Organisational Behaviour: Self-Determination and Two-Factor Theory

This report provides an in-depth analysis of organisational behaviour, focusing on two key theories: self-determination theory and Herzberg's two-factor theory. It begins with an introduction to organisational behaviour, emphasizing its importance in understanding individual and group behaviour within organisations. The report then delves into self-determination theory, exploring its concepts of competence, relatedness, and autonomy, and its application in motivating employees, using Tesco as an example. It discusses the positive and negative aspects of this theory. The second part of the report examines Herzberg's two-factor theory, which distinguishes between hygiene factors and motivating factors. The report explains how Tesco uses this theory to enhance employee satisfaction and performance. Positive and negative points of two-factor theory are also discussed, along with examples of motivational and hygiene factors. The conclusion highlights the significance of organisational behaviour theories in improving employee performance and the report references relevant literature to support its findings.

Theories of Organisational behaviour

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Contents
Theories of Organisational behaviour..............................................................................................1
INTRODUCTION...........................................................................................................................3
Self-determination theory.......................................................................................................3
Two factor theory...................................................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................7

INTRODUCTION
Organisational behaviour is an imperative study for understanding the behaviour of
individuals within a group. There are various principle, theories and concepts are implemented
by management to understand behaviour of employees and assist them to complete work in
proper manner. The study of organisational behaviour is to improve work and recognise group to
identify compensation structure and complete all task as per performance evaluation. Moreover,
this report highlights on study of self-determination theory and two factor theory that is used to
make relevant strategy to address and perform all work as per decided strategy (Alblas, Wijsman,
& van Noort, M, 2019). The positive point for study of theories is that individuals are motivated
to complete all work with high performance. Consequences which is faced by management
relates with theory of two factor thaw will acknowledge that some aspects of motivation are not
in control of business.
Theories of organisational behaviour
With the analyse of research it is identified that there are various task performed by
management but to manage them all this is essential organisation must implement right working
practices for obtaining better position within market. The theory of self-determination and its
explanation is mention as follow:
Self-determination theory
From point view of psychology and organisation behaviour of employees it is identified
that ability for each person is essential that demonstrate better results for making choices and
then it is used by organisation for managing employee behaviours as per decision of organisation
through developing strategy that undertakes aspects of workforce also. Tesco is taken as an
example for better understanding of behaviour of employees that leads to make longer results by
completing all task and operations as per decided areas. In context of Tesco, management
implemented self-determination theory for completing all work in an effective manner that leads
to understand behaviour of employees with universal methods (Beauregard, 2014). It refers that
Tesco is managing retail outlets, supermarket and stores so Self-determination theory is
beneficial for all. The theory of self-determination suggest methods for individual to grow and to
learn or change three innate and psychological needs. Competence, Relatedness and autonomy

are three universal aspects that are met by organisation through performing their work in an
effective manner through addressing situation that are intrinsic and extrinsic.
Positive of self-determination theory- The concept of self-determination leads to make better
choices that leads individuals to manage their own life. It generates positive point for make better
psychological health that helps to complete all work in an organised manner in order to match
them with desired goals.
Negative points of self-determination theory- In this concept it is not possible for organisation
to complete all work as per decided manner of individuals. Along with this individuals
implement self-control techniques for motivation. Due to which it is complex for organisation to
complete work in effective manner.
Example- Self-determination theory is used by Tesco to motivate top authorities within
organisation as they are self-control and work with motive of obtaining top position in market.
The main motive to perform work as per self-determination theory is to accomplish
psychological growth on bases of three points which are mention as follow:
 Competence- Individual must gain and achieve mastery in performing all of their task
in order to boost their performance. The main motive to use this theory by individuals is
to gain more success within the market (Chumg and et. al.,2016). It refers that when an
individual realise that it time for take right action than management help them to
accomplish personal goals in minimum period that leads them to feel motivated in
society.
 Connection or relatedness- At professional level it is complex for individuals to
complete all work with motive of improving personal relations. Attachment is important
point for individuals to retain in organisation for longer period. It also defines that
management of Tesco must complete all work by implementing positive culture to build
better relations among employees.
 Autonomy- Individuals who are experienced face challenges to work with new
organisation so it is mandatory for them to control their behaviour and goals. So the
existing opportunity will be achieved by employees as per first mover advantage.
With self-determination theory it is identified that all task and operations which performed by
management leads to accomplish better results by motivating individuals to work as per theory
that is enhancing longer goals and objectives on individual personal and professional basis. On

