Organizational Behavior Theory Reflection: Motivation and Impact

This essay is a student's reflection on organizational behavior theories, focusing on motivation and its impact on employee behavior. The student explores the theory of motivation, specifically Maslow's Hierarchy of Needs, and discusses its relevance to organizational behavior. The essay provides a detailed explanation of Maslow's theory, including the five levels of needs and how they influence employee motivation. The student then reflects on their personal experiences, drawing parallels between the theoretical concepts and real-world observations from an internship. The reflection highlights the importance of factors like growth, self-actualization, and the alignment of personal and professional goals in shaping organizational behavior. The essay also touches on the influence of organizational culture, team dynamics, and the role of rewards and opportunities in fostering a positive work environment. The student concludes by emphasizing the significance of motivation in achieving organizational goals.

Running head: ORGANIZATIONAL BEHAVIOR
ORGANIZATIONAL BEHAVIOR
Name of the Student:
Name of the University:
Author Note:

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Theories form the Course:
Organizational behavior refers to the behavioral conducts of the employees within the
organization. There is an interface between the human behaviors and the organizational
conducts, where, usually, the later controls and determines the former. Therefore, the
organizational behavior essentially refers to the roles and the responsibilities, that, the employees
have and perform to fulfil their organizational roles within an organization (Nahavandi, 2013).
However, the concept of organizational behavior is primarily included within the
academic area, and is governed by certain organization theories. Thus means that the concept of
organizational behavior is essentially an area of study area and the practical implications of the
same, within the organizational conducts, is governed by certain theoretical understandings
(Wagner III, & Hollenbeck, 2014). There are four basic theories that sumptuously describe about
an organization and the organizational conducts and the features of an organization, these
include, the Psychological Contract, Motivation, Team Work, and Organizational and Individual
Learning Therefore, in the following research essay, the theory of motivation and the impact of
the same upon the organizational behavior will be discussed and along with that, a personal
understanding of the theory and the implication will be shared as a reflection in the end of the
paper.
Research on the theories of Organizational Behavior:
The primary goal of studying organization behavior is to develop theories, as mentioned
by the researchers. Therefore, the theory of organizational behavior that will be discussed in this
essay is the Theories of Motivation. Motivation refers to the psychological force that moves the
individuals towards work, and help them to increase and better their performance and their level

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of persistence. Therefore, the basic question that is often posed tis that how motivation is related
to the organizational behavior, and a simple to answer is that, motivation is the key to one’s
performance (Ganta, 2014). Therefore, to deliver a good performance, one needs to get
motivated properly. Now in order to understand the impact of motivation upon the organizational
behavior of the employees it is important to gain a brief insight and a theoretical understanding
of the concept. There are a number of theorists and researchers who have developed their
personal perception regarding the factors of motivation, however, in this particular assignment
the Need Hierarch theory developed by Maslow will be discussed.
The motivation theory developed by Maslow is the best motivational theory that had been
developed and is in wide practice across all the organizations. Abraham Maslow was a
psychologist and he was influenced by the theories of Freud regarding workplace motivation and
therefore had developed the most influential theory of motivation. He represented a hierarchy of
the needs of the individuals and propounded that the hierarchical triangle refers to the basic
needs as well as the additional needs of employed beings (Hauser, 2015). Also, the hierarchical
triangle refers to the basic need of the grass root employees and the basic need of those who are
already holding a good position in the organization, and the hierarchy therefore proposes that the
basic needs must be met in order to climb up the triangle and to mitigate the other and more
complex needs (Pinder, 2014).
Therefore, the psychologist had recognized five basic needs of the employees which
work as a drive or motivating factor for them. These include,
First, the psychological needs, which refer to the basic necessities of life that are, hunger,
clothing and a place to sleep (Rahman, & Nurullah, 2014).

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Secondly, the safety needs, which refer to the protection, safety from the environmental
hazards and dangers, and the freedom from pain (Rahman, & Nurullah, 2014).
The third aspect of need is the Social need, which refer to the need for companionship,
belongingness, engagement in social activities and the like (Rahman, & Nurullah, 2014).
The fourth step in the hierarchical triangle is the needs for self- esteem. This refers to the
self-respect and the self- esteem of an individuals and the desire to practice the self-worth. It also
includes the aspects of self- confidence and the need for appreciation in the organization where
one is working (Adiele, & Abraham, 2013).
Lastly, the need for self- actualization. This refers to the appropriation of the personal and
professional goals of the individuals. It includes the aspirations of an individual to develop
oneself and achieve the potential that one possesses and further use the same to actualize a
position in an organization (Adiele, & Abraham, 2013).
Therefore as according to Maslow the sense of well- being is more important to a person
and this is the prime motivational factor for the individuals. Further, Maslow contended that
once, one set of needs are met, the individual strive to reach to the next level and therefore, the

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needs of the next level become the motivating factors for the individuals (Kaur, 2013). He also
mentioned that wanting to move up the hierarchy is the innate nature of the human beings, and
the desire for self- fulfillments is the prime factor that motivates the individuals.
Reflection:
In the above, a detailed description has been tried to provide regarding the factor and the
theories of organizational behavior. I was working as an intern in an international organization. I
had learnt about the organizational features and concepts during my educational courses in a
complete theoretical form. However, after joining the organization I have found out the
similarities and the implications or the practical approaches of the theories. For example, the
factor of motivation that have propounded by the theorist is, completely similar. It is essentially,
the need for growth and self- actualization and the self- aspiration. At the same time,
achievement of the personal and professional goals are, also the governing factors of
organizational behavior. It is essentially the organizational needs and requirements and the
organizational culture that determines the organizational behavior and further, the mutual
relationship between the employees and the employers and the scopes of growth and
opportunities, shape this organizational behavior and organizational relationships. Along with
this the formal or the informal culture and the practices of team development and team
management also determines the organizational behavior. Considering my organization, the need
to meet the target and to contribute more in the organizational profit is the prime factor that
determine the work culture and the organizational behavior.

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References:
Adiele, E. E., & Abraham, N. (2013). Achievement of Abraham Maslow's Needs Hierarchy
Theory among Teachers: Implications for Human Resource Management in the
Secondary School System in Rivers State. Journal of Curriculum and Teaching, 2(1),
140-144.
Ganta, V. C. (2014). Motivation in the workplace to improve the employee
performance. International Journal of Engineering Technology, Management and
Applied Sciences, 2(6), 221-230.
Hauser, L. (2014). Work motivation in organizational behavior. Economics, Management, and
Financial Markets, 9(4), 239-246.
Kaur, A. (2013). Maslow’s need hierarchy theory: Applications and criticisms. Global Journal
of Management and Business Studies, 3(10), 1061-1064.
Nahavandi, A., Denhardt, R. B., Denhardt, J. V., & Aristigueta, M. P. (2013). Organizational
behavior. Sage Publications.
Pinder, C. C. (2014). Work motivation in organizational behavior. Psychology Press.
Rahman, M. H., & Nurullah, S. M. (2014). Motivational need hierarchy of employees in public
and private commercial banks. Central European Business Review, 3(2), 44.
Wagner III, J. A., & Hollenbeck, J. R. (2014). Organizational behavior: Securing competitive
advantage. Routledge.