Analyzing Motivation and Efficiency in Modern Organizational Behavior

This essay delves into the critical role of motivation in shaping organizational behavior and enhancing employee efficiency. It examines how motivation serves as the backbone of corporate culture, influencing productivity across various aspects of professional life. The essay discusses the interplay between motivation and efficiency, highlighting both the advantages and disadvantages of modern workplace practices. It explores the significance of strategic planning and the importance of managers encouraging employees through constant motivation. The essay further analyses the impact of job enrichment, job enlargement, and work environment on employee efficiency, while also addressing the challenges of unequal treatment and the need for tailored motivational techniques. The author emphasizes the necessity of identifying and solving negative motivational aspects and suggests practical strategies for managers to boost employee productivity and foster a positive work environment. The essay concludes by advocating for a balanced approach to motivation, ensuring that all employees benefit from it and that management fulfills its duties to encourage and support them.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
Name of the Student:
Name of the University:
Author’s Note:

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Motivation is one of the major requirements of today’s life. Be it in case of academics,
personal lives, social lives or even our professional lives, it is motivation that forms the
backbone. In all the possible spheres of life, there are many ups and downs. There are positivity
and negativities as well and in order to make sure that these negative vibes do not cause any
harm motivation is highly needed (Moatt et al 2015). A very common question that might crop
up in our minds is that why and how this motivation theory is considered to be the backbone of
the corporate culture or any other such platforms of life (Dobre 2013). While speaking about
motivation, another term that must be discussed about simultaneously is that of efficiency. In
order to increase the efficiency of the workers, motivating them at every level must be the
highest priority of the management. However, though not many scholars have spoken against
efficiency but some scholars did. According to an article produced by the college of business and
economics, professor Bruenderman, that efficiency often limits the job ability (Muogbo 2013).
This has been demonstrated by the example of MacDonalds where the employees cook and
prepare all the recipes in line where all of them are very much limited in their respective job
functions like, the employee who prepares the food will only do that and never take orders,
whereas the one that takes orders will always stay at the reception rather than going to the
kitchen to cook. Similarly, the one that adds wrap to the food packets will always stick onto this
job itself. This in turn cuts down the learning experience of the employees and they can never
master the art of multi tasking. On the other hand, all the former human based works have now
turned mechanized that is computer based, which increases efficiency but at the same time,
reduces the amount of jobs and also cuts down the employee duties. Efficiency has made the
lives of people much easier, they get everything they want in minutes but at the same time,
affects productivity in the long run.
As it is a known fact that there are two sides of the same coin, there are both advantages
as well as disadvantages of the vast arena of opportunities that have been opened up in front of
all the modern enterprises. There are both opportunities as well as imperilments lying in front of
all the enterprises. It is a known fact that, in case of any business organization, a proper strategic
plan has to be made that will formulate all the long term goals and objectives that the company is
expected to achieve in the long run. However, this planning system can function properly, only if

3ORGANIZATIONAL BEHAVIOR
it is backed by a proper motivational aspect (Hameed et al 2014). In other words, it must be the
top most priority of all the members of the top management or the hierarchy of the company to
encourage all his employees from time to time. This encouragement can be done through a
constant motivation given to the workers from the side of the superiors.
It is with the help of this motivation that the workers can recognize their potential to work
and can increase their level of efficiency. Efficiency can be measured in various ways and the
most simplest and significant way is perhaps measuring the extent of efficiency that is seen
within the workers of any business enterprise. A good example can be the fact that there are
often instances where one gets other many negative comments or come across many negative
opinions from their superiors or their co workers. This negative comment not only renders them
mentally weak and demotivated but also makes any good news really bad and uninteresting.
Negativity is like a virus that keeps on getting transmitted from one person to the other like a
disease causing germ and contaminates everything. It is because of this reason that motivation is
highly needed, as it helps in increasing the level of efficiency of the workers thus boosting up
their productive capabilities.
Job enrichment is highly needed in order to increase the level of efficiency among the
workers. Boredom is highly ruining in terms of both personal as well as professional life (Barba
et al 2016). Adding up some sorts of varieties in the ongoing activities is very much essential in
making the monotonous work very interesting, which in turn will increase the efficiency of the
employees. However, there are also some negative aspects of motivation as well. Within an
organization, there are many types of employees and not all are a well wisher of each other. This
job enrichment may turn out to be advantageous for some and disadvantageous for others. The
skill and technological knowledge which will be needed for this job might already be known to
some whereas for some it can be totally new and unknown. There can also be lack of proper
training that might be very essential for performing this new type of job, this might lead to
chances of lower productivity. The other very damaging effect that can crop up due to this job
enrichment is disrespect from the employees towards the management, because not every
employee can be included in the new job role and responsibility (Brown 2014). As a result of
which, some will excel in their work while others will perform poorly due to lack of interest,

