ORGANISATIONAL BEHAVIOR REPORT

BY
BIGIRIMANA CHRISTOPHER
2022
Report Overview
o Background of Organizational Behavior.
o What Motivates the Candidate?
o Theory of Hierarchy of Needs by Maslow.
o Theory X and Theory Y by Mc Gregor.
o Using the Two Behavior Theories to Write About the Candidate
o Expected results after using the Theory of Hierarchy of Needs by Maslow (employee
levels) on the newly interviewed employee and manager.
o Expected results after using Theory X and Theory Y by Mc Gregor on (employee levels)
the newly interviewed employee and managers.
o Ways to make sure that both the new employee and the company will be successful under
the Theory of Hierarchy of Needs by Maslow.
o Risks and concerns of applying behavior theory to make decisions.
o Impact of suggesting interventions on organization's performance.

BACKGROUND OF ORGANIZATIONAL BEHAVIOR.

According to SNHU (2019), “Organizational Behavior (OB) can be defined as the

understanding, prediction and management of human behavior both individually or in a group
that occur within an organization”. 
Organizational behavior enables companies and organizations to manage behaviors of their
employees from the perspectives of their different cultures so that they can maximize their
potential in terms of individual behaviors ad performances as well as team performance.
Companies need to have proper management of the behavior of their employees which inform
the general policy of organizational behavior within that particular company. This is must be in
relation to the culture of that particular organization which determines its core values, mission
and vision and the culture of the organizational is an important aspect eve when it comes to
staffing and onboarding so that the organization or company can have teams which work within
the confines of the culture of the organization.
Organizational behavior affects the company in very many different ways and these can be
discussed as follows;
Decision Making. Organizational behavior affects Decision Making in a company. Stakes of
decision making are very high in a company setting. Therefore proper organizational behavior
and organizational habits can help foster creativity and innovation that will help in smooth
operations in organizational operations. It is only when the employees feel included and
knowledgeable about the company's culture and history that effective communication which is
key to this involvement is possible and as such, company managers need to be aware that they
should also uphold their end by openly communicating with the company employees. This partly
forms the organizational culture and behaver. This will enable the company to maintain desirable
behaviors and also eliminate the undesirable ones to ensure success of the company. (Donna
Young, 2021).
Organizational Culture. Organizational behavior affects the company in that it facilitates
formation of organizational culture. The working atmosphere and relations in organizations are
created by the values and motives of the employees who work there and the employees are more
productive when they feel respected and their wellbeing well catered for by the company. This
also improves their relationships with other workers in the organization, their families and
society at large. As we can see, the study conducted by HBR found 20,000 employees who felt
trusted were five times as likely to align themselves with company goals as an employee without
a sense of trust from management. (Donna Young, 2021).
Incentive System. Organizational behavior affects the incentive system. Company employees
tend to be more motivated and productive at workplace where there is a solid reward system.
When the company puts in place this effective system, it becomes a necessary practice to reward
employees who excel in their duties and such incentives should be consistently applied within
the company. A study from the Human Resource Journal proposes three types of incentives
including contingent performance-related pay, profit-related pay, and share ownership. In the
recent past, many companies have implemented performance-related pay but have realized little
to no success, but a recent study indicates that this might be because they aren't doing it right For
instance researchers at Warwick Business School in England interviewed 1,293 employees from
private sector workplaces across the United Kingdom and found out that only those paid on how
well they did their job are the ones who were reported being more satisfied and committed than
others.
Therefore good organizational behavior is a proof to what most business experts have already
established that incentives are motivational factors for people to perform better as an employee
of any company while also figuring out which particular incentives work best will help ensure
that the company employees and staff are happy. (Donna Young, 2021).
Organizational effectiveness. Organization behavior helps to make the organization more
effective. There are three major determinants of Organization behavior. The base of these three is
the working environment being the base for all three factors which include People, Structure and
Technology.
Organizational behavior enables the company to know the different people who work with it and
their different traits, personality, skills, qualities, interests, background, beliefs, values and
intelligence. This enables the company to treat everybody with respect and dignity. OB also
enables the company to establish and manage the appropriate technology needed for the work to
be done smoothly within the right timeframe and direction. It also enables the company to
understand both the internal and external environmental factors affecting the work of the
company. Internal factors such as choices made by the firm, and especially the behavior of the
employees. And external factors like marketing and public relations of the company which help
the company to deal with the public successfully. (SNHU, 2019).

