Motivation Theories and Leadership: An Organisational Behaviour Exam

This assignment provides an in-depth analysis of motivation theories within the context of organisational behaviour. It begins by differentiating between content and process theories, explaining their core principles and applications. The assignment then critically evaluates several key theories, including Maslow's Hierarchy of Needs, Alderfer's ERG theory, and Vroom's Expectancy theory, offering practical examples of how these theories can be applied in a business setting, specifically within Richer Sounds. Furthermore, the paper discusses contingency leadership models, such as Hersey's and Blanchard's situational leadership model, and their importance in adapting leadership styles to different situations. The document concludes with a comprehensive list of references, including books and journals used in the analysis.

ORGANISATIONAL
BEHAVIOUR (ONLINE
EXAM)

TABLE OF CONTENTS
QUESTIONS...................................................................................................................................3
1. Content and Process Theories..................................................................................................3
2. Critical evaluation of the theories of motivation.....................................................................3
REFERENCES................................................................................................................................6

QUESTIONS
1. Content and Process Theories
There are two main approaches of motivation which can help in motivating the employees in
the organisations like Richer Sounds which was started in 1978 and deals in selling home cinema
systems, wide range of TV and audio equipments. These theories are referred as content as well
as process theories among which the content theory focus on the need of the employees and the
things which can help in fulfilling those needs while on the other hand the process theories focus
on the behavioural and psychological processes which affects the motivation of the individuals.
The content theory or the model of motivation lays emphasis on the ‘what’ of the motivation. It
focuses on the things which are needed by the people at different stages of life and the ways in
which they can be fulfilled (Dasaev, 2018). It states that when the needs of the people are
fulfilled, then they can be motivated and can perform their best in every task. This model is the
oldest and the simplest model to motivate the individuals easily. This is also used in trainings of
management and leadership. Various content theories are Maslow’s Hierarchy of needs,
Alderfer’s ERG theory etc.
On the contradiction, the process theories or the model of motivation lays emphasis on the
‘how’ of the motivation. These do not focus on the needs of the people instead these focuses on
the psychological as well as behavioural processes which are followed by the humans. The
theory states that when these processes are known, then it becomes very easy to analyse the
interactions, actions and the contexts which helps in motivating the behaviours of the individuals
(Schjoedt and Shaver, 2020). These theories are newer but influence the leadership and
management theories more. Some of the process theories include skinner’s reinforcement theory,
vroom’s expectancy theory etc.
2. Critical evaluation of the theories of motivation
Maslow’s hierarchy of needs
The managers of Richer Sounds can use this theory by satisfying the different needs of
the employees in order to motivate them. The psychological needs can be fulfilled by providing
them comfortable working conditions, necessary breaks for their personal works, reasonable
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working hours etc. Their safety needs can be fulfilled by the managers of Richer Sounds by
providing them safe working conditions, securing job security and compensation etc. The social
needs can be fulfilled by encouraging teamwork among the employees so that they can know
each other, promoting good work-life balance etc. Esteem needs can be fulfilled by offering
recognition and praise along with the promotions and the additional responsibilities (Hopper,
2019). The self-actualisation needs can also be satisfied by engaging the employees in
participating in various decisions along with providing challenging work and giving them
autonomy and flexibility.
Alderfer’s ERG theory of motivation
Under this theory, the managers of the Richer Sounds must select that the needs of the
employee belong to which sector such as relatedness, financial etc. If the employee is in need of
the financial security, then the managers can focus on the existence needs which can be fulfilled
by increasing the incentives, financial bonuses etc. This can help in motivating those employees
and if the employee is in need of the interpersonal communication then, the focus must be on the
relatedness sector (Snow, 2019). For this, the managers must position the employees at such
place where they feel much motivated. This is how; the managers of the company must decide
the sector of the needs to be fulfilled.
Vroom’s Expectancy theory
This theory states that the employees will feel more motivated when they realise that
when they will put more efforts, their performance will be increased, which will lead to rewards
and finally enhancing their value. The managers must use such systems which can tie the reward
close to the performance of the employees (Barba-Sánchez and Atienza-Sahuquillo, 2017). They
must ensure that the deserving employees get the rewards. The managers must also engage the
employees in various trainings so their capabilities and skills can be improved and enhanced.
This can help in leading to better performance.
Contingency leadership models
Hersey’s and Blanchard’s model of situational leadership can be used by the managers of
Richer Sounds by adapting them according to the situation and using the appropriate leadership
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style in particular situations. They must choose the leadership style according to the maturity of
the followers (Imron, Satria and Puspitaningtyas, 2019). If the employee is much mature, then
the managers must provide minimal guidance and if the maturity of the employee is low, then the
managers must supervise their work closely and provide explicit directions for ensuring clarity in
goals and the ways to achieve them.
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REFERENCES
Books and Journals
Barba-Sánchez, V. and Atienza-Sahuquillo, C., 2017. Entrepreneurial motivation and self-
employment: evidence from expectancy theory. International Entrepreneurship and
Management Journal. 13(4). pp.1097-1115.
Dasaev, D.R., 2018. FEATURES OF THEORIES OF PERSONNEL MOTIVATION, AND
THE CROSS-CULTURAL VIEW ON THEIR EFFECTIVENESS. ФГУ Science. (1).
pp.47-51.
Hopper, E., 2019. Maslow's hierarchy of needs explained. Viitattu. 12. p.2019.
Imron, A., Satria, R. and Puspitaningtyas, I., 2019, December. Implementation of Situational
Leadership in Educational Organizations. In The 4th International Conference on
Education and Management (COEMA 2019) (pp. 73-77). Atlantis Press.
Schjoedt, L. and Shaver, K.G., 2020. Entrepreneurs’ motivation: a conceptual process
theory. Journal of Small Business & Entrepreneurship. 32(4). pp.333-353.
Snow, D., 2019. The Big Picture: How the New Use of an Old Theory will Enhance Leaders'
Perspective on Management. Journal of Applied Business & Economics. 21(1).
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