Organizational Behavior: Comprehensive Report on Employee Motivation

This report provides an in-depth analysis of several articles related to organizational behavior, with a primary focus on employee motivation. The report examines key concepts such as intrinsic and extrinsic motivation, and how these factors influence employee performance and satisfaction. It explores various theories, including Herzberg's Two-Factor Theory, McGregor's Theory X and Y, and expectancy theory, and their practical applications in different organizational contexts. The analysis delves into the impact of managerial actions, work environment, and organizational culture on employee motivation. The report also discusses the role of pay, need support, and justice in fostering intrinsic motivation. Furthermore, it highlights the significance of employee perception, leadership, and stakeholder participation in achieving organizational goals. The report concludes by synthesizing the key findings and providing insights into effective strategies for enhancing employee motivation and productivity within organizations.

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

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1. Mikkelsen, M.F., Jacobsen, C.B. and Andersen, L.B., 2017. Managing employee
motivation: Exploring the connections between managers’ enforcement actions, employee
perceptions, and employee intrinsic motivation. International Public Management Journal,
20(2), pp.183-205.
The author helps in understanding the usage of the external interventions such as
different systems of command and economic incentives decreases the intrinsic motivation of the
employees. According to Mikkelsen, Jacobsen and Andersen (2017), the internal reward system
has to be such that this will help in making the individuals being more competitive in nature. The
definition of intrinsic motivation has been explained wherein it is internal form of motivation and
the employees strive towards personal kind of satisfaction along with accomplishment. The
objective of the article is to understand that that the perception of the employees is essential in
nature as to gain competitive advantage.The article helped in analyzing along with exploring the
different connections between perceptions of the individuals, different enforcement actions of the
different managers in different organizations. There are different examples on employee
motivation that is based on intrinsic factors and that are essential in nature for making the
employees perform in an effective manner. The main factor that has been considered in the
respective article is related to the perception of employees in different organizations in an
effective manner. The paper helps in making the readers understand about the impact of intrinsic
motivation on the performance of employees. It has been mentioned that the perception of
individuals is essential to motivate themselves in an effective and effluent manner.
2. Porter, T.H., Riesenmy, K.D. and Fields, D., 2016. Work environment and employee
motivation to lead: Moderating effects of personal characteristics. American Journal of
Business, 31(2), pp.66-84.

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The main concept that has been discussed in the respective article is related to the key
challenges faced by different organizations. The article helps in identification of the different
consideration that will help the employee to motivate and lead in the organization. Furthermore,
there have been different researches that have been conducted that included different personality
along with different leadership experiences. According to Porter, Riesenmy and Fields (2016),
there has been a different assessment of employees that have been analyzed that plays a
substantial role in the determination of motivation of employees that will help them to lead the
company. The main aim of the paper was to discuss the different issues related to human
resource practices. The design or the methodology that has been used in the article is related to
the exploration of the role of assessment of the employees along with determinants of three kinds
of MTL. The main impact of the culture of the organization along with assessment of employees
has been investigated in the paper. The hierarchical multiple analysis of regression has been used
in the testing of the respective hypothesis. The main ideas were related to development of
leadership along with engagement of employees. The concept related to motivation to lead has
been analyzed in the article along with analysis of the performance of the employees.
3. Boukas, N., 2014. Segmenting youth tourists to cultural heritage destinations: motivational
determinants and experiential characteristics. International Journal of Leisure and Tourism
Marketing, 4(1), pp.63-89.
The basis of the article helps in analyzing the different motivational determinants that are
required in the workplace. According to Boukas (2014), the focus is on the performance of the
different employees in the organizations along with the different motivational factors that are
considered in the workplace for increasing the productivity of the employees. The paper
contributes in analyzing the literature with the help of the evidence that provides a causal link

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between the different satisfactions and needs of the employees. The main objective of the article
is to analyze the importance of motivation on the performance of the organization along with
employees. It has been stated that the job performance of the different employees in the
organization is dependent on the motivational factors that has impact on the tasks performed by
them. It has been discussed in the article that the productivity increases in the organization
wherein there is implementation of different motivational factors. The employee motivation is
essential in nature as this is vital for the entire business and help in achieving the business goals
(Boukas 2014). The motivational factors help in achieving the higher level of output for the
organization and this helps in evaluating the performance of employees.
4. Datta, Y., 2014. Maslow’s hierarchy of basic needs: An ecological view. Oxford Journal:
An International Journal of Business & Economics, 8(1).
The paper helps in examining along with building on the positive theory on motivation
that is based on the hierarchy needs of motivation. A detailed explanation of the different needs
has been done in relation to providing motivation to the individuals has been analyzed in the
respective article. In the paper, it has been explained that theory of Maslow has link with
satisfying private along with public needs. Furthermore, transcendent needs have been added in
the pinnacle of the basic requirements that has been stated in Maslow’s hierarchy theory.The
respective paper helps in analyzing the ecological view of the basic needs that has been involved
in it. According to Datta (2014), it has been seen that huge significance has been provided to the
transcendent needs that will help the organization in analyzing the difference between the needs
of individuals and group needs. It has been seen that the need theory of Maslow focuses on the

