Organizational Behavior 2 - Essay Example

Download file to see previous pages offering competitive salary, free lodging, free food, etc.), it will be easier on the part of the HR manager to satisfy the higher needs of each employee.
Unlike the Maslow’s hierarchy of needs, expectancy theories are not focused on satisfying the individual needs of each employee. Depending on the kind of rewards employees could receive from a business organization, the theory of expectancy suggests that employees will be motivated given that their efforts at work could contribute to the business success (Denhardt, Denhardt, & Aristigueta, 2002, p. 162).
Similar to expectancy theories, the use of goal-setting theories also requires the HR managers to pay back employees’ efforts through attractive rewards (Denhardt, Denhardt, & Aristigueta, 2002, p. 165). In general, the main purpose of goal-setting theories is to increase the work expectations of each employee. Since a higher goal setting increases employees’ work motivation, the overall productivity of each employee is also expected to increase.
The equity theories are based on “social exchange” (Denhardt, Denhardt, & Aristigueta, 2002, p. 165). Given that each employee is happy in their work environment (i.e. no conflict with other employees, fair working policies, etc.), there is a higher chance wherein employees will exert an effort to convert the organizational goals into a reality. When we talk about fair working policies, it means that the contribution of each employee to the success of the company should mean higher rewards as compared to the rest of employees.
To be able to motivate employees, I assume that a realistic and fair monetary reward is necessary to satisfy the basic needs of each employee. Basically, when the financial needs of a person is not met, that person would either look for another job that offers higher salary or search for another part-time job. It means that the person becomes less loyal to his/her first ...Download file to see next pagesRead More