Essay on Motivation and Decision-Making in Organizational Management

This essay delves into the critical concepts of motivation and decision-making within the framework of organizational behavior. It begins by defining motivation, exploring various theories like Maslow's Hierarchy and Herzberg's Two-Factor Theory, and classifying motivation into economic rewards, intrinsic satisfaction, and social relationships. The essay then examines decision-making, outlining its steps and styles (intuitive vs. rational), while also discussing its impact on organizational performance and employee commitment. The core of the essay lies in connecting motivation and decision-making, highlighting how effective decision-making can enhance employee motivation and team spirit, thereby contributing to organizational growth. The discussion includes the pros and cons of both concepts, supported by real-world examples, and concludes by emphasizing their interconnectedness and their collective impact on achieving higher organizational performance. The essay underscores that management decisions, particularly those related to performance and employee engagement, are critical for fostering a motivated workforce and achieving business success.

[Date]
Organizational Behavior and Management
Motivation and Decision-making
Student name
institutional affiliation(S)

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Introduction
In literature, organisational behaviour concept, theories and frameworks relates to
expected behaviour of organisation’s individuals in which no two individuals behave in alike
manner while working in a particular work situation. Ahmed & Shafiq (2014) claims that
organisational behaviour helps organisations in predicting human behaviour within the
organisational setting after drawing upon a clear distinction between group behaviour and
individual behaviours. Among all other organisational behaviour concepts, motivation
factors play the most significant part that not only helps in increasing employee motivation,
but also results in higher performances of organisations. While determining employee
motivation, organisation’s management needs taking several critical decisions that can
ensure employee productivity and thus, decision making concept act as a fundamental
function within every organisation. With this note, this essay proposes to discuss motivation
and decision-making concept along with finding out how employee motivation can be
affected by decision making within organisations, the discussion of which will be further
used in third group assessment. After discussing significant terms associated with
motivation and decision-making concept, this essay will find pros and cons related to both
the topics as per current academic literature along with providing suitable examples that
can explain the essay viewpoints more clearly. This essay will conclude after connecting
both the proposed concepts along with linking them together as per organisational
behaviour concept.
Motivation
Motivation is generally used to indicate human behaviour referring to motivational
factors within individuals. At lower level in Malow need hierarchy like psychological needs,

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monetary gains act as a motivator. Nonetheless, it again tends to have motivating effect
only for a limited time period as per Herzberg’s two-factor theory of motivation. At higher
levels, praise recognition, respect and empowerment remain more powerful motivator as
compared to money as demonstrated by McGregor’s Theory X and Y. Saad (2018) claims
that employee motivation is considered as key factor in organisations that can potentially
boost every function within an organisation setting. In current globalisation era, many
companies strive to gain competitiveness along with sustainability factors to face dynamic
market and business environment. Therefore, every contemporary organisation needs to
manifest their business objectives into reality for which every employee of the organisation
is motivated by some or the other means. In this context, various motivation theories are
practiced by management of the firms after evaluating business function and its
performance to assess the level at which employee motivation is required. Osabiya (2015)
says that the ability to develop, attract and retain talented employees is among key features
of successful workplaces in which people are valued as significant assets and the concept of
motivation can be regarded as a key driving force within people through which they attempt
to attain specific goals or fulfilling some expectations. This further give rise to other basic
motivational models in which individual’s behaviour is determined concerning what
motivate them.
Taylor’s ideas and rational economic concept within motivation and other
approaches of motivation gave rise to a continuing debate about rewards and incentives as
motivator and their effects on organisational productivity (Shahzadi, Javed , Pirzada ,
Nasreen, & Khanam, 2014). For example, while working in an organisation, employee may
feel little to no pleasure if offered with very less or no opportunities for professional growth.
Under such circumstances, monetary or non-monetary motivation is the only way that can

