MAN204-Organizational Behavior Assessment Assignment Sample

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Introduction Of The Organizational Behaviour Assignment

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Motivation is the most significant part of an organization. It also permits the administration to meet the objectives of a company, without a motivated workplace, organizations could be retained in a risky place. Motivated workers can enhance productivity and permit a company to accomplish developed levels of productivity. Additionally, it plays an important area in the success of the organization as well as its retention rate. A corporation’s manager encourages people to put in their best effort can make the workplace more positive and pleasant for everybody. Knowing how to employ inspiration as a manager may assist one in successfully connecting their staff and accomplishing organizational objectives. Having a “motivational manager” can make workers more satisfied with the work they accomplish and their job role (Indeed, 2022).

A stimulating manager can inspire interest in projects and decrease the rate of employing replacements. Well, every employee is diverse in their requirements, wants, and issues. Despite this, several basic motivators that one can engage as an HR or manager to connect and improve the whole group member’s performances. To get a better understanding of this segment, the following study will discuss several motivational theories and managers’ ways of motivating people to give their best to the company.

Theories of Motivation

Motivation theory mainly defines the understanding of the driving factors which can aid people to motivate them with their work to achieve expected objectives. It’s appropriate to all of the area but particularly significant to commercial and administration (Breathehr, 2022). Motivated people are productive and can assist a company to get revenue in a short period. According to a study pleased and stimulated workers can raise their productivity by about 13%. Several big companies like- Walmart, Amazon, DuPont and Philip Van use innovative motivational theories to stimulate their employees. In the following article two motivational theories are discussed thoroughly.

Hertzberg’s two-factor Theory

Hertzberg separated the necessities into two groups, motivational explanations, and hygienic fundamentals (Thant and Chang, 2021). As a practical example, Amazon utilizes this two factors theory of Herzberg’s. Because of this company emphasizes on the job satisfaction of their employees.

Unhygienic conditions can lower motivation, but altering them usually won't boost teamwork. Only items that promote excellent hygiene can motivate people; further motivating aspects are required:

Herzberg’s two-factor theory
Inspired through Hygiene Factors (Dis-satisfiers) Developing motivator aspects enhances job satisfaction Influenced by motivational aspects (Satisfiers)
Co-worker relations Supervisor eminence Working condition Rules and Regulations Enhancing hygienic elements lowers employee dissatisfaction with their work Personal development Achievements Accountability Recognition Work itself
Herzberg’s two-factor theory
Inspired through Hygiene Factors (Dis-satisfiers) Developing motivator aspects enhances job satisfaction Influenced by motivational aspects (Satisfiers)
Co-worker relations Supervisor eminence Working condition Rules and Regulations Enhancing hygienic elements lowers employee dissatisfaction with their work Personal development Achievements Accountability Recognition Work itself

Figure: Hertzberg’s two-factor Theory

(Source: Thant and Chang, 2021)

McGregor’s Theory X and Theory Y:

McGregor first defined “Theory X” as well as “Theory Y” in his publication “The Human Side of Enterprise”, which corresponds to two organization philosophies: autocratic (Theory X); participatory (Theory Y) (Prottas and Nummelin, 2018).

Theory X:

Managers who are accepting this kind of theory belief that if anyone feels that their employees dislike their duty, and has very little inspiration, and requires to be observed every minute, they are also incapable of being responsible for their task, these employees also neglect their responsibility towards their duties whenever possible (Chukwusa, 2018). In this context, managers can use this authoritarian style of administration. As per, McGregor, this style is very simple and generally includes micromanaging employees' tasks to ensure that the work is being done in an appropriate way.

Theory Y:

Managers who agree to this theory People may manage their activities, take accountability for their effort, and complete it efficiently if they are ready to effort independently, take pleasure in their job, perceive it as responsibility, and desire to accomplish more (Sorensen and Yaeger, 2021). Autonomous, participating management is the technique employed by the managers.

Figure: McGregor’s Theory X and Theory Y:

(Source: Sorensen and Yaeger, 2021)

Intrinsic vs Extrinsic Motivation:

There are multiple segments of the theories of motivation but in basic words these two factors are the ultimate one.

Intrinsic motivation:

In psychological aspect intrinsic motivation differentiates among “internal and external” recompenses. Intrinsic motivation comes when one act without any particular external rewards. Intrinsic motivation, involved in natural exploration and interest, is a critical perception in “developmental psychology” (Fishbach and Woolley, 2022). It has gained more attention by developmental roboticists in recent decades due to its being claimed to serve as a key mechanism for human open-ended intellectual growth.

When someoneis intrinsically motivated their behaviour is stimulated by their “internal desire”to work on something for example- is someone’s joy of a task or their wish to learn a skill just because they are willing to learn. According to the research study, praise can aid to enhance intrinsic motivation. Positive feedback from the managers like- “sincere”, and “promotes autonomy”. And convey attainable standards” helps to promote this type of motivation. On the other hand, external rewards may decrease intrinsic motivation if any willy-nilly got that. If any employee gets too many compliments about their minimal tasks their motivation of intrinsic can decrease.

Being a manger of an organization it’s important to be intentional and particular with the praises and feedbacks (Fong et al., 2019). Particular or specific reviews helps one to understand their standards. So the managers should control themselves at the time of giving praises.

Extrinsic motivation:

Extrinsic motivation is characterized as an incentive to perform a task to achieve an external objective, achieve a contest, gain acclaim and praise, or get a prize or cash. “Extrinsic motivation” can always be employed to achieve a goal when individuals aren't intrinsically interested to do the task. Additionally, verbal applause and correction, recompenses including praise, incentives, rewards, trophies, as well as medals can inspire workers to improve new skills or offer solid comments. But the managers of a company should be cautious while using external rewards (Ryan and Deci, 2020).

