Organizational Behaviour Report: Theories of Employee Motivation

This report provides an analysis of organizational behaviour, specifically focusing on expectancy theory and job satisfaction theory. The introduction highlights the importance of organizational behaviour in understanding human actions within organizations and its impact on job performance, innovation, and leadership. The report is divided into three parts, with the first discussing expectancy theory, which emphasizes the role of motivation and individual expectations in influencing employee behavior. The second part explores job satisfaction theory, examining factors that influence employee satisfaction and its connection to motivation. The report then compares and contrasts these two theories, highlighting their interconnectedness and how they both contribute to enhancing employee performance and organizational success. The conclusion summarizes the key findings, emphasizing the value of organizational behaviour theories in managing employee performance and achieving organizational goals. The report also includes references to support the analysis.

Organizational Behavior

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Introduction
Organisational Behaviour is the study of human behaviour in organisational settings.
This theory states the actions of people within the groups or in the organisation. The
principles of applied organisational behaviour help to analyse the behaviour of employees
and helps to operate the business effectively. The organisational behaviour includes the areas
which help to improve job performance, promoting innovation, increasing job satisfaction
and encouraging leadership. It is observed that the analysis of organisational behaviour is
necessary for the organisation as it helps to analyse human behaviour. Organisational
behaviour theory is classified in the various theories such as motivation theory, teamwork
theory, job satisfaction theory and expectancy theory (Bakotić, 2016). In this report, the
discussion is made on the topic of organisational behaviour and their theories related to
personality from individual behaviour concept and self-determination theory. Expectancy
theory and Job satisfaction theory is founded more appropriate in terms of analysis of
organisational behaviour theory.
This paper is classified in the three parts based on organisational behaviour. In the
first part of the paper, expectancy theory or organisational behaviour will be discussed. Job
satisfaction theory will be discussed in the second part of the paper. In the last part of this
paper, the connection will be discussed of these two theories while it applies in the
organisation.
Expectancy Theory
Expectancy theory is applied on individual behaviour in order to motivate specific
behaviour of others. It has been seen that the behaviour of a people is essential to evaluate for
the effective outcome. This theory states that the behaviour of an individual depends on the

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motivation and employee motivation is considered as the outcome of an individual wants
(Alvinius, Johansson, & Larsson, 2017).
Motivation is essential for employees in order to perform well in their performances.
It is a fact that motivated employees perform better as compare to normal employees. The
belief will lead to expected performance is called expectancy. The terms expectancy states
the statement of faith which means better efforts is the result of better performance of an
individual. The behaviour of a human influenced by various factors such as possession of
appropriate skills or for performing the job, availability of right resources, availability of
crucial information and getting the required support for completing the job. There are various
advantages of the expectancy theory because it helps to improve the performance of an
individual which is essential for the success of an organisation (Ruck, Welch, & Menara,
2017). This theory is based on the self-interest of an individual who wants to achieve
maximum satisfaction and minimise dissatisfaction. Everyone has the capability to achieve
success but it is the personal choice of an individual to put their efforts to perform their
responsibility in an effective manner. The other advantage of the theory is a performance
reward relationship. The leader of the organisation motivates the employees for putting their
efforts (Chumg, Seaton, Cooke, & Ding, 2016). The employee's believes on the hard work it
means putting the efforts getting the rewards from the organisation. Performance appraisal is
the reward of an organisation which is given by the organisation to employees on the basis of
their performance. The main focus of this theory is on rewards or pays off in order to
motivate the employees for their work and putting the efforts. The theory focuses on
psychological extravagance that is also considered as the pron of this theory where the aim of
an individual can be gain by performing high pleasure and least pain. The theory is all about
the expectation and perception of an employee towards the real and actual performance. The
employees have their own decision to perform or not to perform their responsibility in the

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organisation. This decision totally relies on the behaviours of an individual. Employee’s
motivation and putting the efforts to perform the performance in order to reach the expected
performance is known as the expectancy theory (Chopra, 2019).
It has been seen that everything has two aspects such as positive and negative. This
theory is also having negative aspects and limitation with the positive aspects of the
employees. However, the theory is appropriate but it is observed that this theory is applied in
the limited areas as they have the limitations. The first disadvantage of this theory is idealistic
because it quite a few individuals perceive a high degree correlation between performance
and rewards. It arises the conflict among the people because few people get rewards on their
performance basis but others are not due to some issues and problems. It is essential for the
employees to get the motivation by receiving positive feedback from the leader. The other
cons of this theory are that the rewards are not directly received by the good performance in
some organisations. In some organisation, rewards are provided to employees on the basis of
parameters such as position, efforts, responsibility, education and many others. It is a
negative aspect for those employees who put their efforts to perform well in the organisation
(Barbaranelli, Paciello, Biagioli, Fida, & Tramontano, 2019).
Job-satisfaction Theory
Job-satisfaction theory helps to analyse the factors that influence the employees. It
satisfies the employees by providing different facilities as per their needs and desires. Job
satisfaction theory helps to attain success in the future. It is a psychological factor that cannot
be measured in terms of quantity. It is essential that the employee will be satisfied with their
roles and responsibilities which are assigned by the employer. It states a position where the
employees of the organisation get satisfied with all aspects of the job. The quality of work
delivered by the employee will automatically help to achieve the objective (Sanjeev, &

