History of the Study of Organizational Behavior (Essay Sample)

History of the Study of Organizational Behavior
Name
Institution
Introduction
Motivation is the mechanism that spurns employees’ enthusiasm to work without pressure. Motivation entails providing employees with a purpose to do certain assigned tasks. Successful managers have used motivation to quicken ordinary people to achieve exceptional results in all field of work. In this organization, the workers put minimum effort in the training. Consequently, they failed the exams and ended up retaking their exams. The manager is faced by a challenge of improving the programs so that the employees feel motivated. This leads to use of the reinforcement and expectancy theories of motivation.
Lack of motivation
The employees may lack motivation in the training program implemented by the organization. This is shown by their bad performance in the exams that resulted in employees failure and retaking of exams. The lack of motivation can be explained using some motivation theories.
Reinforcement theory
In this theory, the manager may use the extinction method to control the behavior of the employee. Extinction implies the absence of reinforcement. In other words, the management may lower probability of undesirable behavior by removing rewards for the behavior (Griffin & Moorehead, 2012). Lack of reinforcement after a good performance by an employee makes them feel that their behavior is not generating fruitful consequences. Extinction of the reinforcements may unintentionally lower enviable behavior by the employees, hence their lack of motivation. In the organization, the employee puts minimum effort in the program offered resulting to failure in the exams.
Equity theory
In this motivation theory, an employee’s motivation level is interrelated to his perception of equity and justice practiced by the management. If the employee perceives fairness or equity, he will be extremely motivated to perform well. On the other hand, if he feels that there is less fairness, he will be less motivated. However, employees do not only look at their impending rewards they also look at the rewards of their colleagues. Inequities occur when the employees feel that their reward are inferior compared to those of other people sharing the same workload. This employee will exhibit certain behavior showing that he is treated inequitably. He puts less effort in the job and asks for better rewards. He may even quit his job because he or she does not feel motivated (Werner & DeSimone, 2009). The manager should ensure that negative consequences from equity are minimized significantly when allocating reward. In addition, the manager should carefully communicate the planned values of any reward offered. In addition, the performance criteria for rewarding employees should be elaborated and suggestions on the suitable comparison points made.
Improvement of the program
Employees should work in a diverse work place in order to allow a clear integration of the multicultural environment. The manager needs to motivate the employees so that the training program is effective. Therefore, motivation theories that can be used to improve the program include:
Expectancy theory
A manager needs to know whether an employee decides to work hard or err. In addition, he requires knowing if a planned rewards program has an opportunity of having a desired effect (Werner & DeSimone, 2009). The expectancy theory suggests that the motivation of an employee is an outcome of three things. One of them is how much a person wants a reward. The other one is the evaluation that the possibility of this effort leads to expected performance. The final factor is the certainty that this performance will lead to a reward. If the employees expect to be rewarded after the exams, they will perform exemplary well in the exams. The manager correlates ideal outcomes to the expected performance level, by using the expectancy theory. Therefore, the manager must ensure that the employees achieve the expected performance level. This is through rewarding the deserving employees for their exceptional performance. As a result, this motivates the employees to do what they are expected to without pressure.
The reinforcement theory
The positive reinforcement theory states that the behavior that leads to p...