Organisational Theory and Behaviour Performance

Question: Discuss about the Organisational Theory and Behaviour Performance. Answer: Introduction: The argument outlines the factor that the motivation is an integral part of maintaining effective employment relations in the organization. There are two types of rewards that can be given to the employees, one is financial and other is non financial rewards to motivate them to perform better in the organization. The organization has their expectations from the each employee. This essay will help to explain all the pros and cons of giving the incentives to the employees in the organization. Also, this essay states about the theories of motivation to evaluate the need of the people and the job satisfaction criteria. Some of the steps can be taken to save the employees from de-motivation. The discrimination may occur if the preference is given to one employee in comparison to the other employees. To meet the goals of the organization, it is very important to analyze the behavior of the employee in the organization. Organizational behavior is basically a process of determining the groups and individual activities in the organization where the employees are working. The Organization behavior is important because all the people, employees and organizations care about it. The organizational behavior matters to engage the employees in the organization goal setting. It promotes the employee relationship and that consequently provides motivation for the employees. The main aim of this approach is to make employees more special and important by involving them into the decision making process to know about their ideas and if these opinions are implemented or supported by the management, then it will be a great source of encouragement for the employees (Baijumon, 2015). There are many challenges faced by the organization that creates problems for the organizational behavior to determin e the needs and working activities of the employees. These challenges include many ethical concerns, environmental factors and technology etc. Talking about the Rewards, some people in the organization are motivated by the financial rewards whereas some of the employees need non-monetary incentives. Thus, it is very essential to determine in what way an employee is motivated. Monetary rewards motivate a huge number of employees in the organization. The organization distributed its profits among the employees working so that they work effectively and efficiently. There are many organizations that have the policy to give bonuses to their employees after every year, six months or even after 3 months and it is totally based on the organization size (Schmitz, 2012). The monetary rewards are in the form of bonuses, increments every year, promotion, increase in the salary etc. some of the employees are also motivated by the means of allowances, remuneration, family insurance and other perks. So the funds like provident fund for the employees should be maintained. Apart from the Monetary rewards, there are employees who do not work for the money or financial rewards as they require non-monetary incentives like performance appraisal, appreciation in front of the organization, gift cards or trophies for the best performance in the organization. The organization needs to organize various employee recognition events to appreciate the employees who performed well in the previous years. Every employee in the organization wants appraisal to work more hard. Some of the organization announced an employee of the month to know the employees that they are very significant for the profitability of the organization. These types of ideas are found very effective for the organization as it is very simple, saving the time and cost of the organization (Team, 2012). The numbers of the non monetary incentives that can be given to the employees to motivate them are: - Monthly, half yearly and yearly conduction of the programs of Employee recognition. Appraisal in front of the other employees of whole organization will lead to the better productivity by all the employees. Gift cards and vouchers for the employees as token of appreciation. Displaying the name of the best employee on the board every month to create a feeling of importance in their hearts and they will work more, to get recognition. The engagement of staff is very important as to increase the productivity and the employee engagement follows some steps like to prepare, include, communicate and then clarify. It is very important that, first of all the employees should be prepared with some ideas or opinions in his mind as the top management will require their participation. Next is to include all the employees in work to achieve the goal of the company. Communication about the information is important to take best decisions and to judge the best performance of the employees. The Clarity of ideas is important that all employees are in the knowledge of needs and interests of the management (Burton, 2012). Each employee must understand their functions and expected results and how they will be measured. The engagement of staff in the organization yields to more results and enhances the team work to work together in a harmony. The Employees are the best tool for taking the right decisions for the company. The incentives are given to all the best performer employees in the organization and that engagement of staff in the work will lead to the innovation of new ideas in the welfare