Employee Passion vs Managerial Role: Organizational Behavior Analysis

This essay delves into the ongoing debate surrounding employee motivation within organizational behavior. The author argues that while employees should ideally be passionate about their jobs, managers still bear a significant responsibility in fostering and enhancing motivation. The essay explores various motivational theories, including Maslow's hierarchy of needs, McGregor's Theory X and Y, and Herzberg's two-factor theory, to support this argument. It analyzes how managers can address employee needs, manage different employee types, and provide a supportive work environment to boost motivation. The essay concludes that although self-motivation is crucial, effective managers play a vital role in creating conditions that enhance employee engagement and drive.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational behavior
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Topic: Employees should be passionate about their jobs. It is not the responsibility of
managers to motivate them.
In the current business scenario, self motivation of the employees is much important due
to the reason that after a certain extent, external motivating factors will be not effective for them.
However, still there is a certain extent to which, managers can motivate their employees and it is
their responsibility to motivate them. There are various arguments given by different authors
regarding the responsibility of the managers in motivating their employees.
Maslow’s hierarchy of needs
According to Maslow, there are some needs, which should be fulfilled by the managers
only for their employees. According to him, safety and security need consist of both internal and
external motivating factors. For instance, the health, family and social stability are the internal
motivating factors for the employees. On the other hand, employment and financial security are
the job of the managers (Jerome, 2013). They should provide timely promotion and increments
to the employees in order to make them financially stable. This will motivate the employees in
their workplace. In addition, in the self-esteem level, it is the duty and responsibility of the
managers to provide reward and recognition to the employees. This will help the employees to be
motivated in their workplace. Thus, it can be concluded that managers are having the
responsibility n motivating their employees.
X and Y theory
Another theory stated by McGregor regarding the motivation of the employees.
According to him, there are mainly two types of employees in the workplace. One section of
employees is considered as X. This section of employees is hate work in their workplace. On the

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other hand, Y section of employees is self motivated in their workplace. According to the author,
it is the responsibility of the managers to motivate the X type of employees. Managers can
initiate negative motivating factors such as coercion (Gannon & Boguszak, 2013). In addition,
managers can initiate democratic type of leadership in order to keep the employees engages.
Therefore, in the both the cases, it is seen that managers are having the responsibilities to
motivate both negative and positive employees.
Herzberg’s Two-factor Theory
According to Herzberg’s two factor theory, there are mainly two types of factors, which
determine the level of motivation of the employees. According to the author, hygiene factors
include the basic facilities for the employees to be given in their workplace (Yusoff, Kian &
Idris, 2013). On the other hand, motivating factors are the factors that include the added facilities
such as reward and recognition. The author stated that it is the responsibility of the managers to
determine the level of motivation and satisfaction of the employees by providing more or less
hygiene and motivator factors.
Thus, from the above discussion, it can be concluded that discussion of different
motivation theories states that managers are having much responsibilities in motivating their
employees. Though it is true that employees should be passionate about their job, but it is the
responsibility of the managers to enhance the motivation level of the employees.

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Reference
Gannon, D., & Boguszak, A. (2013). Douglas Mcgregor’S Theory X And Theory Y. CRIS-
Bulletin of the Centre for Research and Interdisciplinary Study, 2013(2), 85-93.
Jerome, N. (2013). Application of the Maslow’s hierarchy of need theory; impacts and
implications on organizational culture, human resource and employee’s
performance. International Journal of Business and Management Invention, 2(3), 39-45.
Yusoff, W. F. W., Kian, T. S., & Idris, M. T. M. (2013). Herzberg’s Two Factors Theory On
Work Motivation: Does Its Work For Todays Environment. Global journal of commerce
and Management, 2(5), 18-22.