perfection. The managers can primarily try basic
concepts like reward and recognition way of motivating the workers, or he can choose other
concept later if he does not get the desired results.
Reward and recognition
In this section of the report a detailed discussion on the reward and recognition method
off motivating the employees. At the preliminary stage, the managers of electronic industry
might stress on the training and development areas to ensure that all the employees have the
knowledge of executing a task with perfection (Becker et al. 2015). Then the manager has to
constantly motivate thee workers by providing reward and recognition, either by giving the hike
or by encouraging and praising them in front of the other employees. While doing this, the other
employees, who were not producing enough productivity, would get interested to get the
recognition like the other individuals and that drive would influence their productivity positively
and certainly give a boost to their work rate (Michaelson et al. 2014).

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Safety management within the workplace
If the management of the particular organizations stress on the safety and security issues
of their employees: the workforce would know that the management do care for them and that
would increase the level of motivation and loyalty towards the organizations and that can
potentially increase the level of productivity of the workers (Dang-Pham and Pittayachawan
2015). Apart from motivating issues too, the managements should focus on this matter as the
employees are actually the heart of any organizations as if there is no workforce there will be no
productivity.
Payment and allowance
At times, the management of the organizations might try to motivate the workers by
modifying the their salary structure, as if they notice that any particular individual is putting in
great effort in the workplace, the management can reward him by giving him a hike, and noticing
that many other employees might get interested to get a raise and put in ore effort to improve
their level of performance(Dang 2014). The managers might get interested in providing the good
employees some allowances like travel allowance, home rent allowance and many more just to
keep them loyal and motivated towards the organization. But as opined by Michaelson et al.
(2014) these theories in most cases does not have that long lasting impact and there are instances
where applying these tactics backfired the management with higher level of disruptions within
the workforce.
Delegation of power
At times the management might try to delegate authority to the employee who has been
generating huge amount of productivity for quite a long time. In this way that individual would

7ORGANIZATIONAL BEHAVIOR
get the motivation for continuing the good work and he might get a chance to lead a small batch
of employees and that can potentially increase his skills that can help the organization. This
process at times can prove to be a little bit of risky as there can be instances that after getting a
position of a leader, the level of productivity of that candidate might get harmed as the leadership
might become a burden for that individual and that can potentially reduce the work rate of that
team under that particular person(Dang-Pham and Pittayachawan 2015).
Increased communication
The managers of organizations who have good intrapersonal skills and along with that the
ability to get all the workers united, in most cases they are seen getting success within a real
short span of time(Becker et al. 2015). Communicating among the employees of the organization
is very important to get successful in terms of productivity and profitability. The more the
managers communicate with the employees the more risks of mistakes get reduced and that is
where the importance of communication within the workplace lies. There are several instances
where having a talented pool of workers the organizations fail to get desired success and on the
other hand having a few talented individuals some organizations reach the height of success,
these things happen because of the level of motivation among the workers and good
communication within the workplace enhances the level of motivation amongst the employees.
In the first part of this report various types of basic motivating techniques were discussed
and now some theories of motivation that can be used in the business organizations to increase
the productivity are going to be discussed (Chen, Hsieh and Chen 2014). There are various
theories of motivation that compete with each other and in this section of these report
explanations regarding those theories are mentioned. Motivating the employees are one of the

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most complex task and to execute that with perfection there has to be a requirement of vast
knowledge regarding this particular issue(Dang 2014).
The Content theories try to explain specific issues those actually motivate the employees
at work and these theories are more concerned with identifying the requirement of the
individuals and their strengths and the targets that they pursue to achieve to satisfy their desires.
Is short it can be said that the content theories focus on the factors that motivates the employees.
Process theories try to locate the relationship between the variables that are dynamic and
make up motivation(Dang-Pham and Pittayachawan 2015). These theories are mostly engaged
with how specific behaviors can be initiated, sustained or directed. These process theories put
focus on the process of the motivation.
Maslow’s theory of motivation
One of the most important and can be said a pioneering theory of motivation is the theory
introduced by Abraham Maslow. In his hierarchy of needs, Maslow said that individuals are
motivated by five basic requirements and if those requirements are met, then the management
can expect a huge boost in the level of productivity within the workplace. These five needs are
mentioned below;
1. Psychological needs ( need of food, shelter, clothing and more)
2. The requirement of safety and security ( job security)
3. The need to belong (friendship within the workplace, acceptance from the colleagues)
4. The need of self-esteem (getting recognition for the good work)
5. Requirement of self-actualization ( fulfillment of the capacities)