of the organ ization so its better to make the part of the decision making process. The employee engagement in the work will lowers the absenteeism and improves the productivity and morale of the organization. The employee will not leave the organization if the proper incentives and appreciation is given to them so these incentives enhance the employee retention in the organization (Dobre, 2013). Organizational behavior is the process by the means to determine and analyze the needs of employees and different ways to satisfy their needs. Before offering any incentives to the employees, it is very important to analyze the organizational need of the employees. After examining the needs of the workers organization should offer the rewards and encouragement accordingly. In the organizational behavior concepts, there are many theories introduced by the different people. Maslow's hierarchy theory introduce the five levels of needs and the lower level is physiological needs which involves all the basic needs like food, shelter and clothing and these needs are very important to fulfill for the survival. Anothertype of need is safety needs like job security and then comes the emotional need of the people that may include families, friends and affection etc. The esteem needs represent the respect, trust, confidence and achievements. The last one need is about creativity, acceptance of i deas etc. According to Maslow the basic needs must be satisfied only after than the self actualization needs fulfilled (Ganta, 2014). The next theory is introduced by Herzbergs which is a theory of motivation. Herzberg theoryhelps in examining the ways to satisfy people and what not satisfy the people. It is an obvious thing that the source of motivation is not the same as the source of de-motivation. According this theory the factors that motivate the employees of the organization are the motivators and the things which de-motivate the employees refer to as the hygiene factors. Equity theory was established by John Stacey Adams that focus on the fact that every employee in the organization should be considered equal and no biasness among the people occurs because giving the importance to one employee in the organization and avoiding the other employees can de motivate the others. For example, Incentive is offered to one employee in the organization for the best performance but no rewards for the similar performance by the other employee. This is highly de-motivation for the employee and it may lead to give the res ignation by the employee itself. The conflict occurs between the employee and the superior managers of the organization (Sager, 2011). Furthermore, these types of incentives will in the favor of the organization or it may possible that these have a negative impact on the organization performance. There are both pros and cons of motivating the employees by providing the incentives and rewards. The positive effects of these incentives on the organization are like the most important advantage of offering incentives to employees is that employee feels motivated towards the work in the organization and they will work hard to get the motivation again and again. The employee will not leave the organization if the proper incentives and appreciation is given to them so these incentives enhance the employee retention in the organization. Non-monetary incentives save the costs as appreciation and recognition involve no expense (Johnson, 1997). These help in improving the attitude of the employees in the organization. The employees in the organization are much more satisfied in job by receiving increments or bonuses and these h elps them to work harder. The employees of the organization will be goal oriented if financial incentive is given for achieving its targets. Moreover, the incentives and appreciation creates a positive environment for the employees as a result of which it increases the morale of the organization. The loyalty of employees and the organization is something that can buy with money, but employee incentive programs help to make good loyal relations between company and employees. If an employee is motivated and appreciated and employee understands the fact that how important they are for the organization, it will be more likely that they will come up for the company which will automatically reduce the absenteeism of the employees (Kuranchie-Mensah Amponsah-Tawiah, 2016). Furthermore, Team Work is promoted as all the employees collectively motivated to work together to achieve the goals and teamwork leads to efficiency. Also, it is beneficial in reducing the turnover of the organization b ecause the company needs not to hire new employees in the organization. The organization focuses to retain the loyal employees. The drawbacks of the application of the reward system in the organization are shown below: Employee recognition programs and events involve huge expenditure and great efforts and time. The conflict because of the discrimination may occur, if the preference is given to only employee in comparison to the other employee. The conflict between employee and top management is harmful for the success of the company (Shanks, 2011). The employees may leave the organization if they were de-motivated by the discrimination Monetary incentives increase the cost of the organization. The needs of the people are changing on a regular basis and so its recommended to determine the demands of the employees by using several methods. The methods