OBH201 - Organizational Behavior: Annotated Bibliography Analysis

This annotated bibliography examines five academic journal articles related to organizational behavior, focusing on motivation theories and their application. The articles cover Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, Vroom's Expectancy Theory, McGregor's Theory X/Y, and ERG theory. Each annotation summarizes the article's key points, providing examples from Google to illustrate the practical application of these theories in a business environment. The analysis highlights the importance of understanding employee needs, motivation, and leadership styles for enhancing organizational performance and employee satisfaction. The bibliography emphasizes the significance of both intrinsic and extrinsic motivational factors in creating a productive and positive work environment. The document concludes with a list of cited references. This assignment was completed for an Organizational Behavior course (OBH201) at Kent Institute Australia.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
Name of the Student
Name of the University
Author note

1ORGANIZATIONAL BEHAVIOR
Annotated Bibliography
Article 1- Lee, J.M. and Hanna, S.D., 2015. Savings goals and saving behavior from
a perspective of Maslow's hierarchy of needs. Journal of Financial Counseling and
Planning, 26(2).
From the respective article, it can be analyzed that there is a strong relationship
between the saving goals and behavior from the perspective of the Maslow’s Hierarchy
Theory. The main aspect which have been analyzed in the respective theory is the emphasis
on the various kinds of things which people need which comprises of the biological needs to
the self-actualization needs that play a vital role in motivating the individuals in a systematic
manner.
For instance- In the present scenario of the business environment at Google, the
employees prefer the safe working conditions as there are different deficiency of the needs
that affect their morale which leads to demotivation in the morale of the different employees
which is being provided and the work productivity has increased to greater heights. In such
scenario, as per the respective theory, it can be seen that the different needs to be met as the
job security and secured compensation are the key trends which should be suitable for
making the employees happy. In conclusion, it can be inferred that Maslow’s Hierarchy
Theory includes the different needs which will be suitable for the growth of the company and
it enhances the effectiveness of employees. It can be recommended that there can be
inclusion of proper safety, salary related requirements need to be met for the employees
which can be suitable for the growth of employees in the stressed working conditions.
Article 2- Alshmemri, M., Shahwan-Akl, L. and Maude, P., 2017. Herzberg’s two-
factor theory. Life Science Journal, 14(5), pp.12-16.
In the respective article, the main aspect which has been analyzed is relating to the
understanding of the Two-Factor Theory of Herzberg. As mentioned, the respective theory

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mainly deals with the intrinsic motivational aspects along with satisfaction which can be
gained by the different employees working in the company. While performing a job, the
different employees need to be motivated as it will be making their tasks more effective
which will be reducing the job dissatisfaction.
For instance- In Google, both Sundar Pichai
provides both motivation and hygiene related factors which has been suitable in improving
the working conditions. As per the Herzberg’s Theory, there are two major factors such as
hygiene and motivation wherein both are considered to be equally essential as Herzberg
wanted to create a job opportunity for employees for performing suitably and evaluating their
work effectively. It can be concluded that the extrinsic and intrinsic motivational factors play
a vital role in managing the different employees suitably which enhances their growth
prospects and it will be making the work more effective. However, in many scenarios, the
working conditions in which the different individuals perform the task are not effective, in
such scenario, the intrinsic motivation and job satisfaction are the two major elements which
will be suitable for the benefits of the company to become more evaluative and productive.
Article 3- De Simone, S., 2015. Expectancy Value Theory: Motivating Health Care
Workers. American International Journal of Contemporary Research, 5(2), pp.19-23.
In the respective article, the main focus has been given on the Vroom’s Expectancy
Theory in which it assumed behavior results from the different conscious choices among the
different kinds of alternatives as the main purpose is to maximize the pleasure as well as
minimizing the pain. As per Vroom, it can be seen that the performance of employees is
being based on the different individual related factors which includes personality, knowledge,
experience, abilities along with skills.
For instance- In Google, the CEO of the company
tries to provide the values to the workers and they achieve the greater heights suitably.
Vroom has realized the fact that the effectiveness and accuracy of motivating employees is
based on expectancy, valence and instrumentality. In such scenario, the instrumentality is the