9ORGANIZATIONAL BEHAVIOR
The needs which are mentioned are actually arranged according to the importance of
those within the workplace. Like when a lower level need is met or satisfied then the next
motivating factor will be the next need. For an example, if an employee’s psychological
needs are satisfied, then the individual will get further motivated when he gets the desired
job security. In this way, it can be said that the individuals of the organizations shall
always want to satisfy the next level need.
Maslow’s theory says that the employees must have the hierarchy of the needs
that would be counted from the basic needs to the highest level of the needs. There are
some points those should be considered while following Maslow’s theory of motivation,
and those are mentioned below;
 When a set of requirements are satisfied, the next level of requirement
automatically becomes the motivator.
 A need that is already satisfied cannot be considered as a motivating factor again.
 A requirement that is not met can only becomes the object of motivation and the
manager has to focus on that specific need of the employee in order to motivate
him or her (Chen, Hsieh and Chen 2014).
 The self-actualization part actually stimulates a need for more because of the peak
experience.
Maslow’s theories of motivation can surely be applied to the workplaces
in order to motivate the employees to enhance the work rate of them or
productivity of the workforce. To imply these tactics in the workplace a proper
work environment needs to be created in which the employees can work as per
their full potential. And the needs should be satisfied gradually and in a uniform

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manner, so that the person whose basic requirements have been met should not
have to wait long for securing his or her own job (Dang-Pham and Pittayachawan
2015).
Figure: Maslow’s theories
Resource: (Dang-Pham and Pittayachawan 2015)
Steps of satisfying requirements of the staffs
Requirements Examples
Psychological Pantry room, vending machines
Security Job security, wages related issues,
working environment, safety and
security within the workplace

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Belonging Acceptance from the colleagues, team
spirit, social activities with the
colleagues
Self-esteem Thriving in challenging situations
within the workplace, getting
recognition for good work, receiving
proper training regarding development
Self-actualization Working on challenging tasks, doing
creative work
Potential steps of satisfying employee’s needs
Figure made by the author
Alderfer’s ERG model
The theory of Clayton Alderfer divides Maslow’s five needs of the employees into three
parts; Existence, Relatedness and Growth.
Existence needs
This requirement involves all the material and the psychological needs like needs of air,
water, clothing, safety and many more that is closely related to Maslow’s first to levels of the
hierarchy(Beehr 2014).
Relatedness needs
This type of needs surrounds the external a social esteem along with the relationships
with others like colleagues and all the employees within the organizations. This depicts that the

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individuals shall be required to recognize and feel secured as a part of the workforce and this is
directly related to the third and fourth level of the hierarchy of Maslow.
Needs of Growth
The self-actualization along with the internal esteem impels an individual to have
productive effect on them as well as on the environment(Chen, Hsieh and Chen 2014). This
complies with Maslow’s fourth and fifth levels and here the desire to become creative and
productive and completing challenging tasks takes the center of the stage.
The relation between these three categories
Satisfaction-development:
Employees move the hierarchy of needs as a result of satisfying the needs of the lower
orders and in Alderfer’s ERG theory, this is not mandatory. The development from the
relatedness satisfaction to the desires of growth not at all presumes the satisfaction level of an
employee’s needs of existence.
Frustration-regression:
Whenever a need of higher level is not satisfied, the individuals might regress to the
needs of the lower level that can appear very easy to satisfy. The frustration regression explains
that a need that is already satisfied might become active when the higher level needs are not
satisfied for a long period of time(Becker et al. 2015).
Satisfaction-strengthening:

