Management and Organisational Behaviour: Motivation Analysis

This report delves into the intricate relationship between management, organizational behavior, and employee motivation. It examines how management practices influence employee attitudes, job satisfaction, and overall workplace productivity. The report explores the impact of job satisfaction o...Read More

Management and
organisational
behaviour

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
Management and organisational behaviour's relationship to motivation at work ......................1
Attitudes and job satisfaction .....................................................................................................3
Impacts of job satisfaction on an employee's motivation at work including motivation theory
and models and to the organisational behaviour.........................................................................5
Summary ....................................................................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
The management and organisational behaviour is the study for investigating the structure
of firms that affecting the behaviours on companies. This study is important for managers and
organisations because it gives several viewpoints that consists behaviours of firms and
connection with other enterprises (Mullins and Christy, 2013). This report helps managers and
companies to know complete knowledge and information like micro and macro organisational
theories and behaviours for organization. These study displaying the attitudes and job
satisfaction, motivation at work and organisational behaviour.
The attitude at management and organisational behaviour is the judgement that is the
involvement of business objects, persons or events. The attitudes consist three kinds normally
regarding to work and the environment of work i)Duty lovers, ii) Job haters, and iii) Duty doers.
These three types define workers interest at work (Wood, and et.al. 2016). The job satisfaction at
management and organisational behaviour is the group of feelings like positive and negative
which holds by the employee's and worker's job. The motivation at work is gives the positivity
and positive attitude so that these will help workers to do their work confidently so this thing will
increase the strength and productivity of company.
Motivating the employee's at work is important element, the managers making an
environment and culture for organisations that foster the engagement and motivation for
workers. The job satisfaction in management and organisational behaviour is defined the
involvement of workers at work that shows their satisfaction things at duty (Rhoden, 2016). This
report is displaying the evaluation of management and organisational behaviour's relationship to
motivate the employees at work.
This document is also analysing and showing the impacts on job satisfaction of an
employee's behaviour at work and also including the models and theories for motivation in the
management of organisational behaviour's (Kinicki, and et.al. 2014). These study also consisting
to estimating the hinders and fosters by the knowledge of employee behaviours. This report also
helps in the understanding of employee’s behaviour at work and their limitations.
Management and organisational behaviour's relationship to motivation at work
The motivation is strong thing or emotion for workers that bring in employee's mind
positivity to do their work confidently. This also at work also increases the strengths and
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productivity of firms if workers are confident for their jobs and work. The managers are
motivating the employees using their ideas and visions via communication so that thing is also
increased the skills to being great or big manager at work (Fee, 2014). The role of manager and
motivating the employees is most powerful thing that maintains or makes the culture and
environment of businesses. Encouraging employees feels them more valued for own self and also
for firm. Motivate workers will decrease their fear, disturbance and stress but also increment the
speed, confidence and passion for work. So encouragement at work is playing important role at
management because if the workers are doing their work with positivity it will maximize the
productivity and make positive environment for firms.
Many people have confusion for the motivation and happiness. These things display the
emotions of people that describe their level and performance at work. The motivation is the thing
where the one person encourages others. These things are used in few organisations to increase
the productivity and strengths (Mullins, 2013). So director and firms motivate their employees so
that they do their duties with confidence and happily. So these will also increase the skills of
managers to communicate the members of organization. Through the communication with
workers, the handler have to try be friendlier with them. Peoples feel valuable and confident
when they get the respect and motivated by the trainer and firms. Manager must do his work and
motivate the employees so that they believe in good job and their work will be rewarded.
Employees to realize and believe that they are treated rightfully.
In businesses, mostly the managers and people ignore and out the emotions of business so
this not good for firms because the feelings of person if negative then it will not give profit and
benefit for the organisations. When the staff members feel stress, fear like negative sensitivity at
work so they will not focus on their activity properly so this will also decrease their confidence
at workplace. With strong emotions and feelings like belief, confidence, faith etc. will increment
the points of business success that is also depends on capability of manager’s motivation
(Wilkinson, and et.al., 2014). These things will encourage in the relationship of management
and organisational behaviour also helps in inspiring the culture, vision, and environment for
firms. For these the managers should use theories and models for encourage that helps to
increase their performance.