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quality or the condition of serving purpose which can be negative or positive and it can be
enhancing the effectiveness of the growth of the organization and it will be suitable for
motivating employees. As analyzed from the article, it can be concluded that the individual
working conditions play a vital role in managing the different activities suitably and it can be
beneficial in managing the activities more effectively. It can be recommended that when the
effort has been given, the required outcome will be received, therefore, the different
employees need to provide with extrinsic motivational factors which includes promotion or
hike in salary that can be effective in growing in the competitive business environment.
Article 4- Lawter, L., Kopelman, R.E. and Prottas, D.J., 2015. McGregor's theory
X/Y and job performance: A multilevel, multi-source analysis. Journal of Managerial Issues,
pp.84-101.
In the respective article, it can be seen that the Theory X and Y which has been
introduced by McGregor helps in describing the two major contrasting sets of assumptions
wherein managers make about the different individuals working in the company. As
commented by the author, it can be seen that the theory X employees dislike work and they
have little ambition in performing the tasks appropriately. On the other hand, theory Y
employees are happy and they prefer to perform the different tasks with the entire dedication
and they prefer to take on the different additional duties as well which will be suitable for
them in performing the tasks and gain competitive advantage over the others present in the
market as well.
For instance- In Google, there are both Theory X and Y kind of employees,
however with proper training and development related activities, the employees are able to
achieve the greater heights and it increased productivity of company. In conclusion, it can be
inferred that there are different kinds of X and Y employees who are present in the different
organizations and due to the same, it can lead to negativity and positivity in the work
environment as well. In such scenario, it is recommended that there should be inclusion of

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proper motivation which needs to be introduced such as intrinsic and extrinsic as it will be
beneficial in improving the overall effectiveness of the working conditions.
Article 5- Osabiya, B.J., 2015. The effect of employees’ motivation on organizational
performance. Journal of public administration and policy research, 7(4), pp.62-75.\
The respective article discusses the importance of ERG theory of motivation which is
related to the growth of the employees positively. In the ERG theory, existence, growth as
well as relatedness are the three major aspects which needs to be maintained as it will be
suitable for the growth prospects of the company. While employees work in the companies,
they prefer to be motivated as they feel that productivity increases when they are being
managed to improve the morale of employees.
For instance- In Google, the ERG theory is
followed suitably wherein the performance is measured through valuing the employees and
making them understand their opinions are being valued. Maslow’s Hierarchy Theory and
ERG Theory are related to one another as these both prefers to provide the employees with
the basic amenities which play a vital role in growth of the companies and employees
suitably. The existence group is related to the providing of basic material related existence
requirements of the human beings. In conclusion, it can be concluded that proper existence
plays a vital role in improving the morale of employees and it helps them in managing their
growth prospects suitably. It can be recommended that the employees need to be motivated
intrinsically and extrinsically which will be suitable for the overall growth of the company
and employees suitably and it can be beneficial in improving their effectiveness.

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References
Alshmemri, M., Shahwan-Akl, L. and Maude, P., 2017. Herzberg’s two-factor theory. Life
Science Journal, 14(5), pp.12-16.
De Simone, S., 2015. Expectancy Value Theory: Motivating Health Care Workers. American
International Journal of Contemporary Research, 5(2), pp.19-23.
Lawter, L., Kopelman, R.E. and Prottas, D.J., 2015. McGregor's theory X/Y and job
performance: A multilevel, multi-source analysis. Journal of Managerial Issues, pp.84-101.
Lee, J.M. and Hanna, S.D., 2015. Savings goals and saving behavior from a perspective of
Maslow's hierarchy of needs. Journal of Financial Counseling and Planning, 26(2).
Osabiya, B.J., 2015. The effect of employees’ motivation on organizational performance.
Journal of public administration and policy research, 7(4), pp.62-75.\