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Surya, 2016). The employee performs his responsibility by putting full efforts towards the
work. It is a fact that the satisfied employee performs well as compare to the other. The job
satisfaction theories have a strong connection with the human motivation theories. There are
four jobs satisfactory theories and these are Job Characteristics Model, Maslow’s Needs
Hierarchy Theory, Herzberg’s Motivator-Hygiene Theory and Dispositional Approach. The
main objective of this theory is to determine the employee’s satisfaction in different
dimensions. Job –satisfaction theories are based on the rewards, appraisals, compensation,
salaries and the healthy environment of the organisation. The chance of employee’s turnover
is increasing due to the dissatisfaction of employees towards their jobs and responsibilities. It
is required to implement the job-satisfaction theory in the organisation to attain success in the
business. The factors and the person that affects the job satisfaction theory such as co-
workers, boss and management style, working environment, salary, workload, sense of
belongings, facilities offered and take care of their likes and dislikes (Flake, Barron,
Hulleman, McCoach, & Welsh, 2015).
The advantage of this theory is that performance performs by an employee is very
good and helps to achieve the objective. The main advantage of this theory is that satisfaction
from the job will automatically help to submit the superior’s effective work. Submitting the
quality of work is a beneficial factor for the organisation as well as the employees. It has been
seen that the organisation who implemented this theory provide rewards to the employees on
the basis of their excellent services. The person who likes his job and satisfied with the job
requirement and facilities are able to attain the objective. They always want to do the work
more and more and perform their responsibilities with all interest and passion. It can be said
that job satisfaction theory encourages the employee to perform the responsibilities (Judge,
Weiss, Kammeyer-Mueller, & Hulin, 2017).

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The main disadvantage of this theory is that the employees never want to leave their
comforts zone. The employee refuses to perform the different work and responsibility as they
do not want to leave their comfort zone. They accept only those tasks that can be done by the
employees on a regular basis. They always refuse to get a new challenge while getting a new
experience. It is also a disadvantage for the organisation because during new challenges the
employees refuse to do due to which the organisation face the challenges. It also suffers from
heavy losses just because of failing in facing challenges (Elsmore, 2017).
Comparison
In the expectancy theory, the employees are expected to perform a certain level of
performance. The employer motivates the employee in order to perform well in their
performances to achieve the success in an organisation. This theory helps to reduce the
challenge which is raises from the job-dissatisfaction. Job-dissatisfied employee always
prefers to resign the job and give up on their responsibilities. The expectancy theory helps to
motivate the employees so that they motivate towards their responsibilities and perform the
services better.
Job satisfaction theory always enhances the willingness of an employee to perform well in
their responsibility. The factors of expectancy theory always support the theory of job
satisfaction such as rewards, motivation and many others. Rewards are the motivation factors
that always enhance the willingness of employees to achieve success in the business. It is
observed that the willingness of employee is enhancing with the rewards system as it is an
appropriate method and sources to motivate the employee. Reward system always helps to
satisfy the employees towards their responsibilities which are assigned by the employees
(Kitchin, 2017).

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It is observed that both the theories are relied on and support each other in terms of
reducing the challenges and attain high success by enhancing employee performance. Both
the theories are linked to each other as it is related to employees of the company.
Conclusion
At the end, it has been concluded that every organisation applied the theories of
organisational behaviour. Each and every theory is somewhat connected to each other which
is a beneficial factor for employees and the organisation as well. In this report, the discussion
is based on the job satisfaction theory and expectancy theory. Both the theory supports each
other in order to achieve success in the organisation. The factors of expectancy theory
enhance the willingness of employees towards the responsibility that indicates job
satisfaction. Job satisfaction theory also motivates the employee to perform well as per the
expected target. It is essential for the organisation to implement the organisational behaviour
theory in order to take care of their employee’s performance. The theory of organisation
behaviour is always beneficial for the employees as well as the organisation.

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References
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organizational commitment at the military strategic level: A grounded theory study.
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Bakotić, D. (2016). Relationship between job satisfaction and organisational performance.
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Barbaranelli, C., Paciello, M., Biagioli, V., Fida, R., & Tramontano, C. (2019). Positivity and
behaviour: the mediating role of self-efficacy in organisational and educational
settings. Journal of Happiness Studies, 20(3), 707-727.
Chopra, K. (2019). Indian shopper motivation to use artificial intelligence: Generating
Vroom’s expectancy theory of motivation using a grounded theory approach.
International Journal of Retail & Distribution Management.
Chumg, H. F., Seaton, J., Cooke, L., & Ding, W. Y. (2016). Factors affecting employees'
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well-being and organisational behaviour. Computers in Human Behavior, 64, 432-
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Elsmore, P. (2017). Organisational Culture: Organisational Change?: Organisational
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Flake, J. K., Barron, K. E., Hulleman, C., McCoach, B. D., & Welsh, M. E. (2015).
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Educational Psychology, 41, 232-244.

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Judge, T. A., Weiss, H. M., Kammeyer-Mueller, J. D., & Hulin, C. L. (2017). Job attitudes,
job satisfaction, and job affect: A century of continuity and of change. Journal of
Applied Psychology, 102(3), 356.
Kitchin, D. (2017). An introduction to organisational behaviour for managers and engineers:
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Ruck, K., Welch, M., & Menara, B. (2017). Employee voice: an antecedent to organisational
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Sanjeev, M. A., & Surya, A. V. (2016). Two factor theory of motivation and satisfaction: an
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