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)
The encouragement at work of employees playing important role, these will help to
maximize the performance of employees on their work. If the firm requires good presentation of
staff members and in their work so managers must motivate them according to their capability
that will also make a good environment of firm (Knights, and Wilmot, 2016). The motivation is
helps to retrieve aim or certain level of performance and also lead directly the behaviour of aim.
The requirement of ability is to acquire the knowledge to perform the work. The situation is like
data, support and resources so they require operating properly to find the performance. The
organisational behavioural models are the framework consisting four types autocratic,
supportive, custodial and collegial.
The autocratic is based on the power of authority in management orientation. The
supportive is based on the support in management orientation. Custodial model is based on the
resources which are economic and money in management orientation (Wood, and et.al. 2016).
The collegial framework is displaying the teamwork and its partnership. These models are
important for firms on according to their roles.
Attitudes and job satisfaction
Attitudes:
Attitudes are the judgements that which concerning the events, persons and objects. This
consists three components 1) Cognitive, 2) Behavioural and 3) Affective component. The
cognitive components of attitudes are the opinions. The behavioural components are the way to
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Illustration : Role of motivation in the relationship of management and organisational behaviour
(Source: Mullins, 2013)

behave in proper manner that is an intension (Wilkinson, and et.al. 2014). The affective
components are the emotion section in attitude. The attitudes on job is depends on the persons
thinking some people likes their jobs, some hate their jobs and few are middle persons who like
their jobs in average. Like in Marriott organisation managers love their position and jobs but few
not.
The job attitudes are the statements that demonstrable either not obvious that consist
people’s behaviour, some elements, and places. Some attitudes are affects on the organisations
like the opinions of employees which describe their involvement, feelings and views. The
knowledge at work shows the behaviours of employees like some are open minded thinking new
ideas for businesses and few are not freely thinkable (Moerdyk, and et.al. 2015). So the
beneficial ideas observed by these people and their thinking. Many researchers proven that
people’ attitude at work define his future expectations and behaviour.
There are five kinds of attitudes for jobs: 1) satisfaction, 2) involvement, 3) firms
commitments, 4) engagement of employees, and 5) support of firms.
In satisfaction of job is the emotions of employee that may be negative or positive tand
holds by them on thier job. It means many workers like their jobs or few may not and some are
the middle persons who are in the average in jobs interest (Dikshit, and Dikshit, 2014). So this
thing is important for the organization because this also impact on the environment, culture and
firms productivity. Like Marriott hotels the managers love their jobs so they make new ways to
achieve the goals of firm.
The Involvement is detecting with work that who participating with alertness and
believing the values of performance (Kim, Kim, and Reid, 2017). It simply means is that the
employees who do their jobs with their interest will increase the ratio of profit and also improve
their skills and performance but who do not like their work will create the negativity in their
minds and also impact on the environment, culture and productivity of firms.
In enterprises commitment, detecting the firms aims and goals and try to keep
maintaining it. In engagement of employees, is the involvement of individual workers with tier
satisfaction and enthusiasm for firm. In support for firms, is the ratio to detecting that cares and
good beingness . These attitudes and studies are important to know for managers and firms for
growth of companies (Ainsworth, 2014). Many firms give training to employees that they know
properly in self valuation.
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Job satisfaction:
Job satisfaction is the feelings of employees which present may be negative or positive
and also holds their work. So these job satisfaction can be assume it by global ratio and addition
of scores. Using these things the satisfaction of employee’s ratio can be got and the people who
are not satisfied their ratio and views can be get. So the dissatisfaction of workers can be by
resigning jobs, even allowing the situationsworse, reactions that is attempt for improving the
situations and their loyalty.