4ORGANIZATIONAL BEHAVIOR
lack of the feeling of being important to the company, lack of sufficient training etc. These will
ultimately hamper the amount of productivity.
According to Haci Guclu and Sahil Guney, it has been said in the given article that job
enlargement is another important method for increasing the efficiency of the employees by
promoting new and diverse types of job roles and responsibilities. However, not every employee
is able to cope up with this increased and modified kind of task as a result of which, they often
feel neglected. This in turn affects their performance (Frey and Osborne 2017). However, the
methods discussed in this article, to solve this low efficiency problem seems quite justified like
solving disputes between co workers. There can be several quarrels between colleagues that can
create negative vibes and can hamper the productivity of the employees. Another method to
solve this low efficiency problem is by improving the work environment. The surroundings in
which the employees will work must be healthy, safe, and clean with proper ventilation system.
Another issue that needs to be immediately solved is that of unhealthy relationships with the
managers. It must be the top most priority of the managers to try their level best to cater to the
basic needs of their employees. The initiation of which can be done by appearing very friendly
and transparent with them. In this article, the writer Speaks about the relationship between the
desires of the individuals and their motivation. In other words, the writer tries to say that if the
employees are able to choose their work as per their wish and work a cording to their own pace
and techniques, then the rate of their efficiency and consequently their productivity will not be
hampered. However, this does not work well in the present day scenario, because the employees
are subjected to huge pressure and they ate given set targets that they are compelled to achieve.
Success and competitions do not always increase the productivity of the employees; it can often
create negative impacts, by making the employees tensed, nervous and impulsive. It is out of
their impulse and the huge work pressure that they can often take some wrong move and make
mistakes in their work thus lowering their total production.
The writer has however cited out many roles and responsibilities on part of the managers
that are needed for increasing the efficiency of the workers thus motivating them. The managers
must always keep this in mind that they are to formulate those motivation techniques that are in
par with the kind of employees that they are dealing with (El-temash et al 2016.). If the
employees are wage earners, then the managers must keep in mind to use techniques like

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payment equality, respect towards he wage earners, being thoughtful towards their needs and
demands, listening to their complaints etc. However, often these policies are either not taken into
consideration or they are use ignored in the long course of time. Once can make use of different
models in order to formulate the motivation techniques like Maslow’s need theory which says
people’s need have five layers and without satisfying the first layer, it is not possible to solve the
upper layers. Another important theory is that of Adam’s Equity theory, which says that the
biggest obstruction in path of motivation is treating the employees unequally. This is also one of
the major concerns of the present day scenario. This is because; there are so many instances of
unequal payments to employees based on their gender, working hours, social status etc (Filsecker
and Hickey 2014).
Hence, I agree that motivation is of course the backbone of the present day corporate
culture, but only when it is done proper and in a justified way. I would say that the managers
must make sure that their motivational techniques are for all their employees and not just a
handful of them. They must always try to identify and solve the negative motivational aspects
like hopelessness, helplessness, fear of failure, inability to accept criticism, guilt and self blame
etc. I would also recommend this to the enterprises that they motivate and encourage their
employees to start use some very simple ways like, staying calm in tough situations, proving
words into actions, starting the day with something simple etc. On the other hand, the
management must also not forget their duties towards their employees and must motivate and
encourage them throughout in order to boost up productivity in the long run.

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