Organizational Behaviour Essay: Theories of Human Behavior Analysis

This essay delves into the multifaceted realm of organizational behaviour, examining key theories and concepts that shape human interactions within a workplace setting. It explores the significance of motivation, interpersonal communication, group dynamics, and the development of attitudes and perceptions. The paper analyzes various theories, including those related to intelligence, personality, and motivation, such as Expectancy Theory and Herzberg's Two-Factor Theory. It also discusses the impact of attitudes and behaviour, learning processes, and the role of leadership in fostering a productive work environment. The essay emphasizes the importance of understanding these theories for effective management and the overall success of an organization, highlighting the interplay of individual traits, group dynamics, and organizational structures.

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

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The essay discusses the various theories and concepts associated with human
behaviour in organization. The concepts of organizational behaviour revolve round the
employees of any organization and the managers are directly provided with the benefits by
utilizing these theories in their organization. Proper study of organizational behaviour guides
the managers or leaders to judge, feel, plan and make decisions according to their
organizational settings. For the Managers as well as the employees this knowledge will help
to predict, control and lead all the organizational events. This paper compares and contrasts
various components which include core topics like importance of motivation, interpersonal
communication among the employees and their superiors, group structure, their processes,
attitude and perception development, change processes, work design, learning and work
stress (Shapiro et al., 2016). This paper analyses theories of organizational behaviour from
different perspectives.
The theories of Intelligence analyse the person’s ability to develop knowledge that
need to be applied to certain tasks. In most of the cases, the knowledge is confused with
intelligence but intelligence is ability to acquire knowledge and skills as well as remembering
suitable information to do similar kind of job. According to the theorists, emotion is more
important than rational intelligence or technical skills. In contrast to this, the Emotional
Intelligence Theory aims to discuss the individual’s ability to identify, understand, integrate
and reflectively manage own and other’s feelings. There are two traits of emotional
intelligence are positivists and Constructivist (Terera & Ngirande, 2014). The managers in
organizations need to understand their employees and know the best method to motivate
them. As opposed by Vaiman, Haslberger and Vance (2015), One General Intelligence
Theory is known a structural model in which the theorists believe that all intelligence
originates from one general factor. In this theory the individuals measure every aspect of life
from a particular perspective. It is a high affirmative correlation between the cognitive

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abilities and intelligence that reflect in learning any process and apply them in the
organizational skills. On the other hand Cyrenne (2018) opines that Theories of Multiple
Intelligences completely contrast one general intelligence theory . Another set of theorists
like Gardner and Sternberg opposes this previous one. According to them, there are almost
seven factors that affect the intelligence which help the employees in an organization to
increase analytical, creative and practical intelligence. More the employees possess
intelligence more that contribute in growth of their organizations.
The employees of the organizations have mixture of different personalities,
characteristics, beliefs as well as qualities based on which they contribute in the organizations
which give rises to the Theories of Personality (Tillman, 2013). In the Personality Types A
and B the theorists pursue that there are two extreme personality trait or behaviour syndromes
that allow to judge different stress levels that control the people’s personalities. Type A
personalities are found to be competitive, enduring of more work pressure, and attached to
their tasks. These people work long hours and accomplish larger amount of tasks within tight
deadline (Cyrenne, 2018). Type B are just opposite to type A. these people are more relaxed
with their tasks and confident with completing any difficult tasks within deadline. They do
not rush and cope with stress well therefore turn decisions around. Unlike type A they are
less strive for perfection.
The theorists like Vaiman, Haslberger and Vance (2015) argues that the personality
has great importance in Predicting Job Performance. The leaders or manager of any
organization can predict the actions of their employees based on their personality traits. They
find abilities like conscientiousness, emotional stability, extraversion and agreeableness in
their inferiors so that it become easily to run the organizations. Beside these, 16 Personality
Factors of Catell reveal that there are some contradictory personal factors which drive the
personality of people greatly. Eysenk’s Dimensions of Personality discusses two dimensions