WHAT MOTIVATES THE CANDIDATE

There are different theories coined by different writers and scholars that explain the motivation
of human behaviors especially when it comes to work. These theories explain how the behaviors
of different individuals and employees in the sense of this report behave.
For this particular report, I will inform my discussion in this report on two theories, namely;

 Theory of Hierarchy of Needs by Maslow.

 Theory X and Theory Y by Mc Gregor.

Theory of Hierarchy of Needs by Maslow.

According to Abraham Maslow, human behavior is motivated by needs and these needs are
categorized in form of a hierarchy which Maslow referred to as the Hierarchy of needs and the
theory assumes that there are five needs which are possessed by each individual and these are;

a) Physiological needs. These include the basic needs of air, water, food, clothing and
shelter. They are needs for basic amenities of life.
b) Safety needs. The Safety needs include physical, environmental and emotional safety and
protection. For example Job security, financial security, protection from animals, family
security, health security and others like these are safety needs.
c) Social needs. These needs include human need for love, affection, care, belongingness,
and friendship.
d) Esteem needs. Esteem needs have two categories which are internal esteem needs (self-
respect, confidence, competence, achievement and freedom) and external esteem needs
including (recognition, power, status, attention and admiration).
e) Self-actualization need. Self-actualization needs are needs like the urge to become what
you are capable of becoming, what you have and the potential to become exactly what
you want. This also includes the need for growth and self-contentment and the desire for
gaining more knowledge, social- service, creativity and being aesthetic. Self-
actualization needs are insatiable because when a person grows psychologically, also new
opportunities keep coming up to continue growing.
 (Management Study Guide, 2021)

Theory X and Theory Y by Mc Gregor.

This is the theory by Douglas McGregor concerning the Human side of enterprise and how
people can be motivated to aim higher. The theory is two folded with Theory X and Y. Theory Y
is whereby he stated that the managers should use the carrot and stick approach which carries
several propositions that McGregor called Theory X.
Theory X. According to his view in this theory, the average worker lacks ambition, works as
little as possible, he or she avoids responsibility and prefers to be managed than work
independently and if they work independently, they are more likely to be ineffective.
Theory Y. McGregor also assessed human behavior in terms of social enterprise and stated that
people enjoy work as naturally as they enjoy play and they exercise self-motivation and
discipline if they are motivated to achieve a tasks. He further noted that the average person will
not only accept but will notably seek responsibility. Very many people have the creativity,
ingenuity and imagination to solve some problems of the organization. Theory X states that the
capacity of average worker is partially utilized.
(Douglas McGregor, 2016)

USING THE TWO BEHAVIOR THEORIES TO WRITE ABOUT THE CANDIDATE

In regard to the new employee who recently did interviews, below is the explanation of how the
theories apply to the candidate. The process through which the two behavioral theories apply to
the candidate are explained below;
 Theory of Hierarchy of Needs by Maslow.

For Maslow theory, it applies to the candidate in that, just as the theory puts, employees have
different level of needs and theses needs determine their level of motivation at work. It’s
therefore very important for the managers to critically assess the needs of the employees. For
instance, in the case of the new employed who was recently interviewed, it’s crucial to assess his
needs since he comes from a different business line much as he is good fit for the company
culture.
As the new employee joins the team, there are several of his needs that will need to be taken
good care of including;
Safety needs. The fact that he is joining as a new employee from a different business setting, he
has esteem needs so he needs to be oriented, mentored and guided so that he can gain these needs
like job security, protection while at work from all dangers, financial security and protection of
his family.

There are also physiological needs for the new Worker, these include the basic needs of air,
water, food, clothing and shelter. They are needs for basic amenities of life.

Esteem needs. There is urgent need by managers to understand that employees have esteem
needs. For this particular candidate who was interviewed, he is changing from the old company
to a new company. He is new in the sector which his new company serves but his experience
shows that he has managerial experience. He is also someone eager to learn as he responded that
he is a go getter. Therefore the management need to take care of his needed related to recognition
and appreciation of how he is adapting to the new setting. This is important in building his
confidence to fit in the new role and the company needs to consider him for genuine promotions
whenever the situation demands so that he remains motivated.