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individuals and not overall objectives of the team. The article provides a view on self-
actualization process along with needs that provides safety, self-esteem and physiological needs.
Lastly, it can be seen that the article discusses the positive theory of different needs of
individuals. The article helps in analyzing the different kind of private relationships with family,
friends and relatives. The importance of different kind of severe challenges has been identified
regarding the transcendent needs of the different individuals along with motivational factors that
are essential to be provided to employees for generating huge productivity.
5. Hur, Y., 2017. Testing Herzberg’s Two-Factor Theory of Motivation in the Public Sector:
Is it Applicable to Public Managers?. Public Organization Review, pp.1-15.
The main purpose of the article was to identify the hypothesis testing that has been done
on Herzberg’s theory of motivation and hygiene. The article and the entire study have conducted
with the help of the different public and private sector employees. A comparison analysis has
been done between the public and private sector employees as this will help in comparing the
hygiene and motivation factors. The methodology that has been used in this particular case is
related to the comparison analysis along with hypothesis test. The technique that has been used is
t-test and it was computed in order to test the formulated hypothesis in an effective manner. The
analysis was conducted in order to determine the significant differences that were revealed
between groups of employees. The results of the particular analysis were related to the
motivational factors that are required to motivate the employees by providing job enrichment and
security in the job. Both intrinsic along with extrinsic factors are considered in the article that is
compared with both hygiene and motivational factors. According to Hur (2017), the article has
provided more focus on the hygiene or extrinsic factors that are significant in nature in the

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different private sectors. The satisfaction among the different employees has been discussed in
the article.
6. Purvis, R.L., Zagenczyk, T.J. and McCray, G.E., 2015. What's in it for me? Using
expectancy theory and climate to explain stakeholder participation, its direction and intensity.
International Journal of Project Management, 33(1), pp.3-14.
The article helps in describing the importance of the expectancy value model that helps in
offering influential models for understanding the concept of motivation. However, one of the
main aspects has been missed out in the article that has been largely ignored in the empirical
research. The three elements of expectancy theory have been explained in the article that
included the valence, instrumentality and expectancy theory. The careful attention was analyzed
in order to operationalize the dimensions of the cost in different contexts of motivation. The
different concept that has been described in the article is related to cost, expectancy model, scale
development and measurement of the participation of stakeholders. According to Purvis et al.
(2015), the article helps in explaining the process through which the behavior of individuals is
influenced in a manner along with value components. The methodology that has been used in the
research about expectancy theory is confirmatory factor analysis and correlational study. In the
entire literature, the analysis of the different value components has been discussed that includes
implications of the motivational concepts in the organizations. The main objective of the study is
to analyze the different dimensions of motivation that include study of the motivational factors
that is necessary in nature.
7. 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, 27(1-4), p.84.

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The main idea of the respective article is relating to the X and Y theory that has been
proposed by McGregor. Lawter, Kopelman and Prottas (2015), commented that the X and Y
approaches are different from one another wherein X kind of individuals are the ones who are
not interested to work on their own and they are dissatisfied with the job that are performed by
them. On the other hand, an analysis has been done for Y approach wherein employees are self-
motivated and they perform their tasks in an effective manner. The article explains about
importance of the motivational factors that requires to be provided to the employees. The
different motivational approaches has been analyzed with different other theories that helps in
understanding the motivational factors. The objective of the article is to investigate and explain
the X and Y approach in such a manner that this analyzed the behavior of the individuals in an
effective manner. The theories have been explained it in the article along with comparison with
the X and Y theory of McGregor. Lastly, the managerial issues have been analyzed in the
respective article that includes differences in the approaches in multi source analysis that
included idea on the perceptions of individuals.
8. Olafsen, A.H., Halvari, H., Forest, J. and Deci, E.L., 2015. Show them the money? The role
of pay, managerial need support, and justice in a self
‐determination theory model of intrinsic
work motivation. Scandinavian journal of psychology, 56(4), pp.447-457.
The entire paper helps in analyzing the performance of the employees in the respective
organization. The analysis has been done on the relationship between the job security and equal
treatment of employees in different organizations. The paper helps in understanding about the
growth, relatedness and existence needs that is required by individuals. The significance of
motivation is essential and is explained with proper methods. According to Olafsen et al. (2015),
the research methodology process were data surveys, proper data analysis has been done. The

