The Role of Organisational Behavioural

Introduction

Organisational Behavioural theory is the study of understanding human behaviours within an organisation. Through theoretical concepts, it is possible to develop effective strategic planning for improving employee motivation. In the recent era of globalisation and resource mobilisation, employee motivation plays a crucial role in enhancing employee performance and leading them towards success (Lowry et al., 2015). Through organisational behavioural theory, it is also easier for organisations to develop effective plans to encourage employees and enhance their skills and abilities in the long run. This enables employees to contribute their full potential towards achieving the organisation's long-term success, and for those seeking additional support, business dissertation help can be invaluable. Organisational behavioural theory also helps organisations enhance overall employee performance, a key factor in meeting performance objectives and securing future sustainable development in the market. This study aims to analyse existing theories and concepts of organisational behaviour, including content and process theories, evaluating them in the context of current organisational practices. The contribution of these theories and concepts to employee motivation will also be analysed, discussing their strengths, weaknesses, and relevance. Evaluating these theories and concepts further helps recommend suitable suggestions for improving employee motivation in the current organisational trends, aiding in retaining employees long-term and continuously encouraging them towards organisational success.

Impacts of the Chosen Trend on the Changing Nature of Employer-Employee Relations

In recent years, various workplace trends have enhanced employee motivation. Workplace flexibility plays a crucial role, allowing employees to choose their working hours and enjoy freedom, which fosters harmony (Coccia, 2015). This flexibility motivates employees, retaining them long-term as they enjoy their tasks and contribute their full potential. This sense of achievement and responsibility at the workplace leads to self-motivation to perform better and manage their responsibilities in the long run. Additionally, work-life balance is another motivating factor considered in recent organisational trends. Employers understand employees' personal lives, managing holidays and working hours according to their preferences and needs. This fosters a strong bond between employees and employers. Furthermore, recent trends show employers focusing on individual well-being by providing monetary and non-monetary rewards, enhancing employer-employee relationships. Employers strive to motivate employees to work to their full potential, positively contributing to organisational success

Moreover, transformational leadership styles are adopted, aiming to enhance internal communication and collaboration through meetings, team-building activities, and long-term encouragement. This positive interaction and encouragement motivate employees to stay and perform better. Employers also maximise workplace health and safety, promoting employee well-being and ethical work environments, further motivating employees (Geppert, 2017). Additionally, employers empower employees in decision-making processes, allowing them to actively participate using their critical thinking and problem-solving skills. This sense of importance enhances employee engagement in organisational operations. This strategy builds strong relationships between employers and employees, fostering trust and creating organisational value, beneficial for both parties.

Describing One Content and One Process Theory of Motivation

Under organisational behavioural theory, there are two types of motivational theories: content theories and process theories. Content theories focus on the factors that motivate individuals, addressing their needs and preferences, while process theories examine how motivation occurs in the workplace.

Content Theory: Herzberg’s Theory of Motivation

Herzberg’s theory of motivation is a content theory where employers develop organisational behaviour to fulfil employees' needs and preferences. This long-term approach retains employees and improves organisational performance to achieve future success (Alfayad and Arif, 2017). According to Herzberg, there are two factors: motivational and hygienic. Employers manage both factors to build strong relationships with employees. Motivational factors include achievements, recognition, responsibility, harmony, and personal growth, which encourage positive work attitudes and foster trust and loyalty between employers and employees (Sanjeev and Surya, 2016)

As per the Herzberg’s theory of motivation, the hygienic factors are such as working condition, providing proper wage and salaries, managing quality at the workplace and implementing ethical rules and legislations to employ an employee as well as improving relationship with the co-workers. Through these factors, the employer tries to build a string relationship between the employees where all the employees can cooperate with each other and work collaboratively and communicatively, the policies to employ an employee such as Employment Rules, Minimum Wage and performnace related pay are followed by the employer as well as the employers are concerned abiu providing proper salary and other non-monetary rewards such as promotion, managing health and safety at the workplace, managing responsibility and sense of achievements and recognition at the workplace which further encourage all the employees to work with their interest and full potential for achieving future success (Velmurugan, and Sankar, 2017).

Process theory: Adam’s Equity theory of motivation

As per the process theory of motivation, it deals with the strategies to motivate the people at the workplace and in this regard through the Adam’s Equity theory of motivation, it is posisbel to describe the strategies of enhancing motivation at the workplace where the employer can motivate the employees in long run. There are several inputs through which the employer tries to motivate the employees such as effort to create values for the employees, flexibility at work, tolerance, commitment and reliability personal sacrifice and heart and soul. Through these factors, the employer can create values for the employees which in turn helps to build strong relationship with the employees (Lăzăroiu, 2015).

As per the theory of motivation stated by Adam’s Equity, through the above-mentioned input, it is possible for the employer to achieve the output which is proper payment and bonus at the organization, benefits and recognition, safety and security at the workplace, and praise and enjoyment where the employer is able to encourage the employees by providing monetary and non-monetary rewards. The employer needs to understand the situation of the employees and create values for them by providing proper salary, yearly bonus, and performance-related pay so that the employees can fulfill their basic needs. As per Adam’s Equity theory of motivation, if the employer provides the inputs to the employees, the output will be achieved through which the employees can contribute with their full potential in achieving organizational success.