There is also need to assess the ambitions and long term objectives of the new employee. This
can be done by the organization analyzing the career objective of the employee. This will enable
the company to nurture him to become what he professionally dreams to become. This concerns
the self-actualization needs of the employee. As Maslow’s theory explains, such needs are part
and partial of the needs of the new employee and they are a great determinant of his or her
motivation to deliver the expectations of the company. Further on job training can be given to the
employee, and the company might need to remunerate the employee better and also take accord
him advantages of promotions if the performance is good.

Expected results after using the Theory of Hierarchy of Needs by Maslow (employee levels)
on the newly interviewed employee and manager.

If the management (managers) applies this theory at different levels in assessing entry level
employee performance, the company will cater for the needs of the employee compound as
specified by the theory and this will in the long run have an impact leading to a motivated team.
This is because the company takes care of their different needs accordingly as highlighted by this
theory. This means that the motivation will be high in the company and this will translate to
increased efficiency leading to high productivity.

Another important expected result of Maslow’s need theory is that it will interpret entry level
employee’s human behavior and motivation and this will be of advantage to the managers in
assessing the performance of the new employee. This is relevant in modern-day applications,
more especially in the world of business. The managers for example will understand better their
new employees’ critical basic human needs such as friendship, job security, and recognition for a
task well done. This will facilitate creation of environment which meets these needs that will
result in self-actualized team members who operate at their full potential for the company. (ASK
Media Group, 2022)

Due to the fact that the employee’s needs are taken care of, there will be a good working
relationship between the company and the employee. This will lead to capacity by the company
to attract and retain talent and as a result, the company can be able to make better planning since
they are sure of retaining their employees for a long term. They can come up with better
contractual terms with their workers and this will solve the problem of staffing significantly and
ensure stability in the human resource department of any company.

There is one widely criticized disadvantage of the needs theory that may likely become evident
as the managers assess the entry level employees. Maslow’s theory concentrated its study only
on a narrow segment of the human population. This is why the hierarchy has such terms as self-
esteem and security which may attract different definitions in different cultures of the world.
Therefore, this might lead to misunderstanding or conflict in the company especially companies
with diverse cultures. Another factor is that there are cultural differences among different
employees of the company. The theory fails to address in the hierarchy the matter of individual
differences. It is not evident that every human being’s needs are in the order as Maslow
specified. It is therefore possible that the entry level employee might be from completely
different culture with the managers of the company and therefore they might have divergent
needs and interests. (ASK Media Group, 2022)

Expected results after using Theory X and Theory Y by Mc Gregor on (employee levels)
the newly interviewed employee and managers.

Theory X entry level employees and managers.

 (Key Differences, 2022).

As the theory states, there are contrasting motivational and organizational behaviors expected
from the entry level employee who was interviewed recently and the company manager. The
theory puts it that for the employees who are resistant to work, less intelligent, lazier and work
solely for a sustainable income, the theory concerning these type of workers is theory X. The
average individual is indolent according to this theory. So, if the manager identifies that the
newly employed staff at the company has behavioral motivation of this kind, the manager might
have to deal with such employee with stringent measures. (Key Differences, 2022).
The new employee will need to be intensively supervised, have his or her tasks clearly set, be
regularly supervised and be monitored in terms of punctuality and reporting mechanisms and the
new employee has to be pushed all the time so that his or her potential can be realized by the
company.
If this is the case, the manager will set specific tasks for the new employee and will keep a close
eye on the new employee. In fact, the manager might have to set clear terms for the entry level
employee to prove his or her potential. This is moreover a new business setting, the new
employee is not experienced in the products and services of the company, but he or she matches
the culture of the company and this is the baseline for the company employing him or her. He or
she is expected to excel during his probation period in order to be retained. Or otherwise, if he
fails to convince the manager, the manager might have no option but rather dropping the new
employee and terminating the contract. (Key Differences, 2022).
Theory Y entry level employees and managers
With theory Y, the manager will view the entry level employee as whole people. This is because,
according to the theory human beings who are of the nature of this theory, find it easy to
accomplish work. It’s natural with them and they can deliver without being pushed. So, if the
new employee appears to be of this kind, he or she will easily fit into the system. Much as we
have seen that his former company didn’t specialize in the same services and products like this
new company, the new employee already mentioned that he has managerial role experience at
the work done before. This theory believes that workers are self-directed and self-motivated for
growth and development and can take active part in decision making. This is exactly what the
manager will expect from the newly interviewed employee. (Key Differences, 2022).
 (Key Differences, 2022).