The output of job satisfaction displays the performance of employees, behaviour of
seniors, client’s satisfaction, turnover rate and deviation at workplace. The connection among the
job satisfaction and productivity is always positive (Hafenbrack, Kinias, and Barsade, 2014
)..The citizenships in an organisation display their job satisfaction which is closely connected to
satisfaction in job. The providing maximum customer satisfaction and employees faith on firm
shows that they are doing their work with more concentration .Also, they are satisfied with their
jobs.
Impacts of job satisfaction on an employee's motivation at work including motivation theory and
models and to the organisational behaviour
The encouragement at work is important because it will increase the productivity and
strengths, also maintaining the environment and culture of organisation (Clay-Williams, and
Braithwaite, 2015). The job satisfaction shows that people who are working, and maximizing the
service of clients displaying that they are doing their work with more concentration and actively.
Things which are impacting on an employee's motivation at work are as below:
 The performance and job satisfaction of employees, the trust is always important
that requires in job satisfaction.
 If the employees are satisfied with their jobs then so will more valuable for
productivity.
 The worker’s satisfaction productivity is always going to be high in firms.
Workers who are satisfied with their jobs have lack ignorable absences
(Wilkinson, and et.al. 2014). The satisfied workers mostly not resigning their
jobs.
 The firms applying the rules when the workers are not working according to their
performance. So they take actions on basis of worker’s performance.
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 The satisfied employees trust the firm and treated fairly in the firm and they give
the best service to clients.
 The satisfied workers will maximize the client's need and satisfy them and also
make interaction with customers. It will make more responsive, cheerful and
friendlyness with workers.
 So the satisfied workers who stay from long time in firms are more experienced.
The two theories are involved in the motivation, 1) dissonance and 2) perception theories.
In opinion of cognitive components considered dissonance theory that is an incompatible among
many attitudes and behaviour. To decrease the dissonance is depends on the valuable objects
which makes dissonance, ratio of individual elements and some rewards that is active in
dissonance (Ray, 2017). To assume the relationship between X to Y, in researches is proven that
X’s attitude is depends on the Y’s behaviour when the variables are returning into the accounts.
These variables of the attitudes consist importance, accessibility, specifications, direct
experiences and social pressure. The second theory is perception that is use after the action of
facts is out those creating senses which already existed.
The Hygiene theory is also includes the environment and culture of peoples work. These
can be arise though the dissatisfaction their work. This theory consists the policies, processes,
connections with seniors and juniors, supervising the work, working environment, safety at
work. This theory includes two elements that must understand first. 1) Hygiene elements and 2)
motivators. The hygiene element’s examples are: firms’ policy, earnings, seniors’ quality,
situations at physical work, job security, connections to other employees, etc. The motivator’s
examples are: points of promotions, growth, recognition, duties and accomplishments (Mullins,
and Christy, 2013). Hygiene elements are similar to motivators so that is adding for to
understand the concept of motivation. The Herzberg was committed that the dissatisfaction is not
the opposite of satisfaction. He simply says that no satisfaction means the person is not satisfied
with his job but it does not mean that he has dissatisfaction on his work. These all things are
dependent on the managers and organisations that how they manage their duties and motivating
the employees.
There are also some factors for motivating the employees in an organisation who are the
drivers of person’s behaviour's. These drivers lie in of detection, duties, self-direction, growth,
progress and accomplishment.
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Summary
The organisational behaviour in management is the study for investigating the structure
of enterprises that affecting the on environment of companies. The encouragement helps to
retrieve aim or certain level of performance and also lead directly on the behaviour of firms aim.
The citizenship shows the satisfaction of work in firms because they are experienced and know
the cooperation with juniper workers so they also display their interest on their duties. The
requirement of ability is to acquire the knowledge to perform the work. The environment is like
data, support and resources so they require operating properly to find the performance. The
motivation and job satisfaction impacts on the employees work, firm’s growth, nature and
environment of organisation. Like if the employees are satisfied with their jobs then so will make
more valuable for productivity. This study consisting theories like dissonance, hygiene and
perception theories where the dissonance theory that is an incompatible among attitudes and
behaviour of employees.
