Organizational Behaviour: Motivation Theories at Richer Sounds

This report delves into the realm of organizational behaviour, specifically focusing on motivation theories and their practical application. It begins by outlining two primary approaches to the study of motivation: content theories, which emphasize individual needs, and process theories, which concentrate on the behavioral aspects of motivation. The report then examines several key motivational theories, including Maslow's Hierarchy of Needs, Alderfer's ERG theory, Vroom's Expectancy theory, and Contingency leadership theory, providing an evaluation of each within the context of Richer Sounds. The analysis highlights how these theories can be applied to understand and enhance employee motivation and organizational success, referencing specific examples from the business. The report concludes with a list of cited references supporting the analysis.

Organizational Behaviour
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Contents
Contents...........................................................................................................................................2
Two main approaches to the study of motivation:.................................................................3
Evaluation of each motivational theory in the context of Richer Sounds:.............................3
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Two main approaches to the study of motivation:
The primary distinction between theories: content and process in motivation concept is that
the content theory takes into account individual about individual needs, whereas behavior
is focus point in process theory. Two-Factors Theory of Herzberg: Frederick Herzberg
recognizes motivation being divide into two main classifications of behaviour. Motivation
process theory is concerned with how an individual is motivated. Content motivation theories
concentrate about what motivates most an individual (Elswah and Howard, 2020).
Evaluation of each motivational theory in the context of Richer Sounds:
Maslow’s Hierarchy of Needs: There're five crucial human needs that are fundamental needs,
protection/safety needs, belongingness and affection need, esteem and self-actualization need,
according to Maslow. These all need to develop phase by phase in an average individual and the
same in sense of employee personnel as well. In Richer Sounds business, company managers
may have concentrated on such employee needs that contributed towards success of
personnel and organization.
Alderfer’s ERG theory of motivation: According to this concept, there are 3 groups of
individuals needing existence (E), relations (R), as well as growth (G). That element is too vital
and significant to inspire employees. The Richer sounds business is only effective due to
intensely motivated employees with regard to aforementioned case study. Here, employees are
inspired/motivated since their managers concentrated first on company's life rather than its
market significance and, lastly, by providing sufficient growth capital. As such requirement of
business's employee personnel fulfilled than immediately they operated with full of productivity
and the effectiveness (Pan, Chen, Hao and Bi, 2018).
Vroom’s Expectancy theory: Assumption theory of the Vroom implies that action emerges
from intentional choices among options aimed at maximizing satisfaction and minimizing
distress. Vroom found that worker's success depends on individual factors like character,
abilities, intellectual ability, knowledge and abilities. In attempt to inspire employee
for working with maximum effectiveness, all such elements serve a crucial role. Such theory
could have been incorporated in the background of above Richer Sounds firm by concentrating
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on certain variables that are critical for business's success. They focused on employees' personal
skills that contributed to greater long-term success.
Contingency leadership theory: Under such a theory, various types of leadership methods are
included and one of them is situational leadership framework of the Hersey and Blanchard.
Contingency Theory in Leadership is very special concept that notes that leader's effectiveness not
only depends on his skills. There are several other variables related to work climate, business
culture and staff that influence the performance of manager in leadership process. This whole
model suggests that no one form of leadership is stronger than other one. This model advocates
that managers should adapt their interests and abilities towards those they lead, instead of
depending on working situations. It has been used by managers and leaders in case of the above-
mentioned Richer Sounds enterprise to direct team members more efficiently. They modified
their way of leading according to nature of trainees and this resulting in greater progression of
the organization to become global electronics equipment retailer.
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REFERENCES
Books and Journals:
Elswah, M. and Howard, P.N., 2020. “Anything that Causes Chaos”: The Organizational
Behavior of Russia Today (RT). Journal of Communication, 70(5), pp.623-645.
Pan, X., Chen, M., Hao, Z. and Bi, W., 2018. The effects of organizational justice on positive
organizational behavior: Evidence from a large-sample survey and a situational
experiment. Frontiers in psychology, 8, p.2315.
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