Therefore, the manager will assign tasks and duties to the new employee, and allow the entry
level employee to exercise his or her potential and management skills to execute his or her
duties. The manager will be confident and trustworthy to the new employee in belief and
confidence that he can deliver beyond expectation.
The entry level employee will also do the work easily without having to be directed or controlled
with the target to achieve the set targets and reach the predetermined objectives. And, in case
there is a probation period set against that employee, he or she will pass the tests exceedingly and
be on the good records of the company. The employee is expected to convince the manager
about his or her potential to do the job easily and effectively.

Ways to make sure that both the new employee and the company will be successful under
the Theory of Hierarchy of Needs by Maslow.

For the new employee to be successful and the company benefit from them, as the theory of
hierarchy of needs by Maslow specifies, all the employee needs have to be taken care of by the
company in order to motivate the new hire to deliver to the culture and expectation of the
company. This might entail;

Accelerated learning of the new hire. There are a lot of challenges that new hires face when they
begin new roles. For them to be able to deliver, some learning and orientation is needed and the
faster a new hire learns about the company and their role, the more likely they will be able to
accomplish their tasks in the critical first months in their position. They need to learn the
fundamentals of the company, they have to learn the technical areas which apply to their day to
day work and this will be possible with the help of their managers and the entire team. (Harvard
Business Review, 2022).

Understand the challenges of the new hire. The new hire is unfamiliar with most of the company
business practices, operations, programs and teams. Much as he or she has prior experience in
managing teams, he or she still needs to know a lot in the above mentioned areas. The success of
the new hire in the first days is dependent on how the management will help out to deal with
such challenges which affect his daily work and efforts to adapt to the new culture. The new hire
might be experienced and confident, but there are those specific operational and personal
orientation challenges which the management has to help to navigate successfully. (Harvard
Business Review, 2022).

Making new hires part of the team. It’s possible for new hires to work independently however
it’s more likely they will be part of a team (or teams) and the faster they build effective working
relationships with the entire team, the better for them to excel and get used to the new working
environment, and there’s a lot a hiring manager can do to make this happen including orientation
sessions, assigning consulting peers, conducting periodical team review sessions, explaining how
the team members support each other and explaining to the entire team why there is a new hire in
the company. There is no doubt that in connecting the new hire with the entire team will pay
long-term productivity and performance dividends to the new hire, the team and the company at
large. (Harvard Business Review, 2022).

What motivates the individual and organization and the behavioral changes likely to
happen after hiring the candidate.

What Motivates the Individual and what behavioral changes likely to happen after the hire.

As put by the entry level employee that “I am very interested in learning and growing as a
professional. Although I do not have direct experience in this type of company, I am a go-getter!
I can and want to complete any task I get.” We can clearly see that the new employee is
determined to take on a new challenge. This looks like a bigger and more challenging position
where the new entrant is expecting to perform at the highest level possible and also learn a lot
while growing professionally.

In this setting, there are several behavioral changes that will come as he takes on the new
challenge with the new position and most critical changes among many are;

Adapting to new responsibilities. The new hire will likely have a new job description and this
might have some complex tasks, processes and procedures which the new hire may not
understand right away. He or she will have to start learning a new workflow, building working
relationships with the new team and understanding the new role thoroughly in order to become a
self-sufficient employee and meet the set targets. Whether the employee subscribes to
McGregor’s theory X or theory Y, he or she will as must have to make consultations in order to
understand the demands of the new position. (Digital adoption, 2019).

Understanding the big picture. The new hire will need to understand bigger objectives of the
company which form the company vision and mission and operational objectives. Research
holds that “Only 58 percent of companies provide clear expectations and job titles for their
employees”. There is a lot needed by the new hire to know beyond filling out paperwork like
contracts and policy consent papers, and setting up a new workspace. There are some roles
which have clear numerical impact on the success of the company but there are several strategies
or service roles which are more difficult to measure, though those employees still need an
understanding of how their role impacts the company and this might be a very challenging task
for the new hire to understand. HE or she will need to adapt quickly and learn more about the
new position and this will set in play the necessary modifications the new hire needs to perform
successfully in the new position. (Digital adoption, 2019).

