This article analyzes the relationship between work expectations and job dissatisfaction, and the impact of job satisfaction on work commitment. It explores the expectancy theory and job satisfaction theory, and also discusses McClelland's Learned Needs Theory and Self-Determination theory.
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TheoryofOrganisational behaviour
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Table of Contents INTRODUCTION...........................................................................................................................4 MAIN BODY..................................................................................................................................4 Expectancy Theory......................................................................................................................4 Job Satisfaction............................................................................................................................4 McClelland's Learned Needs Theory...........................................................................................5 Self-Determination theory...........................................................................................................5 CONCLUSION................................................................................................................................5 REFERENCES................................................................................................................................6
INTRODUCTION In analyzing organizational behavior or individual various things are to be compared all together like outcome expected, rewards provided, motivation level, job satisfaction and several other factors. There are multiple theories suggested out of which expectancy theory and job satisfaction theory are considered here to analyze the relationship between work expected and job dissatisfaction and relation of job satisfaction with work commitment(James, 2017). MAIN BODY PART 1 Expectancy Theory Expectancy theory states that needs of the organization should be directly related to rewards provided for performance and outcome by Individual and to ensure that rewards are provided are those which are deserved and wanted by the recipients(Baumann and Bonner, 2017). So, when this theory is applied there would be reduction in problems created by Job dissatisfaction as explained below: - 1.Individual will get rewards according to expected outcome and delivered outcome. 2.If output delivered is higher as compared to others, then rewards offered to them would also be higher which will boost their morale and provide motivation to them. Expectancytheoryishelpfulinrenderingmotivationtoorganisationalworkforceas resultantly they can work in the manner they want to. This is a cognitive theory and contains so manymotivationalelementsbywhichemployeemayhavedesirablebehaviourintheir organisation in order to get job satisfaction.When job satisfaction is high then this will lead the employee to enhance their willingness to perform towards their delegated responsibility in appropriate manner. As it has been observed that high morale leads to high performance by which dedication towards commitment increases so as it gives sense of responsibility to employee that can influence attitude of individual towards their role and company as well (Kaur, 2016).
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PART 2 McClelland's Learned Needs TheorySelf-Determination theory This theory says that there are three motivatorsandneedswhichhelps individualtostaymotivatedattheir workplace(Rybnicek,Bergnerand Gutschelhofer, 2019). This theory states thatpsychologicalneeds are major motivator within individual. This includes achievements, affiliation and power that mean these factors are catalyst to individual’s motivation and their behaviour within organisation. This includes education, self-parenting, and health which mean these inner factors are havingmajorroletoboostemployee motivation in order to get positive outcomes (Deci, Olafsen, and Ryan, 2017). Thistheoryisfocusesonextrinsic factors which are having huge impact onemployeeperformanceandtheir goal achievement. Thistheoryisemphasisedonintrinsic factors by which human behaviour can be derived in the direction of motivation and gain fulfilment. CONCLUSION From all the above discussion it can be concluded that psychological needs fulfilment and presence of morale boosters and motivation are mandatorily required to achieve job satisfaction and once job satisfaction is attained at desired level work expectations can be increased and efficiency and effectiveness in efforts can be increased and it would ultimately reduce the number of problems faced from job dissatisfaction(Wood and et. al., 2016).
REFERENCES Books and journal Baumann, M. R., & Bonner, B. L. (2017). An expectancy theory approach to group coordination: Expertise,taskfeatures,andmemberbehavior.JournalofBehavioralDecision Making.30(2). 407-419. Deci, E. L., Olafsen, A. H., & Ryan, R. M. (2017). Self-determinationtheoryin work organizations: The state of a science.Annual Review of Organizational Psychology and Organizational Behavior,4, 19-43. James, P. S. (2017).Organisational Behaviour, 1e. Pearson Education India. Kaur, M. S. (2016). A study on the psychological effect of organizational justice perceptions on job satisfaction.The International Journal of Indian Psychology.3(2). Rybnicek,R.,Bergner,S.,&Gutschelhofer,A. (2019).Howindividualneedsinfluence motivation effects: a neuroscientific study on McClelland’s need theory.Review of Managerial Science.13(2). 443-482. Wood & et. al., (2016).Organisational behaviour: core concepts and applications. John Wiley & Sons Australia, Ltd..