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improve employee’s ability along with retaining them proficiently (Forson, 2012).
Motivation can further be classified according to complexity and variables of needs
identified that gives rise to follow three-fold classification of motivation: economic rewards,
intrinsic satisfaction and social relationship. These motivation factors are further supported
by various critical theories present in OB and management field like Maslow’s Hierarchy
needs, Expectancy theory of Vroom, Herzberg’s Two factor theory and McGregor’s X and Y
theory. However, the basic concern behind every theory is to consider factors that can
motivate employees and to find ways that can boost organisational performance (Singh,
2012).
Basic motivation factors include, needs of employees, work environment,
responsibilities given, workplace fairness and equity, employees development and feedback
for the efforts provided in the form of intrinsic and extrinsic rewards (Karami, Dolatabadi, &
Rajaeepour, 2013). Pros that can be reaped out of employee motivation is enhancing job
performance within organisations alongside creating job satisfaction among individuals
positively. For instance, when everyday mundane work reduces employee’s morale, they
tend to neglect detailing every task, but if motivated through intrinsic and extrinsic rewards
or through employee engagement practices, they understand what is expected and starts
performing in desired manner. However, motivation concept comes with few drawbacks
also like creation of workplace conflicts as few employees who are not motivated effectively
or remains neglected due to improper rewarding may show relentless to work more or even
tend to leave their job (Shahzadi, Javed , Pirzada , Nasreen, & Khanam, 2014).

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Decision making
Decision making concept in OB theory is considered as one of the prime activities
within organisations as it takes managers to next level by enabling in them decision making
roles to achieve organisational success and effective performance. Decision making another
conceptual approach that consist of several steps as mentioned by Sharah (2015) which
includes: appreciation of issues, information gathering, data analysis, developing
alternatives, evaluating identified alternatives and choosing the appropriate alternative.
Rehman, Khalid & Khan (2012) however, claims that individual decision-making process can
be determined in relation to decision making rules which further generates alternative
individual decisions. The author further explains that these decisions guides as an
alternative solution for providing maximum benefits based upon future predictions.
Therefore, it can be said that fast strategic decision can have significant impact upon
organisational performance along with corporate reputation, employee commitment,
financial performance and overall growth of organisations (Singh, 2012).
Looking upon Maslow’s needs hierarchy model, it is fundamental to fulfil human
needs that comes in the needs line and having in mind that decision is required to be made
at every critical level, individuals takes decisions after making well-deliberated calculations
that can prove effective for them. Furthermore, Okechukwu & Okoronkwo (2018) reflected
upon significance behind decision making during the times of uncertainty during which
organisational managers performing in globalised workplaces takes critical decision for
organisations survival and developments. The author also reveals that people often neglects
normative rules while making risky decisions and thus takes decisions out of intuition that
seems appropriate. However, this does not always guarantee good decisions or beneficial

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outcomes for organisations and thus decision-making during uncertainty requires
acknowledging current situation as well as consequences or magnitude that can be led due
to decision made.
Abubakar, Elrehail, Alatailat & Elci (2019) identifies two significant decision-making
styles among individual: intuitive and rational decision-making. Intuitive decision making can
be the result of holistic thinking or immediate action which are usually perceived out of
sudden awareness concerning information’s. On the other hand, rational decision-making
style are referred to those decision makers style who are obliged to undertake various
alternatives possibilities and scenarios to offer best probabilities before actual decisions are
made. Rational decision-making style as compared to intuitive decision-making style proves
more rational way to encompass methodical and cautious thoughtfulness and thus are
preferred by organisational managers the most while taking decision for enhancing
organisational effectiveness (Shra'ah, 2015) .
The decision-making approach in organisations are usually based upon scientifically
obtained information’s that allows effective decision making, free of errors and assumptions
that may cause reasons for poor and unjustified judgements. Therefore, managers recognise
many advantages through decision making models like promoting high quality and
consistent decisions along with reducing uncertainties and risks that are associated with
organisational performance. For example, if the marketing department within an
organisation requires consulting upon pay-per-click campaigning, organisational managers
need to make a review of customers search results for making alternative decision-making
frameworks can allow implementation of decision that can suit the organisational need
concerning marketing related issues. However, methodology that caters to address complex