Understanding the technical learning curves at the new company. The new position comes with
strategic changes and value of their role since this is a new business setting. They might need to
use different resources like software, machines and working tools and therefore they need to
change at every aspect of the technical setting in order to have things moving in their new
position. The position may not necessarily or specifically be a technical one but whichever the
case is, most new hires will have to undergo learning on how to use new software, management
systems, data systems and different program as part of their onboarding since the company might
be using systems which are not new to the employee, but are applied in a different style at the
company. (Digital adoption, 2019).

What motivates the company and Behavioral Changes likely to happen after the hire.
In hiring this new employee, the company is motivated by need to strengthen the company
culture in staffing and recruitment. There are overall goals of the company which envision the
future of the company and these values are the ones that guide the company in staffing and
employment.
This new hire brings about will affect the new hire him of herself, the entire team and the
company in such a way that there is need to adapt somehow on the operational procedures and
working relations so as to consolidate the new resources coming with the new hire.
The company is motivated to hire due to its values and the fact that the candidate possesses what
being part of the company culture really entails and this has been critically analyzed during the
interview process of the new hire and the candidate fits the cultural values of the company.
The company is intending to bring in employees into its mix whose beliefs, behaviors, and
values align with those of the organization and for the rest, the company is ready to train. It’s
very essential for the company to include diversity while hiring for culture fit because different
perspectives and experiences will help the company improve and scale. This means the
underlying motivating factor for the company to hire is having more to do with the company’s
vision, values, and day-to-day processes than the vibe of its workplace. (4 Corner resources,
2022).

Risks and concerns of applying behavior theory to make decisions.

As discussed above, I assess organization and staff behavior using two theories that is Maslow’s
hierarchy of needs theory and McGregor’s Theory X and Y. Both theories advance some crucial
and critical knowledge of assessing behaviors, however there are challenges and weaknesses that
form the basis of criticisms for each one of the theories. Below I will discuss the risks and
concerns of applying each of the behavior theories to make decisions so that we can know these
weaknesses properly as we apply the different theories in management of behavior.
Risks and concerns of applying Maslow’s hierarchy of needs theory.
Failure to take into account cultural differences. Different people come from different cultures
and behaviors of individuals are greatly influenced by their cultural background. The theory does
not take into account cultural differences and therefore, it misses a significant component in
assessing behavior. What is a need according to one culture might not be in another culture. For
stance, the self-esteem needs may not apply to cultures where women do not work or are not
culturally allowed to work, while it would apply in the more democratic and contemporary
society. (Tuko Kenya, 2022).
This theory was initially designed based on clinical observation of the United States of America.
And this conceptualization is that the American culture is very individualistic so it might not fit
well in the more traditional cultural settings of Africa for instance and some parts of Asia.
Difficulty in measuring satisfaction. The theory emphasizes the human needs. But, it is hard to
measure the level of satisfaction derived from meeting needs and this might make it hard to tell
what amount of provision of specific needs would be sufficient for a person. Therefore the
management might find hard time to understand these parameters when applying the theory. This
is because Mans needs are insatiable so without specific measure of satisfaction. The feeling of
satisfaction is based on the human mind, and is this makes it very hard to measure and predict.
The point is that, while some people might be satisfied from meeting a certain need, others will
derive no satisfaction at all even after meeting all levels of needs and this makes the application
of the theory risky. (Tuko Kenya, 2022).
Most needs never go away. Another risk and concern of using this theory is that it assumes that
the needs are in a hierarchy such that when one need is met, it goes away and then the next level
need follows. This is not the case in real life situation since people’s needs are always repeating
and recurrent. A person can have money in the morning and still be in need of more money. This
means that, following this theory will be difficult to assess behavior and satisfaction especially
that the theory doesn’t explain the indicators of satisfaction and when does the person satisfy one
level needs and has to proceed to the next. (Tuko Kenya, 2022).
Risks and concerns of applying Theory X and Theory Y by Mc Gregor.
It is extremist and over generalizes. McGregor’s theory generalizes people and it possesses some
extremism. This is because in human nature, no human being belongs to either of the two
extremes. The management cannot put people on the two extremes of X and Y because almost
everybody works and everybody has some degree of laziness which might lead control and
management to reach the set goals. So, this makes application of the theory in controlling
behavior very complicated. (Simplinotesadmin, 2018).
The theory assumes that job is the major motivation. This also makes application of the theory
risky because people are motivated to work by the management catering for their needs to enable
them work, but this theory presumes the job itself is what should motivate the people to work.
(Simplinotesadmin, 2018).
This theory is self-centered. It is based on the goals and values of the individual behavior. It
doesn’t take care of organizational goals in its perspectives. This means that its application is
risky and raises concern if the management needs to sees for the interest of organizational goal
achievement. There is no logic in applying a theory that doesn’t cater for the goals of the
organization. (Simplinotesadmin, 2018).
According to this theory. Human beings are opposed to work and they will always need to be
closely monitored, directed and controlled to deliver. This model might be hard to implement in
some working environments especially where full time supervisors are not needed but rather
people who are self driven and motivated are needed. (Simplinotesadmin, 2018).
Impact of suggesting interventions on organization's performance.
Suggesting interventions influences on organizational performance is something which is not
common in public settings. But it is a complex and conditional over other characteristics of the
organization, I will examine the influence of suggesting interventions on organizational
performance both directly and indirectly through performance management which is an
important organizational process characteristic arising from public management reform and in
itself may influence performance. It is evident that performance management positively affects
organizational performance.