other side, negative impact faced by Tesco to work as per self-determination theory is to
undertake those aspects that lead with individual only. So it is not positive point for organisation.
Two factor theory
Herzberg’s theory of motivation theory or two factor theory works to recognise or get
root for motivation within the workplace. This theory is divided into two phase which is
motivation factors and other is hygiene factor. According to the term motivating factors it is used
for making presence about employees performance to work with more efforts for obtaining a
better position with in market (James. 2017). Moreover, motivating aspects are found by
individual within the job. On other side, hygiene aspects are just opposite to motivational theory
which leads employees to work less and this are also not surround on job. Example- Two factor
theory is implemented by Tesco for completing their work as per motive of enhancing overall
satisfaction for individuals through understanding specific behaviour of individuals.
Positive point of two factor theory- According to this theory organisation perform their work as
per needs and wants that complete behavioural needs and describe reasons to satisfy employees
needs that allows them to work with a motivation factor.
Negative point of two factor theory- But there are some disadvantage with two factor theory is
also exists that relates with requirement of individuals. This refers organisation must require
manage factors as per individual requirements to motivate them. But for some other employee it
is a hygiene factor. Example- Young employee’s assume job security as a hygiene factor but for
older employee who depend on job recognise employment security as a motivation factor.
Some motivation factors are mention as follow:
Achievement: an occupation must give a worker a feeling of accomplishment. This will
give a pleased sentiment of having accomplished something troublesome yet beneficial.
Acknowledgment: an occupation must give a worker commendation and
acknowledgment of their victories. This acknowledgment should originate from both their bosses
and their companions.
The work itself: The activity itself must be intriguing, shifted, and give a sufficient test to
keep representatives persuaded.
Responsibility: Representatives should "own" their work. They should consider
themselves answerable for this fruition and not feel just as they are being micromanaged (Paull
& Whitsed, 2018).

Advancement: Advancement openings should exist for the worker. The activity should
offer representatives the chance to learn new basic skills and aptitudes. This can happen either at
work or through progressively formal preparing.
Hygiene factors are as follow:
Company strategie- These ought to be reasonable and clear to each representative. They
should likewise be proportionate to those of contenders.
Monitoring and supervise- Management must be reasonable and suitable. The
representative ought to be given as much independence as is sensible.
Relationship- There ought to be no resilience for tormenting or factions. A sound, genial,
and proper relationship should exist between companions, bosses, and subordinates.
Work conditions: Hardware and the workplace ought to be sheltered, fit for reason, and
clean and the compensation structure ought to be reasonable and sensible (Rhoden, 2016). It
ought to likewise be serious with different associations in a similar industry.
With the theory of it is identified that Tesco is utilising this theory for completing their work
performance by eliminating job hygiene aspects. On the other side, job satisfaction is also
another perspective which is leading management to boost performance of employees to boost
and leads longer results in order to secure better position among market.
CONCLUSION
In the last, from the above report it is identified that organisational behaviour of
employees perform an essential role for management. This is enhancing performance for
organisation to complete all work properly. But on other side it is seen that task and operations
managed by employees are directly related with motivational theory. Two different theories are
included in this report which provides a detailed analysis and understanding of consumer
behaviour.

REFERENCES
Books and Journal
Alblas, G., Wijsman, E., & van Noort, M. (2019). Organisational Behaviour. Routledge.
Beauregard, T. A. (2014). Fairness perceptions of work− life balance initiatives: Effects on
counterproductive work behaviour. British Journal of Management, 25(4), 772-789.
Chumg, H. F and et. al., (2016). Factors affecting employees' knowledge-sharing behaviour in
the virtual organisation from the perspectives of well-being and organisational
behaviour. Computers in Human Behavior, 64, 432-448.
James, P. S. (2017). Organisational Behaviour, 1e. Pearson Education India.
Paull, M., & Whitsed, C. (2018). Why authenticity in corporate and employee volunteering
matters for employee engagement: an organisational behaviour perspective.
In Disciplining the Undisciplined? (pp. 193-210). Springer, Cham.
Rhoden, M. (2016). Construction Management and Organisational Behaviour. John Wiley &
Sons.