ORGANIZATIONAL

BEHAVIOR
Assignment 1
Ayesha Fakhar (SP20-BBA-033)
Q-Review the themes of following motivational theories and establish their
relevance with turnover, productivity, and other outcomes with logical
examples.

1. Need theories
2. Goal setting theory
3. Reinforcement theory
4. Equity theory
5. Expectancy theory

Need theories:
The most known theory of motivation is the Abraham Maslow’s hierarchy of
needs in which he emphasized on 5 factors that are essential for an employee.
1. Physiological needs:
This need includes the basic needs like hunger, thirst, shelter, and other
humanly needs.
2. Safety Needs:
Moving on to the other one which includes Security and protection from
physical and emotional harm at the workplace.
3. Social Needs:
This need talks about Affection, belongingness, acceptance, and friendship
with the subordinates.
4. Esteem Needs:
This level of needs covers the internal factors such as self-respect, autonomy,
and achievement, and external factors such as status, recognition, and
attention.
5. Self-actualization.
This need talks how the drive to become what we are capable of becoming
which may includes growth, achieving our potential, and self-fulfilment.

The Abraham Maslow’s hierarchy of needs will have a positive impact on the
labor turnover as if these needs are fully fulfilled people would be willing to
work in an organization. Moreover, this would increase their motivation level
which would increase the productivity. For example, if an employee is getting a
suitable and peaceful environment at work he will feel relax and would be able
to complete his task and goals timely and in the most efficient manner.

McClelland’s theory of needs

This theory was developed by David McClelland and his associates.
This theory of needs covers three needs:
1) Need for achievement
This is a kind of push towards achieving a task or to excel, to attian in
relationship to a set of standards.
2) Need for power
This is the need to make the employees behave in a way they would not
have otherwise.
3) Need for affiliation
This is the desire for positive and close interpersonal relationships.

Looking at this theory and considering these factors, this theory can have a
positive effect on the turnover rate as the employees will get a push towards
their goals which would motivate them and increase their productivity level.
However, the need for power can have a negative impact as the employees
may feel the dominancy which may lead them to further leave the
organization.

Goal-setting theory
This is a theory of motivation which tells us that if the goals are specific yet
challenging along with appropriate feedback then this would lead to higher
and better task performance. Moreover, goals show and gives a direction to an
employee about what he needs to be do and how much effort is required to be
put in.
This theory was presented in the year (1990) and it states that when the
people are given the chance to choose their own goals and the clearer and
specificized they are, this result in higher motivation of the employees and
they are more eager to achieve the desired goals. Furthermore, the idea that
goals should be Specific, Measurable, Achievable, Realistic and Timely. For
example, it’s the human nature that if a person has set a goal of his own
convenance and is not forced to do it, he/she will be more motivated to
achieve the goal, so when this is the case, this results in the energize behavior
of the employee, give them a straight direction, provide a challenge, force
employees to think outside the box, and devise new and novel methods of
performing, which will increase the productivity. Taking an example, for
example if a worker needs to gain proficiency with another PC program. Hence,
your organization has recently coordinated another framework which utilized
by all workers, so finding a way in which every individual learns from the
framework would require the execution of objective setting. In addition,
anything the justification behind the objective, it ought to be obvious to both
administration and the representative or workers who will achieve the
objective. Also, at last efficiency will increment and turnover rate will be low.
Reinforcement Theory:
The Reinforcement Theory was proposed by B.F. Skinner and his partners.
Reinforcement theory explains the psychological principle. Furthermore, it says
that a behavior of an employee can be maintained or shaped by their
consequences and that, accordingly, individual behaviors can be changed
through rewards and punishments so this theory is a solid device for dissecting
controlling component for person's way of behaving. An example of the
organization can take. For example, if an employee working in a shoe factory is
given a task to complete within the designated time, and if he/she does it,
appreciation is mandatory as it will boost their confidence and this will result in
high productivity. apart from appreciation, reward can be given in form of
bonuses. Hence, this will reduce the turnover rate as well. Going vice versa, if
punishments are given, the employee will learn from their mistakes so
productivity will increase, but an increase in turnover rate might become high.

Equity theory
It is also known as Adams' Equity Theory and is popular too.Its main goal was
to maintain a balance between an employee's input and output in a workplace
or an organization. Moreover, equity theory can assist you with attaining a
superior comprehension of the various variables that impact your group's
motivation levels. Furthermore, to ensure all colleagues get similar
remuneration for equivalent measures of work. Adding onto this this theory of
motivation portraits the idea about what an individual receives for their work
has a direct effect on their motivation, it means that the employee working in
an organization, will generally aim to create a balance between what they give
to the organization compared to what they get in return. For example, if an
employee working in an organization is paid with rewards for working extra
and completing the task given, paid for extra hours and given good
environment to work, summarizing this up that the employees are paid,
appreciated and rewarded for their inputs, this will increase productivity and
decrease the turnover rate. This comes within the employees as well, the one
who is working should be treated differently from the ones those are not
giving much input, this will motivate the ones who aren’t working and
motivate the ones more who are working.

Expectancy Theory
The expectancy theory states that the employee motivation is a result of how
much an individual wants reward (Valence), the appraisal that the probability
that the work will prompt anticipated execution (Expectancy) and the
conviction that the presentation will prompt award (Instrumentality). taking an
example, a manager in an organization requested that their representative
produce an advertising campaign, which would get them the bonus they
needed as a reward (Valence). Moreover, as per Vroom's Expectancy Theory,
the representative should accept the undertaking is attainable, for them to
invest the energy into it. the organization should set clear associations among
execution and prize and make reward circulation fair and intelligent, this would
have an effect on productivity and will also decrease the turnover rate in the
long run.