Organizational Behavior Essay

Confucius once said, “Find a job you like, and you will never really work a day in your life.”
However, every job even your dream job should be hard work. Yes, it is easier when you do something your love, but still team work presupposes work with other people, clients, colleagues, and your boss.
What kind of job do you dream about? You probably would love to work in some exotic place, where you could earn nice salary, drink alcohol or take day off whenever you wish. You may think that all people dream of it.
And the truth is not all people dream about all that stuff and some of them are quite happy to do usual tasks like proofreading and formatting. Yes, it is possible that all these people have a lack of imagination or simply are afraid of fighting with the destiny and doing something extraordinary. But sometimes everything depends not on the exotic place of work or the ocean of alcohol. People mostly work in teams, cooperate with each other and it is vital to find employers and managers who really know how to support their teams.
The effective employee motivation has always been on of the most significant management’s duties. As shown in the opening case of the book “Organizational Behavior: Key Concepts, Skills, and Best Practices”, all the managers should not try to motivate employees with only one large general approach. Managers need to pay attention to the traits of character of every employee and the effective employee motivation should be based on these individual differences. Employee motivation is a very hard work and satisfaction and quality of work will depend on it. Managers should persuade every worker that he or she is doing a very important job. Also it is imperative to help employees to develop their skills and knowledge.
Motivation is the key to performance advance.
The old saying states: you may get a horse to the river but you can never force it to drink. The same goes to people. People must be motivated to do something either by themselves or through external stimulus. People are rarely born with the self-motivation. That is why various theories of motivation help managers to motivate the stuff.
According to Kinicki and Kreitner, it is significant to trust and to empower employees to better serve the clients.
Motivating and empowering company’s stuff isn’t simple, because it presupposes that an organization and management to be committed to permanent employee development. It means that creating an environment of trust and helping stuff are the key factors while learning from successes and evaluating the mistakes.
Sharing information with workers is significant because it helps to build trust and gives employees information that will let them make the best decisions in serious situations.
Goals and objectives should be quite clear. This will help to create the construction necessary to guide workers to make decisions to keep clients pleased.
That it’s all right to make mistakes. If managers let employees to make decisions, then executives need to let them make mistakes and learn from those mistakes.
Environment where successes and failures are accepted without punishment is very helpful for successful employee motivation. Workers have to know that even if they made mistakes they learnt valuable lessons for themselves and for the company.
Working to create a motivating environment takes training, time, practice, and the ability to treat mistakes as a significant part of the learning process. Though, it is worth trying in a long run!
As you may see, dream jobs can be different and sometimes it is vital not to drink alcohol on the job but to find a nice management team.
And what if you are dreaming to become not a simple employee but CEO? Than, probably you should know that you are expected to have a really nice salary.
Well-known expectancy theory presupposes that people should be tied to their performance. The expectancy theory claims that employee motivation is higher when he or she is rewarded with rewards he or she values.
The chapter opening case of the book “Organizational Behavior: Key Concepts, Skills, and Best Practices”, demonstrates that practically all CEOs get huge salaries even they are not capable to lead their companies and organizations to profitability and success. No matter what the profits of the company are, corporate boards can find a way to pay CEOs whatever they want.
Expectancy theory is about choice. It explains the processes that a person undergoes to take options.
This theory was created by Victor Vroom in 1964. The theory asserts that the strength of a tendency to execute in a certain manner is reliant on the strength of an expectation that execution will be followed by a definite outcome.
The expectancy theory focuses on the following 3 relationships: rewards-personal aims relationship, effort-performance relationship and of course, performance-reward relationship.
Vroom thought that only employees decide whether to execute or not at the job. This decision relied only on the workers’ motivation level which is reliant on 3 factors of valence, expectancy and instrumentality.
The expectancy theory has some benefits:
It is based on hedonist wishing to get maximum satisfaction and to minimize dissatisfaction.
Theory lays stress on the anticipation and perception.
It lays emphasis on rewards or pay-offs.
It focuses on psychological excessiveness where the last aim of individual is to get the greatest pleasure.
The expectancy theory has some limitations as well. The theory seems to be unrealistic because not many people recognize high degree association between work and rewards. The usage of the theory is restricted as reward is not always directly connected with performance in many firms. It may be related to various parameters such as responsibility, position, education.
Using the expectancy theory managers may correlate the favored outcomes to the desirable performance levels; ensure that the workers may achieve the anticipated performance levels; overachievers must be rewarded for the work; the reward system need to be fair; companies have to evolve dynamic, attractive and interesting jobs; the motivation level should be assessed with the help of different techniques such as personal interviews and so on.
Expectancy theory asserts that workers are motivated to behave in way to generate desired combination of anticipated outcomes. Perception is the key in the expectancy theory because it emphasizes ability to predict possible consequences of behavior. The expectancy theory is based on principle of hedonism. Hedonistic people do everything possible to maximize pleasure and reduce pain. So, expectancy theory may be used to predict behavior in any situation in which choice between two options must be made.
In conclusion, understanding the process underlying this theory may help managers to develop the successful organizations motivation.