13ORGANIZATIONAL BEHAVIOR
The satisfaction-strengthening explains that a requirement that has been satisfied already
is able to maintain the satisfaction level and strengthen the needs of the lower level when the
higher level needs are not satisfied.
Aldelfer’s model Vs Maslow’s theory
 The needs of the lower level not necessarily has to be fulfill the higher level needs
to become relevant(Chen, Hsieh and Chen 2014).
 If a more important need is not satisfied the desire to satisfy the lower level need
might get increased.
 The ERG theory do not have a hierarchical form or structure and is not as
concrete as Maslow’ theories. It allows the order of the needs or requirements to
change from person to person, having a more flexible approach(Aryee et al.2015).
Within the workplace, ERG model explains that the managers should be able to recognize
the needs of the employees to ensure their level of satisfaction. The management should not
focus on one requirement at a time and dong so can enhance the risk of employee dissatisfaction.
McClelland’s motivational theory
McClelland explained in his theory that an employee’s specific requirements are attained
over time and are actually shaped by their experiences of life(Bakker and Demerouti 2014). The
individual’s motivation level along with the effectiveness within the workplace in some specific
job functions might get influenced by those requirements.

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Achievement motivation
If an individual is motivated by the achievements within the workplace, then it can be
said that he o she would require to attain challenging targets and advancement of his task. He or
she will thrive in solving challenging tasks and thus a strong requirement of feedback from the
supervisors and recognition would be mandatory to appease the satisfaction level of that
individual. The employees who have a strong desire to excel are generally inclined towards
avoiding the low risk and high risk situations(Becker et al. 2015). The individuals who have a
smart nose for achievement would in general avoid low risk situations as achieving achievable
targets are not the matter of interest for them, rather they would take up and solve difficult tasks
and would like to get recognition.
Authority motivation
If an individual gets motivated by getting the authority within the organization, it can
surely be said that, that particular person would surely have a requirement for friendly
relationship with the colleague and will stress on enhancing the communication within the
workplace(Aryee et al.2015). They will be needing harmonious relation with the other
individuals within the workplace. There should be requirement to lead and direct subordinate
staffs for that particular individual and he or she would get motivation by leading others in the
workforce. The individual’s requirement of power might be of two different types, one is
personal and the other one is institutional. The people who will require personal power would
have the desire to direct others and this type of requirements sometimes can be seen as
undesirable (Bakker and Demerouti 2014). The individuals, whose requirements are rather
institutional, would have the need to organize the efforts of the others of the workforce to
achieve the targets made by the management of the organization. The individuals who have high

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requirement of institutional power generally tend to be more effective than the persons who have
a need for personal power.
Affiliation motivation
The individuals who gets motivated by affiliation has a fierce need to have friendly
relation with the colleagues and they get motivated by interacting with other individuals. These
types of people require a harmonious relation with other individuals and a need to get accepted
by the individuals within the workplace. The drive that affiliation generates motivates these types
of individuals and makes them team players who would like to boost the whole performance
level of the team where he works(Acar 2014). The individuals who have higher level needs of
affiliation would like to conform to the rules and regulations of the workplace and along with
that in general they like to get engaged in works where they would get enough personal
interactions with the other colleagues(Aryee et al.2015). These types of people generally serve in
sectors of customer service and departments where they will have to interact with the customers
directly.
Interpretation of this model
McClelland claimed that in most cases when individuals possess and demonstrate a
combination of the characteristics that are mentioned above shall definitely fall in the group of
the people who gets motivated by affiliation. Some individuals show a fierce bias to a particular
motivational requirement and this type of motivational mix affects the behavior and managing or
style of working within the organization(Beehr 2014). This theory allows the shaping of an
individual’s requirements and training and developmental programs can be taken into
consideration to modify individual’s profile of needs. It is also a known fact that people who

16ORGANIZATIONAL BEHAVIOR
have strong motivation related to affiliation generally affects the decision making capability of
that particular individual and a strong authority related motivation of a person leads him to work
in a more determined way(Beehr 2014). While the individuals who get motivated by acquiring
power tends to get attracted towards the role of a leader and they might not have the skills related
to public communication and flexibility in working style.
These theories are found to have different degrees among all the employees including the
managers and the mixture of motivational requirements within the workplace needs to
characterize the employee’s or the manager’s style of working or general behavior. It is a matter
of fact that individuals with different motivational needs gets motivated in different ways.
Individuals with higher requirement of achievements must be put into challenging tasks
in the workplace to get the most out of their potential to ensure that they are satisfying the
requirement of the management of the organization(Bakker and Demerouti 2014). These types of
people should be given enough feedbacks and recognition for their hard work in order to keep
them motivated and loyal towards the organization.
Employees who have a higher requirement of affiliation within the workplace, should be
put into departments where he or she would feel safer and that would ensure the best productivity
form that particular individual in an environment that is cooperative(Aryee et al.2015).
Finally the individuals who have a smart nose for power must be given the leadership
roles within the organization to utilize their leadership capability. If these individuals are put into
a department where they have no scope of leading the team, they would not be able to generate
the desired productivity.

