Organization Behavior: Motivation and Leadership

Discuss about the Organization Behavior for Motivation and Leadership.

Employee Engagement Theory

Employee engagement is a strategic management approach used by the organization in achieving the set goals and objectives, the main focus of the theory is to determine how an organization may achieve its strategic goals by creating a substantial human resource management environment where employee and management make a comprehensive decision concerning the operations of an organization (Gruman & A, 2014). Therefore, employee engagement theory is a fundamental aspect which determines the organization behavior in an institution, the theory explains the commitment and employee behavior towards their jobs, it also embraces the factors related to the job satisfaction of employees and the management (Miner, 2015). While explaining the relationship of employee engagement and organization behavior, observing the essential element of employee engagement should also be substantially considered.

Motivational Elements that Existed in the Old Organisational Environment

Recognition

Recognizing employee efforts is a fundamental element which defines how the employee behave in an organization, it is one of the crucial element of employee engagement theory. It is described to be the effort by the managers to recognize the employee who is commitment and behave according to the organization core values (Robbins and Judge, 2012). However, recognition non-financial motivational approach which necessary in developing a committed working staff in an organization, the approach should be well embraced in order to develop a considerable organization culture in relation to the organization employee behavior (Gruman & A, 2014).

XYZ company management is seen to encourage employee to work and provide exceptional consultancy services, recognizing the employee contributing. The company management ensure that employee were recognize despite what they could be seen to be little to the company. The achievement of the XYZ strategic goals were based on the Tim’s productive interaction with staff members in the organization particularly during meeting. 

Rewards

Barrick and MK Mount 2013, stated that employee behaves negatively in an organization, this is a result of the management and the leadership of an organization failing to reward employee base on their effort in achieving the organizational goal, manager may fail to consider employees as the main stakeholders who play a key role accomplishing the set goals and objectives (Barrick, 2013).

Tim played crucial role in ensuring that employees are well motivated and encourage to provide better services to the clients. Rewarding of staff is vital element of encouraging employee to improve their service provision, Tim respected the commitment of employees to the company operation. However, performance appraisal was his main tool of motivating employees in the company he provided bonuses to best performing staff members (DuBrin, 2013).

Meeting Participation

XYZ Company under the leadership of Tim is comprehended to be having essential motivational measure which were installed to the company in order to encourage employees perform their work with determination. The case study unveil the involvement of employee in Friday morning meeting which were held at the manger office (Greenberg, 2003).

XYZ organizational behaviour acted as the centre of achieving strategic goals and objectives.  Issues relating to the consultancy services were discuss with employee where each individual in the meeting contribute ideas which were used in decision making process. The excellent performance of the company is determined by how much the company value employee’s ideas during decision making process (Gruman & A, 2014).

Staff Consultation

Organizational behavior is a fundamental strategic tool of management whose component is motivating employee while they perform their job functions. Tim has embrace an open management structure where subordinates were consulted before any decision is made regarding the company operation, before any decisions were to be made staff were to be consulted and they were given an opportunity to contribute towards the same decisions (Glinow & McShane, 2015). 

Motivational Element Removed During Fiona’s Leadership.

Removal of Open Management Style

Open management structure was one of the key element which were used by Tim to encourage staff members to work towards achieving the organizational goals and objectives. Demolishing of open management structure was the first action Fiona took as a result of competitive market environment (Blader, 2013). She created three departments which she used as the watch dog to the operation of the employees in the company, unlike Tim leadership where employee were interacting with him directly. During Fiona’s tenure employee were to seek for appointment in order to meet with her regarding their activities in the organization.

Staff Consultation

According to the case study Fiona leadership steered towards removal of various motivational structures which were used by used by Tim while he was the managing director of the company. The study unveils that new grading system was introduced to the company without consulting staff, and this was seen to force staff to resist change management in the company, thus limiting company activities to its clients (Pinder, 2014).

Justice and Equity Theory of Motivation

John Stacey Adams in 1993 introduce the theory of fairness and equity which mostly was reflected to influence the activities undertaken by organizations. The equity theory is a prime theory which acts as the pillar while evaluating the employee and management behavior in an organization (Armstrong, 2014). It is a motivational theory which basis it essence in motivating individuals fairly based on their inequities in both output and input ratio, it focuses on allowing the employees to work perfectly in order to perceived equity amongst themselves and other working groups in an organization (Pinder, 2014). 

Analysis Training Consultants’ Behaviours

The case study discloses that justice and equity motivational theory essential while determining service provided by the consultants. Motivation of employee should be just and it should base on the expectation from the management.

XYZ Consultancy Company provided an exceptional training structure and behavior to its members by embracing the management expectation, this allowed the member to provide services with clear guidelines on how better the consultancy servicers were to be provided.

Motivation was the centre of the company performance, according to the case study staff members were motivated based on their performance to the company.  Tim utilize the appraisal system to embrace justice and equity theory where staff who perform better were recognize and were rewarded with bonuses (Barrick, 2013). As result of using equity theory some of the member also fighting for equity with their work-mate forcing them to put more effort while they provide services on behalf of the company.

During Fiona’s tenure, new organizational and training behavior was introduced, the grading system was to increase the staff performance as they strive towards achieving the organizational strategic goals and objectives (Armstrong, 2014). The operation of the company during her period was basing on the hierarchy of training, where there was senior training consultant, training consultant and junior training consultant.

Conclusion

Organization behavior is an essential factor which controls the process of achieving the organization goals. The relationship between motivation and organization behavior is determined by the employees who are the main stakeholders in the organization (Armstrong, 2014).  Motivation theories embrace the behavior of both the employee and the management in an organization, motivation comprises the process of recognizing individual efforts towards improving the organization goal and objectives, and this is by influence their performance by giving rewards and using other related motivation approaches (Miner, 2015). Using equity motivation theory will encourage employees to change their behavior as they will be perceived to equity in their operations. 

References

Armstrong, M. a. T., 2014. Armstrong's handbook of human resource management practice. s.l.:Kogan Page Publishers.

Barrick, M., 2013. The theory of purposeful work behavior: The role of personality, higher-order goals, and job characteristics.. s.l.:Academy of Management Review.

Blader, T. T., 2013. How Can Theories of Organizational justice Explain the Efl’ects of Fairness?. Handbook of organizational justice. s.l.:s.n.

DuBrin, A., 2013. Fundamentals of organizational behavior: An applied perspective.. s.l.:Elsevier.

Glinow, V. & M., 2015. Organizational Behavior. s.l.:s.n.

Greenberg, a. B., 2003. Behavior in organizations: Understanding and managing the human side of work.. s.l.:Pearson College Division..

Gruman, J. & A, S., 2014. What do we really know about employee engagement?. Human Resource Development Quarterly. s.l.:s.n.

Miner, J., 2015. Organizational behavior 1: Essential theories of motivation and leadership. s.l.:Routledge.

Pinder, C., 2014. Work motivation in organizational behavior. s.l.:Psychology Press.

Robbins and Judge, T., 2012. Essentials of organizational behavior. Boston: Pearson.