Organizational Behavior (OB)

Every small business owners should know the behavior an interaction levels of their employees within the organization set up. Every person behaves differently, and their interpersonal attributes reflect a meaning relationship that should not be ignored within an organization. Behavioral, organizational theories help in developing acohesive workplace protocol with the aim of increasing productivity and efficiency. Notably, OB theories use scientific principles of interaction to create hegemony within the management setup especially in analyzing the effects of gender, race, class and external influences on decision making. The paper focuses on discussing the OB theories and their impact on understanding the behavior of different people within an organization. It also captures the effects of OB theory on ones experience in an organization.

OB and Expectancy Theory of Motivation

Organizational behavior (OB) is a scientific study of the relationship between the expression of human and the organization itself. Similarly, there are several motivation theories which are relevant to organizational behavior such as the expectancy theory, Maslow’s hierarchy, incentive theory, equity theory among others.

In Organizational Behavior, the expectancy theory of motivation assumes that all human behaviors result mainly from their conscious choices on alternatives with the aim of minimizing pain while maximizing pleasure. In expectancy, it is believed that an increase in effort will increase the performance to a better position (Osabiya, 2015).  Similarly, the theory proposes that an individual will act or behave in a certain way due to the motivation that lures them to such actions because of the specific results that they need from the selected behavior. Generally, expectancy theory is a mental process which is related to the choices individuals make as well as the procedures which are followed by this individual in making decisions.

Components of Expectancy Theory

Expectancy theory has three primary elements that propose the behavior of individual behavior as opposed to the latter. The desired outcome determines the selection of motor behavior.

Expectancy: effort = performance

In every human behavior and choices, the effort which they make should aim at attaining desired performances or goal. These are based on the past experiences of the person in charge, the perceived difficulties that the performance may have as well as the perceived control of the performance.

Instrumentality

Instrumentality reveals that all rewards that people usually receive come after they’ve met certain performance expectations. The awards can be in the form of promotion, pay increment or recognition among others. However, the rewards are associated with policies, trust, and controls from the individual’s instrumentality.

Valence V(R)

This refers to the value which people put on the rewards which an outcome has, based on their needs, values, preferences, goals among others. It is characterized by the individual’s extent on a given reward or consequence. General, valence portrays a behavioral alternative which measures decision in terms of the value of compensation.

Research Impact of Expectancy Theory on understanding Organizational Behavior

According toLazaroiu (2015), the expectancy theory model helps in predicting the efficiency and motivation of an individual towards a task based on the need or expectations of accomplishing their set goals as well as for the realization of the individuals’expected rewards (Lazaroiu, 2015). The level of employee’s motivation, perception, and dexterousness of his or her role to interact is determined by his or her job efficiency and behavior. Therefore, consistency prediction in the expectancy theory shows that the positive responses of the employee can only be achieved through improved efficiency and self-efficacy in the responding to the real appreciation and encouragement from the top management, as perceived by the budget construction and participation of the employees.

Similarly, a combination of theMaslow’s (1943) hierarchy of needs and expectancy theory helps in explaining the behavior employees behave and how they become motivated under different organizational settings. However, according toYeheyis et al. (2016), expectancy model predicts the motivation and efficiency of an individual towards a given task based on their final motivational expectations after realizing their set goals (Yeheyis et al., 2016). Expectancy theory also emphasizes the needs that organizations should have direct rewards on performances to ensure that the intended rewards are provided to the employees who deserve the rewards concerning the recipient’s intentions on the motivational implications.

General, the primary goal of expectancy theory is to pressure for all best possible outcomes within the organizational setting. However, for the realization of maximum performance from the employees, the employers must include transparent systems which can closely relate the rewards given to the actual performance done(Miner, 2015.Expectancy theory allows an organization’s management to consider all the desired rewards offered to the employees. This is to strengthen employees’ efforts on the activities they do for a better outcome.

Impact of Expectancy Theory on my experience in the organization

The significance of motivating employees in every organization is to improve the productivity and efficacy in the workforce. This implies that an exuberant synergy between the need of the organization and employees is vital before different rewards are issued. Notably, the implication of the expectancy theory shaped my focus, behavior, and expectations towards outstanding performance. It has dawned in me that only worthy effort gives an exceptional performance, which later results in a better outcome.

Similarly, according to the existence of a subtle link between expectancy, productivity, reward and effort show that the individual will have to adjust his attempt to help in attaining the goals of the organization (Miner, 2015). On my case, I was the most instrumental person in ensuring the objectives are amicably accomplished and all the rationales observed. This significantly elevated me to a higher position in the organization amidst numerous rewards and incentives.

Overall, I have always had numerous assumptions in making an explicit decision and this drastically lowered by behavior towards realizing desired outcomes. However, this assumption has been adversely solved by the Expectancy Theory as it explains why the different decision that people make about their behavior is maximally based on their perceptions which eventually interferes with their desired outcome. I remember my best reward came after my tireless work in drafting our organization’s constitution.

In conclusion, most employees enjoy motivation based on the higher amounts of effort that they make to perform better in their jobs. This is usually possible at an even rate especially if the employee is aware of the type of reward he may get after an exemplary performance — for example, an increase in salary or an extra day off. Similarly, most employees who may want to earn more rewards always assume the extra day off and focus on their duties. Overall, it is necessary to consider the availability of resources, required skills and time before selecting a given employee for a motivational practice.

References

Miner, J. B. (2015). Organizational Behavior 1: Essential theories of motivation and leadership. Routledge.

Osabiya, B. J. (2015). The effect of employees motivation on organizational performance. Journal of public administration and policy research, 7(4), 62-75.

Yeheyis, M., Reza, B., Hewage, K., Ruwanpura, J. Y., &Sadiq, R. (2016).Evaluating the motivation of construction workers: a comparison of the fuzzy rule-based model with the traditional expectancy theory. Journal of Civil Engineering and Management, 22(7), 862-873.

Lazaroiu, G. (2015). Work motivation and organizational behavior. Contemporary Readings in Law and Social Justice, 7(2), 66.

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