Motivation and Communication  Herzberg believed that to achieve success
organizations should strive to maintain a healthy
Motivation in organizational behavior has a huge
role to play in business success
Motivation in an organization refers to the positive
state of mind that drives you to achieve your
objectives. Motivation is a huge field of study and
various psychologists have studied human behavior
to propose different motivation theories in
organizational behavior.
MOTIVATION THEORIES IN
ORGANIZATIONAL BEHAVIOR
Maslow’s Hierarchy of Needs
 Abraham Maslow, an American psychologist,
proposed the hierarchy of needs in his paper, A
Theory of Human Motivation
 Maslow postulated that people are motivated when
their needs are fulfilled.
 Once our base needs and desires are met, we are
motivated to do more.
1. physiological needs
2. safety needs
3. love and belonging needs
4. esteem needs
5. self-actualization needs.
Herzberg’s Two-Factor Theory
 Frederick Herzberg, an American psychologist who
became an influential figure in business
management, introduced the Two-Factor Theory,
also known as the Motivator-Hygiene Theory
 This theory comprises two parts—hygiene factors
and motivation factors. Hygiene factors, such as
working conditions, salary and job security, ensure
that employees are satisfied
 Motivation factors, such as recognition,
responsibility and opportunities for growth, ensure
that people are encouraged to better their
performance.
balance between the two
McClelland’s Theory of Needs
 David Clarence McClelland, an American
psychologist, proposed three motivating
drivers that influence our life experiences.
 The first is the need for achievement. He
said people with a high need for
achievement tend to pursue objectives that
hold them accountable. They want
immediate acknowledgment of their efforts.
 People with the need for the second kind of
motivation, the need for affiliation, are
motivated by the social relationships they
build and the positive interactions they have.
They thrive in social situations and make
the best of interpersonal skills
 The third kind—people with a need for
power—aspire for roles that give them
authority and tend to exercise their
influence on others. There are, however,
other theories of motivation in
organizational behavior.
The Role of Motivation In Organizations
 Increases Productivity: The role of motivation is to
understand someone’s needs and help them find the
best way to utilize their true potential; a motivated
employee will be willing to put more effort into
their work.
 Ensures Loyal Workforce: Motivation ensures that
employees are loyal to the organization. This, in
turn, reduces turnover rates and helps to retain the
best of the workforce
 Improves Organizational Efficiency: When people
remain engaged in their professional roles and are
happy about the outcomes, they’re more likely to
fulfill targets with greater enthusiasm.
Effective communication
Communication- sharing ideas and information
between people.
Types of communication
 Verbal communications- words
 Non-verbal communications- actions
Effective communication skills
Listening-one of the most important aspect of
effective communication, it means not just
understanding the words or information being
communicated but also understanding how the
speaker feels when they are communicating.
Non-verbal communication- includes wordless
communication like body language, postures and
gestures, body movement and tone of your
voice.
Managing stress- in small doses, stress can help
you perform under pressure. However, when
stress becomes constant and overwhelming, it
can hamper effective communication by
disrupting your capacity to think clearly and
creatively and act appropriately.
Emotional awareness- emotions play an
important role in the way we communicate at
home and work. Emotional awareness provides
you the tools for understanding both yourself
and other people, and the real messages they are
communicating to you.
ORGANIZATIONAL COMMUNICATION
External communication
Internal communication
Stronger
Upturn
Clearer
Convincing
Successful
Enhanced
Sound
Successful
GROUP BEHAVIOR
 Group behavior is a situation where
people interact in large or small groups.
 Group behavior refers to when two or
more persons who have similar goals
come together in a group and behave the
same way.
 It can also be referred to as collective
action.
types of group behavior
Constructive (Positive) Group Behavior:
are those groups that act with maturity and a
good attitude while trying to achieve their
objectives. Their objectives are to influence
people positively, develop the community
and for the general welfare of their
members and society at large.
 Cooperating: Is interested in the
views and perspectives of the other
group members and is willing to adapt
for the good of the group.
 Clarifying: Makes issues clear for the
group by listening, summarizing and
focusing discussions.
 Inspiring: Enlivens the group,
encourages participation and progress.
  Harmonizing: Encourages group
cohesion and collaboration. For
example, uses humor as a relief after a
particularly difficult discussion.
 Risk-Taking: Is willing to risk
possible personal loss or
embarrassment for the group or
project success.
 Process Checking: Questions the
group on process issues such as
agenda, time frames, discussion
topics, decision methods, use of
information
Destructive (Negative) Group Behavior: use
violence and destruction to achieve their
objectives. Examples are ISIS, Boko Haram,
Cult groups
 Dominating: Takes much of meeting time
expressing self-views and opinions. Tries to
take control by use of power, time, etc.
 Rushing: Encourages the group to move on
before the task is complete. Gets "tired" of
listening to others and working as a group.
 Withdrawing: Removes self from
discussions or decision-making. Refuses to
participate.
 Discounting: Disregards or minimizes
group or individual ideas or suggestions.
Severe discounting behavior includes
insults, which are often in the form of jokes.
 Digressing: Rambles, tells stories, and takes
the group away from the primary purpose.