Research has shown that, due to the over justification effect, providing several incentives for actions that individuals are now intrinsically driven to take might lower those individuals' intrinsic motivation. In these situations, providing rewards for behaviours that someone already values might turn a personally pleasurable activity feel like a duty, which may undermine their desire to continue doing it (Mitchell, Schuster, and Jin, 2020). Being a people manager using extrinsic rewards sparingly to stimulate the team members to take on fresh tasks to attain lofty aims.

At first look, intrinsic motivation might be preferable to extrinsic motivation. But that’s not the whole truth, if anyone has a job and got to accomplish a task then people can get extrinsically stimulated, through the praises of the managers. Therefore both of the motivations are good but the managers need to comprehend why the employees are motivated to do their tasks, and how to encourage two of these motivations.

Factors that utilizes by managers to motivate employees

Since they are required for an organization to succeed, employees are important. The company, on the other hand, frequently disregards workers because it only wants the greatest and hardest-working effort from them. However, the company occasionally fails to recognize that these workers are people who need prizes and appreciation to stay motivated, resulting in them frequently ending up quitting their jobs. As a result, a manager has the power to make changes to sustain the fulfilment and pleasure of their workforce.

Good Communication

As a manager, one should understand that employees are the most important part of a company as well as they aren’t disposable. One can't just keep their distance from their employees. Instead, they must be in constant contact with them as well as, and more crucially, being honest and open with the employees can be beneficial towards their productivity. If they understand one thing that they can do for their managers in any kind of issues or problems then it can aid them to accomplish their task in minimum time (Rahmat, Razali, and Awang, 2019).

They also should know that their managers are praising them and giving them positive rewards as well as also care about their issues. Those reasons for their issues can stimulate their productivity, therefor managers should make sure that they openly talk about all kinds of difficulties and support their staff. For example, big MNCs like Amazon use their effective communication power to strengthen their relationships with workers. This generates a positive environment in the workplace and enhances both the inspiration and productivity of the staff.

Offering Purposes

Finding a life goal is much harder than selecting a career-related one. Giving your employees a goal will help you as a manager motivate them and boost their output. Employees will be more inclined to carry out their responsibilities and make everyone happy if they have a strong understanding of the company’s values. Additionally, the mission helps people fit into the wider picture; once they do, their objectives and the accomplishments of the organisation would be the same, and they will exert more effort.

Focuses on the balance between work and personal life

Everybody struggles to strike the ideal balance between a career and their private life which is true. Therefore, as a manager, one can assist their staff in leading fulfilling lives both at the office and at home. Manager, they should make sure to give them their time because managers are the one who knows what's best and everybody requires a break from period to period to rest and spend with their loved ones (Talukder,2019). In addition to the standard vacation days, managers can occasionally give those extra time depending on how well they perform.

Engaging them into Verdict Making:

It shouldn't come as a surprise that company employees' ideas can be beneficial as they are already a part of the company (Harrison et al., 2020). They operate on the company's goods and facilities, thus they undoubtedly have a special viewpoint regarding how to make improvements and changes. Therefore, involving them in decision-making can be beneficial.


“Motivation” is a psychological trait that pushes everyone to perform at their highest potential while remaining optimistic and pleasant. A manager must encourage and inspire each team member to go well beyond the call of duty for the organization. In this study, some theories and factors have been critically analyzed to comprehend how these managers can motivate their employees for the betterment of the company and their productivity.


Breathehr, 2022. Motivation theories: the basics [Online] Available at: . [Accessed on 29th October, 2022].

Chukwusa, J., 2018. Autocratic leadership style: Obstacle to success in academic libraries. Library Philosophy and Practice, p.1.

Fishbach, A. and Woolley, K., 2022. The structure of intrinsic motivation. Annual Review of Organizational Psychology and Organizational Behavior, 9, pp.339-363.

Fong, C.J., Patall, E.A., Vasquez, A.C. and Stautberg, S., 2019. A meta-analysis of negative feedback on intrinsic motivation. Educational Psychology Review, 31(1), pp.121-162.

Harrison, R., Walton, M., Chitkara, U., Manias, E., Chauhan, A., Latanik, M. and Leone, D., 2020. Beyond translation: engaging with culturally and linguistically diverse consumers. Health Expectations, 23(1), pp.159-168.

Indeed, 2022. What is motivation in management? [Online] Available at:,stay%20at%20the%20company%20longer. [Accessed on 29th October, 2022].

Mitchell, R., Schuster, L. and Jin, H.S., 2020. Gamification and the impact of extrinsic motivation on needs satisfaction: Making work fun? Journal of Business Research, 106, pp.323-330.

Prottas, D.J. and Nummelin, M.R., 2018. Theory X/Y in the health care setting: Employee perceptions, attitudes, and behaviors. The health care manager, 37(2), pp.109-117.

Rahmat, N.H., Razali, N.A.A. and Awang, N.H., 2019. An investigation of the influence of communication at the operational and individual level at the workplace. European Journal of Social Sciences Studies.

Ryan, R.M. and Deci, E.L., 2020. Intrinsic and extrinsic motivation from a self-determination theory perspective: Definitions, theory, practices, and future directions. Contemporary educational psychology, 61, p.101860.

Sorensen, P.F. and Yaeger, T.F., 2021. McGregor, Douglas: His Human Side. Springer Books, pp.1067-1081.

Talukder, A.M.H., 2019. Supervisor support and organizational commitment: The role of work–family conflict, job satisfaction, and work–life balance. Journal of Employment Counseling, 56(3), pp.98-116.

Thant, Z.M. and Chang, Y., 2021. Determinants of public employee job satisfaction in Myanmar: Focus on Herzberg’s two factor theory. Public Organization Review, 21(1), pp.157-175.

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