used to analyze the demand of the employees are questionnaires, surveys, interviews etc. This analysis of the employee's demand is only possible by the trained people and experienced management staff. The data is collected by using these methods and then motivate the employees on the basis of their needs and satisfaction level. The organization needs to organize various employee recognition events to appreciate the employees who performed well in the previous years. Every employee in the organization wants appraisal to work more hard. Some of the organization announced employee of the month to know the employees that they are very significant for the profitability of the organization. Suppose the organization offer a non monetary incentive to company employee, but that employee was expecting some monetary or financial reward. This will spoil the main aim of providing the incentives. This is the reason that the company should know what their employees actually want. Only then the various tactics are to be used by the organization to motivate their employees. Motivation is basically inducing the employees to work. It is clear that the manager of the organization is responsible for maintaining the rules and balance in the employee and the organization. The rules made by the company should be simple and justifiable to the workforce. The leaders or the supervisor in the company should be very talented and is capable of handling the team of employees. The managers or superiors should not need to be strict because it may be difficult for the workers to work under pressure. The employees in the organization always work in the positive environment for better results. To motivate the employees more, the management should promote the involvement of the employees in the decision making of the organization (Kuranchie-Mensah Amponsah-Tawiah, 2016). The people or the employees feel highly motivated and special to be the integral part of the organization. Management needs to work in the team. The managers should do the planning and research work to deal with the different situations. The research involves the surveys to maintain the proper data and to analyze the results. The managers should apply the programs in every aspectto make the workplace problem free and all the employees work in a team to get the better results. The training of employees is important to work with diversity because it will help them in adapting the people of different cultures. The one who supervises along with the manager must be honest and work for the profits of the organization and talent management. As we know that the leaders and managers maintain a good relationship with the people so that they come to know about the exact problems and find out the solutions accordingly. The employees have the great zeal and enthusiasm towards their work in the organization. The HR personnel should be honest with the employees to convey the rules and policies of the organization clearly. An employee is an asset to the organization and the organization need to maintain that asset with motivation and financial support (Dobre, 2013).A satisfied employee is one who knows his importance and values and company need to put his efforts to retain the loyal and experienced employees by solving their problems and fulfilling their needs. The motivation and reward strategy are the best techniques to achieve the goals of the company. Basically, it is a two way strategy because both management and employees are accountable to work together with each other and maintains harmony at the workplace. It is concluded from the argument that the employees need to express about their likings and disliking about the management. By doing this, the employees of the company make good relationship with the management and also improves the working environment of the organization. Thus the reward strategy is the best strategy to motivate the employees. The employee job satisfaction is very important if the company is providing good amount of incentives to their employees. However, there are many companies who introduce a suggestion box to know about the drawbacks and issues related to the management from the subordinates. References Baijumon, P., 2015. Organisational theory and behaviour, Available at: https://www.universityofcalicut.info/SDE/I_MCom_Organizational_theory_and_behaviour_on16March2016.pdf Burton, K., 2012. A Study of Motivation: How to Get Your Employees Moving, Available at: https://spea.indiana.edu/doc/undergraduate/ugrd_thesis2012_mgmt_burton.pdf Dobre, O., 2013. Employee motivation and organizational performance, Available at: ftp://ftp.repec.org/opt/ReDIF/RePEc/rse/wpaper/R5_5_DobreOvidiuIliuta_p53_60.pdf Ganta, V., 2014. Motivation in the workplace to improve the employee performance. International Journal of Engineering Technology, Management and Applied Sciences, November, 2(6), pp. 1-10. Johnson, C., 1997. Employee motivation: A comparison of tipped and non-tipped hourly restaurant employees, Available at: https://etd.fcla.edu/CF/CFE0000847/Johnson_Catherine_R_200512_MS.pdf.pdf Kuranchie-Mensah, E. Amponsah-Tawiah, K., 2016. Employee Motivation and Work Performance: A Comparative Study. Journal of Industrial Engineering and Management, 9(2), pp. 255-309. Sager, D., 2011. Leadership and Employee Motivation, Available at: https://www.ideals.illinois.edu/bitstream/handle/2142/537/Sager_Leadership.pdf?sequence=2 Schmitz, A., 2012. 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