Organizational Psychology (Essay Sample)

Organizational psychology
Name
Institution

Introduction
Motivation is a force that guides, initiates and maintains goal oriented behaviors, or in simpler terms, the driving force behind peoples’ actions (Kakabadse, Bank & Vinnicombe, 2004). Motivation has been diverged from behavioral psychologists, who investigate why people behave in certain manners to why consumers purchase certain products and why employees work productively while others do not. Organizations have realized the importance of understanding employee psychology because their behaviors greatly impact the production of the organization. This paper will review different motivational theories as depicted by different scholars and they include; Taylor’s theory, Herzberg theory, Emmet theory and Maslow’s theory (Saiyadain, 2009). More so, the paper will discuss how leaders in organizations can influence both individuals and groups by motivating them so as to increase productivity
Motivational theories
The working environment possesses vast motivational theories that need utilization or else become of no use. These theories include Taylor’s theory, Herzberg theory, Emmet theory and Maslow’s theory. To begin with, Maslow theory expresses individual’s motivation through a pyramid where he argues that an individual’s basic need are psychological. This means that unless such an individual has had necessities like food and shelter, other higher-level motivations are pointless (King & Lawley 2012). The scholar further argued that this theory applied to work places where if employees did not have a comfortable working environment, higher level motivation would yield no much fruits.
Fredrich Taylor’s theory of motivation claims that workers are motivated only by the wages they receive for the work they do. He further explains that many workers may not enjoy what they do, but they only perform it because of the monetary rewards they get (Herzberg, Mausner, Snyderman & Herzberg, 1993). This explains why most organizations pay workers according to their output or items produced because the higher the wages, the higher the productivity.
Herzberg theory claims that certain conditions like hygiene factors are part of motivating aspects because though they do not directly motivate the employees, they set up a satisfying environment that can push employees to work productively because they are satisfied with the organization’s setting. Nevertheless, Herzberg affirms that such organizational settings only satisfies and do not motivate. This is the case because if an organization sets up high standard hygiene in the working environment, it would not motivate the underpaid employee until a fair rate of pay is given; hence, certain conditions only satisfies rather than motivating (Purdy 2008).
Emmet motivation theory explains that employees feel motivated when they participate and embrace the organization as part of them. This means that the only way of motivating employees is by allowing them to learn, do their best, enjoy work and above all be recognized and respected.
How leaders in organizations should influence both individuals and groups with increasing productivity
The leaders in both small and large organization can put into practice the aforementioned types of motivation so as to increase productivity and retain employees. For instance, Emmet’s motivation theory would be among the best in assisting managers in any given organization because the theory emphasizes on employee recognition in the work place. This recognition fosters freedom and comfortable working environment because the employees end up perceiving that they are cared for and their behaviors towards work and the organization change positively. This recognition could be implemented when managers or leaders in an organization allows open communication (Howard & Callero 2006). Open communication assist managers to interact with the employees in a freer manner to an extent that the manager is in a position to understand the employee and their psychological needs. When the mangers understand these needs they cater for them in a more appropriate manner. Therefore, the manager could involve employees into the organizational functions as a form of motivation by implementing monthly meetings between the employees and the leadership, implementing seminars and workshops for appropriate employees and other interactive aspects. This act of interaction allows employees to develop a sense of acceptance and recognition and will become loyal to the organization and their productivity will be positive.
Fredrich Taylor’s theory of motivation depicts that it is essential to motivate employees by rewarding them. Recognizing employees’ efforts is a crucial factor that needs consideration. The management should ensure that the workers feel as an integral part of the organization by rewarding and compensating them (Lussier & Achua, 2009). This is essential because employees develop a perception that being rewarded is a form of appreciation by the organization and their behavior change positively towards work and their output or production increases. Therefore, it is essential for managers to motivate their employees by rewarding them because it creates a recognition perspective and improve employees’ performance. Motivation through rewarding could come in different forms that include higher pay to a certain percentage every year, rewarding the most productive employees through monetary terms or through packages on subsequent patterns or intervals, granting scholarships to innovative employees or to employees who depict potential. Prior to monetary rewards, other rewards can come in form of medical and insurance covers, holiday allowances and other factors (Berger, 2011). Research argues that motivation through rewards curbs absenteeism percentage and improves employees’ attitude towards work, which in turn leads to more output (Gill, 2010). More so, motivating employees through rewarding them helps in retaining them, which eventually cuts the cost of expenses an organization spends on subsequent recruitment of new employees (Berger, 2011).
Herzberg theory claims that certain conditions like hygiene factors play a significant role in motivating employees because it sets up a comfortable and satisfying environment to the employees. This comfort is created psychologically because the employees perceive that the organizations care for their well being, which in turn change their behavior towards work positively. The managers should realize the importance of understanding the individual needs of each employee and appreciate diversity among the staff (Lussier & Achua, 2009). This means that different employees have different aspects that make them comfortable and their differences vary from age, gender, ethnicity, and sexuality. Managing employees from diverse cultures mean that the mangers or leaders will have to contend with different aspects like food quality or intervals, which may include evening tea, adjusted dressing codes especially for female workers, working hours or days where Muslim faithful will opt not to work on Friday, annual leave, maternity leave or sick leave adjustment among other aspects that satisfy employees or creates a comfortable working environment (Gill, 2010).
Maslow theory supports Herzberg theory because both the theories expresses individual’s motivation through a pyramid where an individual&rs...