Innovations are adopted by public

organizations to improve the
services delivered to users
and citizens, with the broad aim of
improving quality of life and
building better and stronger
communities. Knowledge on the
processes of innovation adoption
and the characteristics of
innovative organizations is
developing in public services
settings (Boyne et al. 2005; Light
1998; Rashman and Radnor 2005;
Walker 2006, 2008). Literature on
whether adopted in-
novations are actually able to deliver
positive outcomes is, by contrast, in
its infancy. Find-
ings from qualitative and
quantitative studies in the emerging
literature are not unanimous
but often suggest a positive
relationship (Light 1998; Moore
1995; Osborne 1998; Walker
and Damanpour 2008). However,
similar to the studies of business
organizations where the
focus has been on performance
consequences of product
innovations, the emphasis in pub-
lic organizations has been on the
impact of service innovations.
In this article, we focus on
management innovations (MIs) and
examine its association
with organizational effectiveness or
per formanc e. We consider the
mechanisms through which
MI could influence organizational
performance in the public sector and
examine whether its
influence on performance is mediated
by performance management (PM)—
a widely adopted
and promoted organizational process
characteristic in the public sector. Our
thesis stems from
a concern that direct-effects models
exploring the innovation-performance
hypothesis are ove
Interventions improves the quality and level services which are delivered to the customers. This
works for the customers and the company itself. For instance if customer service improves, the
performance will benefit both the customer and the company but more specifically the company
gains a lot since it will gain and retain customers. (Smartbiz, 2022).
Interventions enables the organization to help workers reach their goals. This can be done
through strategic goal setting by the company where by the workers have specific targets and
goals which match with the goals of the company. These are goals which are obtainable and
specific for instance it can include quantifying the results within the set time frames. For
example setting a goal to increase sales by 25% in the next six months. Without interventions to
align these goals, the organization might risk not achieving its goals. (Smartbiz, 2022).
Interventions lead to Creation of Reward and Accountability Programs in the organization.
Creating a rewarding strategy for employees who exceedingly excel will increase motivation at
workplace. This is something that is not always covered in the management structures and
policies of many organizations. So, such an intervention would enable the workers to feel that
their efforts count and are rewarded sufficiently thus encouraging them to keep up the good
effort while also motivating others also to excel in the same way. (Smartbiz, 2022).

In conclusion, there are different behavioral theories that guide managers in analyzing behaviors
of different workers. Above I discussed the two theories of McGregor theories X and Y, I also
discussed the theory of Hierarchy of needs by Abraham Maslow and how both apply to
management. I explained how entry level employees, managers and teams would behave when
different theories are applied and also discussed the weaknesses or criticisms, then I also
explained the importance of suggesting interventions and how they affect the organizations
performance.
 References
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