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questionnaire was prepared in order to understand the different views of the individuals who
were interviewed and provided answers. The paper helps in explaining that significance of
motivation on the performance of employees. It has been explained that equal treatment of
employees is essential in nature as good working conditions is required to be provided as to
increase growth and existence needs. It has been investigated that organizations should be
willing to provide intrinsic motivation to the employees as to generate huge productivity. The
description has been provided in the article that is related to the quality of working life along
with different intrinsic motivational techniques. The priority analysis has been done in the article
that explains the relationship between the individuals in the workplace.
9. Yen, W.W., 2015. Relationships among perceptions of organizational politics (POPs), work
motivation and salesperson performance. Journal of Management & Organization, 21(2),
pp.203-216.
According to Yen (2015), the article helps in explaining the different organizational
politics and work motivation provided in different organizations. The difference between
salesperson and office employees has been described along with perceptions of politics in
organization. The expectancy theory has been analyzed in the article wherein the objective is to
provide extrinsic and intrinsic motivation to the individuals in the workplace. The methodology
that has been used in the article is based on providing different questionnaires to the employees
in different organizations. The motivational approach has been analyzed in different approaches
they are aware of and they use in the respective organizations as well. The survey was conducted
in such a manner that helped in understanding the performance of the employees. Furthermore, a
separate survey was conducted for the salesperson and the relationship was analyzed in such a
manner that this helped in understanding the negative along with positive comments in the

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motivational approach. The three hypotheses have been conducted and the responses have been
analyzed from the different employees and salesperson. The impact of the hypotheses is done as
this helps in analyzing the effect of motivation on the different employees. Lastly, the
inconsistency in the motivational approach has been described in the article that included the
performance of both employees and sales person.
10. Barrick, M.R., Thurgood, G.R., Smith, T.A. and Courtright, S.H., 2015. Collective
organizational engagement: Linking motivational antecedents, strategic implementation, and
firm performance. Academy of Management Journal, 58(1), pp.111-135.
The article talks about the comprehensive organizational commitment that is required in
different companies for making employees perform better. The proper linkage between the
different antecedents of motivation along with strategic implementation has been done. The
evaluation of different practices related to organizational commitments is described in an
effective manner. The different analysis that is related to enhancing the objectives of the
organization has been analyzed in such a manner that this will help in motivating the employees
in the organization. The different perceptions has been analyzed in the article with the objective
of understanding antecedents of motivation required for enhancing effects of organizational
engagement. Furthermore, there has been analysis of different theories of motivation has been
described in such a manner that has provided evidence that collective organizational engagement
for improving the performance. According to Barrick (2015), the strategic implementation has
been analyzed in such a manner that this helped us in understanding the different strategy of
different firms in an effective manner. The resource management model has been explained in
the article that helps in maximizing the implementing and monitoring the progress. Lastly, the

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value of top management has been explained in such a manner that helps in evaluating the
grounded notion that has been explained.

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References
Barrick, M.R., Thurgood, G.R., Smith, T.A. and Courtright, S.H., 2015. Collective
organizational engagement: Linking motivational antecedents, strategic implementation, and
firm performance. Academy of Management Journal, 58(1), pp.111-135.
Boukas, N., 2014. Segmenting youth tourists to cultural heritage destinations: motivational
determinants and experiential characteristics. International Journal of Leisure and Tourism
Marketing, 4(1), pp.63-89.
Datta, Y., 2014. Maslow’s hierarchy of basic needs: An ecological view. Oxford Journal: An
International Journal of Business & Economics, 8(1).
Hur, Y., 2017. Testing Herzberg’s Two-Factor Theory of Motivation in the Public Sector: Is it
Applicable to Public Managers?. Public Organization Review, pp.1-15.
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, 27(1-4), p.84.
Mikkelsen, M.F., Jacobsen, C.B. and Andersen, L.B., 2017. Managing employee motivation:
Exploring the connections between managers’ enforcement actions, employee perceptions, and
employee intrinsic motivation. International Public Management Journal, 20(2), pp.183-205.
Olafsen, A.H., Halvari, H., Forest, J. and Deci, E.L., 2015. Show them the money? The role of
pay, managerial need support, and justice in a self‐determination theory model of intrinsic work
motivation. Scandinavian journal of psychology, 56(4), pp.447-457.

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Porter, T.H., Riesenmy, K.D. and Fields, D., 2016. Work environment and employee motivation
to lead: Moderating effects of personal characteristics. American Journal of Business, 31(2),
pp.66-84.
Purvis, R.L., Zagenczyk, T.J. and McCray, G.E., 2015. What's in it for me? Using expectancy
theory and climate to explain stakeholder participation, its direction and intensity. International
Journal of Project Management, 33(1), pp.3-14.
Yen, W.W., 2015. Relationships among perceptions of organizational politics (POPs), work
motivation and salesperson performance. Journal of Management & Organization, 21(2), pp.203-
216.