17ORGANIZATIONAL BEHAVIOR
Relation with the other theories of motivation
McClelland’s theories regarding the motivation related to achievement is somewhat
related to Herzberg’s theory of hygiene motivation, and the individuals who get motivation from
achieving something in general tends to be interested in various motivators within the
workplace(Acar 2014). The individuals who get the drive from achievement wants feedback to
get the desired drive. They must know that how other individuals feel about them and their
appreciation does matter to these kinds of individuals.
Equity theory
Theory of equity projects that only remuneration and conditions alone cannot determine
the level of motivation and it also explains that if the management gives promotion to any
particular person that can have a negative effect to the other employees and that can potentially
harm the harmony within the workplace. When the individuals feel that they are being treated
equally then a harmony can be maintained, but if the workforce think that any one getting their
desired promotion and the other people are lagging behind, then it would definitely ruin the
harmony among the workforce(Bal and De Lange 2015). The employers have to maintain a
harmony within the organization to ensure higher productivity level and only this can ensure that
the workforce will satisfy the targets set by the management of the organization.
Inputs

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This term depicts that quality and the quantity of the workforce’s contribution towards
their organization. The traditional inputs are time, loyalty, effort, hard work, commitment,
flexibility and many more (Chen, Hsieh and Chen 2014).
Outcomes
The outputs can be defined as positive and negative consequences that the individuals can
perceive when a participant incurs as a consequence of his relationship with the other
individuals. These outputs can be tangible and in some cases intangible (Michaelson et al. 2014).
The traditional outputs are the security of job, recognition, responsibility, sense of achievement
and many more.
In most cases, payment poses the chief matter of concern and the initial cause of equity
and inequity in most of the cases(Acar 2014). Like, if an individual thinks that he is getting
underpaid then he would not be as motivated as he was before and that can potentially harm his
work rate and productivity.
Within the organization, equity introduces the notion of social comparison and the
individuals who distinguish inequity will try to reduce it by manipulating the inputs or the
outcomes in their own minds. These explain how individuals can be content and stay motivated.
This theory projects how the fulltime employees can compare their situations and with no
changes of negative situations in the workplace would make them demotivated and unhappy in
the working condition.
Relation with other theories
The comparative factor of equity theory gives flexible and dynamic approach of the
motivations that can generate high productivity among the workforce and in different

19ORGANIZATIONAL BEHAVIOR
circumstances. There are various similarities between this theory with the theory of Maslow and
Herzberg as both the theories talk about the subtle variable aspects that affects the assessment of
other individuals and the perception of the relationship of the employees with their
colleagues(Bal and De Lange 2015).
Conclusion
Thus to conclude, it can be said that the management of the electronic organizations must
consider the fact that to get the best out from their workforce they will have to apply various
theories of motivation in order to keep the employees motivated and loyal towards the
organization. The productivity of the organizations can be increased only when the workforce is
satisfied with their jobs in their organizations. The first and foremost thing would be to keep a
healthy positive work environment within the organization (Acar 2014). Then the management’s
duty would be to recognize and categorize the workforce according to the specific traits of the
characters of the employees. Only then the management could successfully apply the
motivational theories on them in order to keep them satisfied with their roles within the
workplace. The management of the organizations need to be caution regarding categorizing the
workforce, as, if they make any mistake while tagging anyone under a different section where as
their drive for motivation can be any other object, then that particular person would never be
satisfied with his or her position at the organization. These kinds of mistakes can bring in severe
issues and disruptions within the workplace. Apart from these, it can be said in general the
managements can try some other ways like heavily communicating with the employees, keeping
a positive work environment and most importantly by treating everyone in a way so that they can
understand that their role in the organization is very important and everyone is an asset for the
organization and irreplaceable too.

20ORGANIZATIONAL BEHAVIOR

21ORGANIZATIONAL BEHAVIOR
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