Running head: ORGANIZATIONAL BEHAVIOR 1

Unit 5 Assignment ORG BEH

Student’s Name

Institution

Date
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Various organizations adhere to a variety of distinct operating concepts. When it comes

to the motivation of employees in a given firm, many different aspects come into play. In

addition, several things might turn off employees and, as a result, prevent them from being

motivated and able to perform their jobs effectively. The same reasoning can be used in the

scenario that was provided.

The lack of transparency throughout the organization is the primary source of issues

for its workforce. Transparency on the part of those in charge of an organization is one factor

that encourages workers to remain with that organization. In this case, People in charge of

the organization are not transparent since they get to seal the deals but do not provide the details

of the discussions to their colleagues. Secondly, there is a lack of justice. For example, one of the

two engineers is tasked with the most critical duties, while the other is tasked with less critical

ones (Miner 2015). Engineers become discouraged when they realize that the organization does

not value their work, as evidenced by the various tasks they receive from various sources. As a

result, they become less productive. Again, the corporation is adamant about wanting to keep its

employees, but it doesn't seem to realize that most individuals want to move up in their careers

over time and can't stay in the same role for years at a time.

There are several different theories regarding what motivates people. Theories of

motivation are, in their most basic form, explanations of the factors that go into the motivation of

workers. In the instance of the engineers, we can turn to Maslow's Need Hierarchy Theory for an

explanation. According to Maslow's theory, one of the requirements that humans have is the

opportunity to actualize one's potential. The term "self-actualization" refers to the process in

which a person works to enhance themselves by making changes to themselves (Ritchie 2018).

Thus, the engineers feel compelled to move forward, even though the necessary brackets are not
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yet in place. Three weeks of vacation each year is the maximum amount of time offered to

employees, which leaves them with little opportunity to further their lives in any way, be it

through education or other means.

McClelland's Need theory comes into play when looking at the supervisor, technician,

and construction crew. Employees have varying demands, and most people don't enjoy staying in

the same area for long periods without experiencing a shift in their lives. This becomes

subordinate to the desire for success. Career advancement is a goal for many people, and they

don't want to limit themselves to a single job or position in their career. Since they want to be

more than just a technician or a worker, the supervisor, technician, and construction crew are

motivated to move up the ranks.

However, the CEO and president can make certain changes that will get the personnel

more motivated, which will get them to deliver better work. They need to make some changes to

how the organization operates to maintain the status quo and keep their personnel. As a result of

the fact that people value change, and as a result of the fact that adhering to the same principles

for 35 years may be problematic for many, the Chief Executive Officer and the President of the

company ought to make modifications to the management structure that they use (Olson 2016).

Firstly, they have to determine whether or not the workers require an increase in the available

time. This indicates that they have a responsibility to make sure that the workers have time in

their schedules that they may utilize to better themselves in some way, whether through

education or other means. However, they should boost the workers, especially those who have

been prevalent from the beginning of the organization and provide them new and enhanced

duties to urge the members to continue working for the firm. This would motivate the members

to remain with the company. Those who have been prevalent since the organization's beginning
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have been present. Additionally, they need to be fair in the transactions they conduct within the

organization and not give superior roles to one individual when another person is just as

qualified to fulfill the duties given.

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References

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

Routledge.

Ritchie, J. (2018). Part 2: Content Theories of Motivation.

Olson, M. (2016). PSY3670-01. Theories of Motivation. Su16. Olson, Matthew.