Critically Analyzing the Content and Process

As per Herzberg’s theory of motivation, the employer is concerned about the hygienic factors and the motivational factors, which are necessary for the employers to encourage the employees at the workplace. The hygienic factors, ethical principles to employ the staff members as well as managing health and safety are also helpful as per Herzberg’s theory of motivation to encourage the staff members at the workplace. In addition to these, the sense of achievement and recognition as well as proper payment and creating values for the employees are also the factors as per Herzberg’s theory of motivation which are necessary to develop employee and employee’s relationship under the organizational behavioral theory. This theory is hereby relevant to be discussed for creating values for the employees and building strong relationships between the employer and the employees (Miner, 2015). However, there is no discussion about developing organizational culture where it is necessary for the employer to develop proper organizational culture with harmony, providing working flexibility to the employees as well as managing transparency and accountability. These are the effective factors for motivating the employees. Apart from that, the personal needs and preferences are also not evaluated through Herzberg’s theory of motivation where it is also necessary for the employer to meet the basic needs, psychological needs of the employees, love and belonging, self-actualization and self-esteem as it helps the employee to feel valued and preferred at the workplace where the employer is concerned in meeting the personal preferences and needs of the employees.

On the other hand, Adam’s Equity theory of motivation is also effective where it concentrates on encouraging the employee through providing different factors such as time, effort, flexibility, reality and loyalty as well as heart and soul and commitment which in turn helps the organization to develop trust and loyalty among the employees, developing proper strategy for providing rewards, performance-related pay and other financial benefits, improving interest of the employees and creating values for them (Miner, 2015). Adam’s Equity theory of motivation is also relevant under the organizational behavioral theory where through the factors discussed earlier, the employer can create values for the employees and build strong relationships with the employees. However, in this theory, the discussion of empowering the employees in the decision-making practice is not included whereas it is one of the effective ways to motivate the staff members at the workplace where they can take an active part in making organizational decisions and this further raises interest and contribution of the employees at the workplace. Moreover, the lack of discussion of the opportunity of personal growth for the employees in this theory is another weakness where the employees cannot get proper opportunity for personal and professional growth.

Providing Recommendations for Improving Employee Motivation in the Given Organizational Trend

As per the recent trend of organizational behavior, it is necessary to build strong relationships between the employees and the employer for working together collaboratively and cooperatively and achieve success in the near future by enhancing organizational performance as a whole. The recommendations are such as,

Developing Organizational Culture

It is necessary for the employer to develop proper organizational culture with harmony, communication, positive interaction, respect for each other, and cooperation. This is effective to create a suitable working environment where the employees can cooperate with each other and work as a team for enhancing their performance. This is also effective for the employer to manage transparency and accountability at the workplace and treat all the employees fairly. This is also effective to improve trust and loyalty among the employees and it in turn helps to create values for the employees where the staff members feel valued and respected at the workplace. Organizational culture with harmony and teamwork plays a crucial role in the recent organizational trend which also contributes to building strong relationships between the employer and the employees. In this regard, through managing organizational culture, it is also possible for the employees to resolve the issue of internal conflicts as well as resistance to change where the employer can convince the employees to work collaboratively by sharing knowledge and technical skill with each other. Proper communication and collaboration under transformational leadership are also contributing factors to improving the relationship between the employers and the employees at the workplace. Hence it is important for the employer to develop a suitable organizational culture to motivate the staff members.

Empowerment of the Employees

Empowerment of the employees in the organizational decision-making practice is also necessary which provides a scope for the employees to take an active part in the organizational decisions and it further helps to develop a strong binding between the employer and the employees. In addition to these, the employees can feel a sense of responsibility and recognition at the workplace and they become self-motivated persons to contribute better by performing with their full potential to cooperate with the employer in achieving organizational success. Proper discussion through arranging meetings is also effective for sharing knowledge and skills as well as different perspectives of the employees with the employer which provides a scope to communicate and trust each other for developing the best possible practice in the organizations.

Opportunity for Personal and Professional Growth

It is necessary to arrange proper training and development programs for the benefit of the employees where they can improve their knowledge and technical skills that are effective for personal and professional growth of the employees. It is the responsibility of the employer to provide training programs and a scope to the employees for a better future.

Conclusion

It can be concluded that the organizational behavioral theory is effective for developing a suitable working environment and organizational culture where the employer can develop strong relationships with the employees. Herzberg’s theory of motivation and Adam’s equity theory of motivation are also helpful to discuss the hygienic factors and motivational factors for encouraging the employees. Moreover, as per the recommendations, it is necessary to develop organizational culture, provide the opportunity for personal and professional growth to the employees and effective empowerment of the employees in the organizational decision practice with collaboration and communication are effective to build strong relationships between the employer and the employees in the recent organizational trend.

Reference List

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