CONCLUSION
This report emphasizes on the norms that motivates employees to do their jobs with
responsibilities and more interest. The motivation will increase the strengths; productivity and
growth also maintain the nature and environment of organisations. Unmotivated workers will not
do their work interestingly. So these will create the rumours. There will be no contribution of
uninterested employees. So these will generate the problems and conflicts for firms like strikes.
The dissatisfaction of employees will impact on the growth of organisation. This study is using
theories and models and evaluates their relationship to motivate at work. This report is analysing
and displaying the impacts on an employee's encouragement at work and organisational
behaviour. These documents show the importance, limitations and benefits of motivation and job
satisfaction of workers. The encouragement and job satisfaction is important for managers and
organisations because motivating the workers will develop the skills for providing the
motivations and also improve the relationship among the workers and firms. The management
and organisational behaviour is the study for investigating the structure of firms that affecting the
behaviours on companies. The attitude and job satisfaction helps to know the behaviour for
future and satisfaction of employees at work.
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REFERENCES
Journals and Books
Mullins, L. and Christy, G., 2013. Management & Organisational Behaviour.
Wood, and et.al., 2016. Organisational behaviour: Core concepts and applications. John Wiley
& Sons Australia, Ltd.
Rhoden, M., 2016. Construction Management and Organisational Behaviour. John Wiley &
Sons.
Kinicki, and et.al., 2014. Management: A practical introduction. McGraw-Hill Education
Australia.
Fee, M.C., 2014. Human resources management.
Mullins, L.J., 2013. Management and Organisational Behaviour. UK: Pearson.
Wilkinson, and et.al., 2014. Handbook of Research on Employee Voice: Elgar original
reference. Edward Elgar Publishing.
Knights, D. and Willmott, H. eds., 2016. Labour process theory. Springer.
Wood, and et.al., 2016. Organisational behaviour: Core concepts and applications. John Wiley
& Sons Australia, Ltd.
Christina, and et.al., 2014. How organisational behaviour and attitudes can impact building
energy use in the UK retail environment: a theoretical framework. Architectural
Engineering and Design Management. 10(1-2). pp.164-179.
Moerdyk, and et.al., 2015. Organisational Behaviour.
Dikshit, A.Y. and Dikshit, P.A., 2014. An Empirical Study Of Voluntary Organisational
Behaviour: Investigating relationship between personnel Psychology &
counterproductive work behaviour. ZENITH International Journal of Multidisciplinary
Research. 4(3). pp.64-76.
Kim, M., Kim, A.C.H. and Reid, C., 2017. Positive organisational behaviour in NCAA Division
I football: a head coach's authentic leadership and assistant coaches' psychological
constructs. International Journal of Sport Management and Marketing. 17(1-2). pp.121-
143.
Ainsworth, J., 2014. Organisational Behaviour Theories and Their Relevance to the practice of
Stage Management in a Theatrical Setting, a Discussion.

Hafenbrack, A.C., Kinias, Z. and Barsade, S.G., 2014. Debiasing the mind through meditation
mindfulness and the sunk-cost bias. Psychological Science. 25(2). pp.369-376.
Clay-Williams, R. and Braithwaite, J., 2015. Reframing implementation as an organisational
behaviour problem: Inside a teamwork improvement intervention. Journal of health
organisation and management. 29(6). pp.670-683.
Wilkinson, and et.al, 2014. Handbook of Research on Employee Voice: Elgar original reference.
Edward Elgar Publishing.
Online
Ray, L., 2017. What Are the Causes of Job Satisfaction in the Workplace? [Online]. Available
through : <http://smallbusiness.chron.com/causes-job-satisfaction-workplace-
21851.html>. [Accessed on 2nd June 2017].
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