1.0 IntroductionOrganizational behavior theory represents concepts that assist an organization create excellent management practices. These theories in some cases may call for creation of structure in an organization or training employees for various activities. The common types of organizational behavior are classical organizational theory, neoclassical theory and the modern theories (Shajahan 2007). These theories will indeed assist in future in making decision on some issues. As a manager in an organization, the need to motivate employees is important, improve communication in order to meet the objectives and also ensure effective leadership duties.
This will lead to growth of the organization. . 2.0 Issues in Organization 2.1 MotivationMotivation is a basic requirement in the success of any business or organization. Indeed, it is obvious that motivated employees are a boost to the growth of the company (Griffin & Moorhead 2011). With this understanding it is important that as a manager, I need to learn how to motivate the employees in the workplace. The neoclassical theory will assist in the understanding the significant of motivation in the workplace. The theory recognizes the importance of group and individual behavior.
In addition, it emphasizes the need of human relations. Essentially, the theory assists in appreciating the value of each employee in the work place. In the work, place there are some situations that arise and result to the employees being less productive than expected. One of the causes of such scenario is poor motivation of the employees. The neoclassical theory stresses that an individual is a distinct social being whose aspirations are beyond security and few economic. Still, theory asserts that groups within the workplace are also important.
In addition, the theory establishes that participative management permits employees to be part of decision making, and therefore, playing a role in ensuring that there is an increase in production in the workplace. With the above understanding, I will be able to appreciate that every employee has different needs, attitude and emotion. As such, these needs are controlled by an individual. Therefore, I cannot ‘motivate’ the employees. However, I can create an environment that will definitely support and inspire strong motivation on the employees. According to (Cristini 2011) providing the right form of support and inspiration, I will be able to encourage and develop the employee’s desire and will to succeed.
Nevertheless, the employees need to bring something in the equation too: willingness and open minds to work with the employers to make basic changes that will result to improvement of their performance in the workplace. As per the theory on the importance of group work, working together employees and management will create an environment where everyone will feel motivated to offer his or her best effort of any challenge.
Understanding that individuals have other needs apart from security and few economic, there is a need for me to provide powerful intrinsic motivators that will assist the employees to create an attachment with the company. This includes improving working conditions, reduced repetitiveness and supervision, greater discretion and job autonomy. In addition, participative management such as team working, joint meetings with latitude on procedures and tasks affect commitment directly while enforcing an employee intrinsic motivation. As the theory state, individual are beyond few economic, pecuniary rewards crowd out the intrinsic motivation.
Indeed such rewards may harm the attachment of the employees to the company (Army et al. 2008). This may be attributed to the fact that the use of contingent reward for standards work is a means or signal of control of bad work attributed.