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issues requires breaking decision-making procedure into several steps, considering every
aspect of the identified issue before making final decision. This further reflects a significant
con that can be associated with decision making process as it might take lot of time and any
delay in implementing or formulating strategic decision may result in breakdown of
perceived benefits (Abubakar, Elrehail, Alatailat, & Elci, 2019).
Connecting motivation with decision making
Unlike physical assets, individuals have their own demands that needs to be met
along with managing their habits that can potentially contribute in organisational growth
and development. However, when organisations fail to understand this concept and
manages its employee poorly, it may severely impact organisational performance since
individual contributions are very essential that can determine success or failure within
companies. It is well known that motivation act as an energization or activation of goal-
oriented behaviour within organisations which means motivation concept is one of the
prime elements within organisations to motivate workforce as well as in assisting critical
decision making in workplaces. Motivation is used to prompt employees for achieving
specified targets when employees perform not only for monetary purpose, but also for
various other factors (Marchisotti, Domingos, & Almedia, 2018). For example, in any
manufacturing industry, main job of an employee is to manufacture and produce desired
products. Basically, the continuous work of employees may tend to make him/her feel
fatigue or tired and therefore requires getting motivated not just to produce products in
desired way, but for getting rejuvenated experience. Under such circumstances,
organisations managers take critical decisions concerning performance management or
employee engagement to make their employees feel more refreshed and good about

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his/her job. On the other hand, business managers are seen to be thinking positively about
themselves and organisations which in turn enhances organisational productivity and overall
workplace performance (Rehman, Khalid , & Khan, 2012). Organisation’s managers face
various individuals who may be belong to diversified nature or culture and recognising a full
spectrum of personality, value, attitude, ethics and cultural differences, every organisation
needs to take considerable decisions that can potentially manage every individual
effectively. Therefore, it can be said that effective decision making can motivate individuals
and team spirit that certainly impacts well-being within organisations.
A firm may have a good leader, a good visionary approach, however, if they neglect
individual needs, the company might practically face turmoil. A leader’s decision and action
affect employee’s morale and thus must be made after critically evaluating every alternative
that can make organisational individuals feel elevated and motivated along with considering
organisational objectives. Performance management related decisions are also affected by
decision making of the firms in which rewards and appreciation act as key motivators that
can potentially motivate individuals in achieving desired goals (Singh, 2012). For example, in
workplaces, rewarding good for exceptional behaviour with a certificate or a small token of
appreciation can prove a great motivator as compared to those workplaces where people
are taken for guaranteed to work for basic salary or wages. Good decision makers again
prove to be true model and therefore act as a key motivator who can motivate individuals in
obtaining desired goals. Though people involved in decision making faces various issues for
which effective resolution plan is involved which not only motivates them to take decision
that are favourable for organisational performance, but also remains understandable by
others through effective communication (Chesoli, 2018).

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Conclusion
The above essay explored link between motivation and decision making in the context of
organisational behaviour and how both of them helps in achieving higher organisational
performance. The essay finds that diverse decision-making behaviours have diversified
impacts on organisational performance and on employees. The management decisions not
only influence organisational behaviour, but also avoids making negative and weak decisions
that can potentially impact upon business competitiveness and sustainable development.
With the help of theoretical models and framework analysis, this essay finds that motivation
within workplaces depends upon how well individuals are treated or motivated to produce
tasks. Motivation undoubtably results in positive outcomes and enhancing employee’s work
quality due to which many contemporary organisations are considering implementation of
different performance management system like rewards and appreciation to motivate
individuals in continuous way. Employees who are instilled with high motivation reflects job
satisfaction and improved work performance and having such characteristics can prove
highly valuable for organisations. On concluding note it can be said that effective decision
making along with a motivated workforce is the key to organisational success and effective
organisational behaviour and thus must be considered by every organisation before
formulating critical steps required in organisational development.

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