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Conceptual and Practical Q/A of Organizational Behaviour
Typology: Assignments
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1. What are the three key elements of motivation?
A.The three key elements of motivation are (i)intensity i-e the quantity of effort, (ii)direction i-e the quality of effort, (iii)persistence i-e the maintainance of effort, towards achieving favorable outcomes.
2. What are some early theories of motivation? How applicable are they today? A. (i)Hierarchy of Needs Theory: It consists of five needs i-e physiological, safety (lower-order needs), social, esteem, and self-actualization (higher-order needs). The managers understand the level of hierarchy that employee is currently on and focus on satisfying needs at or above that level. (ii)Theory X and Theory Y: It consists of two work behaviors i-e negative means disliking work, labeled theory X, positive means liking work, labeled theory Y. The managers direct theory X employees and involve theory Y employees in decision making, provide challenging jobs and good group relations to satisfy higher-needs. (iii)Two-Factor Theory: It has two views of satisfaction and dissatisfaction i-e traditional and Herzberg. Traditional is simple while Herberg’s view has two factors i-e hygiene factors and motivators and an addition of no to satisfaction and dissatisfaction. The managers first focus on hygiene factors i-e relationships, conditions, salary, etc to convert dissatisfaction to no dissatisfaction and then motivators i-e achievement, growth, etc to convert no satisfaction to satisfaction. (iv)McClelland’s Theory of Needs: It consists of three needs i-e need for achievement(nAch), need for power(nPow), need for affiliation(nAff). Organizations hire nPow and nAff as managers because they’re influencing while nAch for well performance in risk taking conditions. 3. How do the predictions of self-determination theory apply to intrinsic and extrinsic rewards? A.It applies in a way that employers should provide both intrinsic and extrinsic rewards to their employees. Extrinsic rewards like payoffs, bonuses, cars, etc are meaningful to some employees while not to others. The intrinsic rewards are meaningful to others which are recognition, growth, development, etc. The employer maintains self-concordance i-e consistency of intrinsic and extrinsic reasons with the employee interests and values to achieve organizational goals. 4. What are the implications of employee engagement for management? A.Employee engagement increases productivity, decreases turnover, enhances positive job performance and citizenship behavior. It also has a dark side i-e work-family conflict. Some employees are so deeply engaged in their work that the family responsibilities look meaningless. 5. What are the similarities and differences between goal-setting theory and management by objectives? A.The similirities include goal specificity, proposed time period to ahieve objectives, and performance feedback. The only difference is the participative decision making in MBO, whereas manager’s assigned goals to employees are practiced in goal-setting theory. 6. What are the similarities and differences between reinforcement theory and goal-setting theory?