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such as extroverts and introverts. The extroverts are active, sociable, expressive and outward.
The introverts on the other hand are reserved, quiet and passive. The leaders of the
organizations realise and control or motivate the employees according to their personalities.
The theories of Motivation capture the importance of motivation in an organization
where the managers influence the employees based on their intensity, persistence of efforts to
attain a goal (Westphal & Zajac, 2013). Motivation combines various methods to produce
needs, job design and satisfaction. There are numerous theories of motivation which have
been developed in organizational behaviour literature. The Common-sense Theory
differentiates the employees according to their common sense based on which the leaders
motivate them. Theory X identifies people who are not so trust worthy, irrational, lazy whom
the leaders motivate through money and threaten by punishments (Henry et al., 2015).
Without proper control, these people follow their own goals which are contrary to that of the
organization. Theory Y identifies people seeking independence, reliable therefore self-
developed. These employees are more creative and capable of looking beyond the immediate
circumstances. They adapt new components easily and strive for good of their organization.
According to Expectancy Theory of Porter and Lawler, the individual motivation
depends on the prediction of the outcome (Peltokorpi, Allen & Froese, 2015). This theory
focuses on chief three points valence, expectancy and instrumentality. These factors are
closely related to one another. The researchers have identified different almost nine factors
that affect the work motivation. These are Perceived value of rewards, Effort, Expectation of
getting rewarded through performance, Individual abilities or traits, Role observations,
Intrinsic rewards, Extrinsic rewards, Apparent equity of rewards, Work satisfaction.
Fundamental Attribution Error on the other hand focuses on the reasons of some incidents
occurred by people and identifies their next steps based on their personality often overlooking

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the external factors like social and contextual impacts. This is why various problems occur in
the organization such as learning, communication, perception and motivation problems.
There are contextual factors like social, political and technological problems (Gerhards &
Mutz, 2017). In addition to this, there are competition, group formation, stricture and
processing problems within the organization which affect the organizational behaviour
greatly and directly control the operations. In contrast to this the Goal-setting theory
established four chief proposition based on which the employees as well as the leaders set
goals according to the needs of the organizations. It helps to explain the work behaviour,
strive to try to meet all the objectives. The four factors are creating challenging goals,
creating particular goals, participation objectives, predict the consequences of objectives.
Goal setting theory help to enhance the equality of tasks, performance therefore results
According to Gilley et al. (2015) in Herzberg’s Two Factor Theory came up with the
idea that would looks into the factors causing job satisfaction as well as job dissatisfaction.
These factors that usually influence the employees to make a job satisfying are called the
Motivator Factors and the factors that make the job dissatisfying are called Hygiene Factors.
People feel motivated when they gain power, achieve authority and affiliation. These help
them to gain more necessary skills that are needed in an organization. Theories of Attitudes
and Behaviour is one of the most important aspect in the organizational behaviour (Shapiro et
al., 2016). Attitude is a style of thinking and feeling something in a particular state of mind
and behaviour is a way that regulate the actions of an individual. Both these factors vary from
person to person and changes with time and situation. Behaviour Modification theory
discusses the methods through which people change their attitude and behaviour by newly
found knowledge or learnings as well as technical support. These used by the employees to
act in different ways. Scientists like Luthans and Kreitner found out that people’s behaviour

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alters and gets modified through five steps like identification, measurement, establishment,
development and evaluation.
The chief aspect of the Reinforcement theory is that people’s behaviour changes and
repeats when gets reinforcements but continues to be same when reinforcement factor is
absent (Bezrukova et al., 2016). This theory revolves round the positive and negative
reinforcements where the behaviour changes with consequences. The Single and Double
Loop Learning theory focuses on the learning process of the employees in the organization.
In singe loop learning, people use feedback for making continuous adjustments or adaptations
for maintain performance (Asrar-ul-Haq & Kuchinke, 2016). On the contrary the double loop
learning focuses on the challenging and redefining the assumptions so that the performance
can be improved. Despite the fact that the time consumed by the single one is much shorter
that the double one, but the idea is to improve quality where double loop process is more
valued by the organizations. Social Cognitive theory opposes loop learning theory and points
out that people learn from others and then replicate them in their own behaviour. The
employees learn from their superiors and colleagues and gain experience. This method is
usually focussed on the listening and viewing behaviour rather than learning from own
experience.
Therefore, it can be concluded that the people of an organization are the chief
components that must be cared for. These are the employees who are responsible for the
growth of the organizations as well as their deterioration. This is the reason why the
organizational behaviour is so very important to study for the authorities. By utilising these
theories, they motivate their employees to contribute best for the organizations.

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References:
Asrar-ul-Haq, M., & Kuchinke, K. P. (2016). Impact of leadership styles on employees’
attitude towards their leader and performance: Empirical evidence from Pakistani
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Bezrukova, K., Spell, C. S., Caldwell, D., & Burger, J. M. (2016). A multilevel perspective
on faultlines: Differentiating the effects between group-and organizational-level
faultlines. Journal of Applied Psychology, 101(1), 86.
Cyrenne, P. (2018). Salary Inequality, Team Success, League Policies, And The Superstar
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Gerhards, J., & Mutz, M. (2017). Who wins the championship? Market value and team
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Shapiro, D. L., Hom, P., Shen, W., & Agarwal, R. (2016). How do leader departures affect
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