 Blocking: Impedes group progress by
obstructing all ideas and suggestions. "That
will never work because…"
CLASSIFICATION OF GROUP
FORMAL GROUP: This one defined
by the organization structure with
designated work assignment and
established task.
TYPES OF FORMAL GROUP
 COMMAND GROUP: A group
composed of individual who report
directly to a certain manager.
 TASK GROUP It is that kind of group
consisting of persons working together
to complete a job task.
INFORMAL GROUP: This group type
neither formally structured nor
organizationally determined. It is
formed by individuals and developed
around common interests and friendship
rather than around deliberated design.
TYPES OF INFORMAL GROUP
 INTEREST GROUP an interest group is one
that is formed because of some special topic
interest. In general, disbands when the
interest declines or a goal has been
achieved.
 FREINDSHIP GROUP A friendship group is
one where members are brought together
because they share one or more common
characteristic such as age, political beliefs,
or ethnic background.
MEANING AND
CHARACTERISTICS OF TYPES OF
GROUP BEHAVIOR
1. MASS ACTION: This refers to the action of
a large number of people at a particular
time. Mass action can be positive or
negative. If the participants have good
motive and express their feelings in a
peaceful manner, it is positive. Also, Mass
action in sociology refers to the situations
where numerous people behave
simultaneously in a similar way but
individually and without coordination.
2. Communal Labor/Service: Communal
Labor/Service is a gathering for mutually
accomplishing a task or for communal
fundraising. Communal work provided
manual labor to others, especially for major
projects such as barn raising, "bees" of
 various kinds, log rolling, and subtonics. (It
considered as a positive behavior it you do a
communal labor/Service in a good way such
as fundraising and etc.)
3. Joining a Protest/March: an occasion when
people show that they disagree with
something by walking somewhere, often
shouting and carrying signs. (It also
considered as a good behavior if you use it
as a way of, publicly making your opinions
heard in an attempt to influence public
opinion or government policy, or may
undertake direct action in an attempt to
enact desired changes themselves.)
4. Participating in a fight: To fight is defined
as to participate in a physical or verbal
disagreement, or to face something and
struggle through it. It maybe positive or a
negative behavior it depends on the
situation.
advantages of group behavior in
organizations
 Productivity: When you see others
around you work hard, you’re
motivated to push your boundaries. Your
productivity is enhanced because you
want to match their performance
standards.
 Attendance: When you have people to
talk to and collaborate with, it makes
work more interesting and engaging.
You also start looking forward to your
workday. This improves your
attendance.
 Job Satisfaction: Many modern
organizations strive to make their
employees feel like they’re a part of one
big family. When a workplace culture is
employee-driven, you feel more
engaged and are happy about your
contributions.
 Attitude: At the workplace, we usually
monitor our behavior by taking
inspiration from our managers and
leaders. We foster positive attitudes
when organizational group behavior is
constructive and supportive.
 Well-Being: Working in groups impacts
our social relationships, allowing more
opportunities to share stories and
emotions. Being part of a group
provides a heightened sense of
belonging. Increased social interactions
lead to better mental and physical well-
being.
 Learnings: When you work in groups,
you’re exposed to different perspectives.
Every person has something unique to
contribute, which enhances the
knowledge of other people in the group.
The Stages of Group Formation
In 1965, Bruce Tuckman, an American
psychological researcher, identified five
stages of group formation. Initially,
there were four stages but Tuckman later
added a fifth stage.
1. Forming: At this stage, individuals get
to know each other but there’s no real
openness though there isn’t any conflict
either. A team leader may need to
mediate communication.
2. Storming: Group members share their
perspectives, opinions and ideas in this
stage. Conflicts may arise and it’s
important to manage intragroup conflict
before things get difficult.
3. Norming: At this stage, everyone has a
mutual understanding and abides by the
group’s norms and procedures. There is
acceptance, agreement and
identification of common goals.
4. Performing: At this stage, group work
leads to self-management. Members are
not only cooperative but also
autonomous and require less
supervision. There is trust and loyalty.
5. Adjourning: People have completed charge leader. With the leader, the group
their tasks and fulfilled their targets at can then move forward by defining its
this stage. They wrap up their activities mission and determining its objective.
and the group parts ways.

ROLES WITHIN THE GROUP

1. Knowledge contributor- he is
technically proficient enough and he
will be providing useful and valid
information. He/she can be a great help
in task accomplishment and the value
sharing technical expertise with another
member of the group.
2. Process observer- the person occupying
this role forces member to look at who
the group function.
3. People supporter- some groups
members are not emotionally strong to
face various difficulties heaped upon
them in the performance of their
function so that this role must assume by
one member of the group who can
provides emotional support to
teammates and resolve conflict.
4. Challenger- the group need someone
who confront challenges bad ideas. This
will prevent complacency and non-
critical thinking
5. Listener- there is a need for someone to
listen to whatever ideas or proposal
presented by any member of the group.
6. Mediator- it is not uncommon for group
member to get involve in disputes
between each other. When this happens,
it will affect the performance of the
whole group.
7. Gate keeper- the role of gatekeeper is
to provide the opportunity for every
member to express his or her opinion.
He/she will also remind everyone about
good ideas that were recognized
previously.
8. Take-charge leader- the leadership
vacuum cannot exist indefinitely and
for the sake of group effectiveness a
team should assume the role of take-