Scrutinizing Behavioural Science Research: From Hofstede to Motivation Theories

This paper examines the critical scrutiny faced by behavioural science research, using examples from Hofstede's cultural dimensions theory and theories of motivation. It explores how these theories contribute to understanding individual and organizational behaviour, highlighting their strengths and limitations. The paper emphasizes the importance of rigorous research methods and the need to consider cultural context in applying these theories.

Assignment

Behavioural science research expects to be scrutinised and criticism levelled against it.
Summarise with examples from Hofstede’s work through to the theories of motivation.
The concept of behavioural science is such which helps in bringing together various form of
disciplines to study the human behaviour. The interests of the groups cover the behavioural
and the experimental economics. These things are such which are examined with the help of
various quantitative methods such as experiments, modelling and the simulations. The
concept consists of the enhanced level of the research and the interactions in order to level up
the work.
The theory of management was developed by the Hofstede which helps in the recognition of
the differences that are involved in the diverse cultures. This theory basically asserts the
intrinsic cultural differences among the nations. This theory basically fulfils the differences
between the failure and the success factors (Russell, et. al., 2017).
This theory presents five dimensions in which there is a variation of the national culture. This
theory is basically used to enhance the employee engagement, success and the productivity of
the individuals. This ultimately contributes to the business goals and the attainments. This
theory basically lays focus on the factors which are provided thereunder:
Power distance: It is considered to be a degree of inequality which is observed among the
individuals. These differences are considered to be a part of normal distances.
Individualism vs Collectivism: In this, the cultural differences are such which considers the
individual or the concerns related to the group takes place.
Avoidance of uncertainty: Herein it is basically concerned with the degree to which the
culture is considered to be an ambiguity.
Long-term and the short term variations: Herein there is involved the culturally based
tendency to value either perspectives, preparations and the savings.
This theory helps in the development of motivation among the employees working in the
organisation. This also helps in enhancing the business framework and the effectiveness
(Miner, 2015).

The theories of motivation help in enhancing the level of motivation among the individual
employees. This theory helps in enhancing the work structure and the level of motivation
among the individuals. These theories are related to the content theories, Maslow hierarchy
theory. The content and the process theory are used in the organisational environment to
enhance the level of the motivation of those individuals which are lacking in some areas.
In the case of Maslow theory, the needs are divided into two forms which are growth needs
and the deficiency needs. The growth needs contain the factors such as self-actualisation
needs, esteem needs, social needs. The deficiency needs such covers the needs related to the
safety standards, physiological needs (Miner, 2015). If these needs are fulfilled then this
helps in enhancing the level of the motivation and the effective framework in the work
environment and the growth. Hence the management should be indulged in such framework
which helps in the fulfilment of the needs of the community and the employees in the work
environment.

References
 Russell, N., Barros, A. and ter Hofstede, A., 2017. Towards a Coordinative Theory for
Flexible Work Collaboration.
 Miner, J. B. (2015). Organizational behavior 1: Essential theories of motivation and
leadership. Routledge.