Organizational Behavior Group Assignment

        In the Chapter 7 which is Motiavtion and Applied Perfromances practice influence, from this chapter it was shown that how motivation and practices theories which can affect the employee behaviour. One of the theories which is Adam’s equity theory is often seen to be use as one of the main motivation theory to boost their job performances (Greenberg, 1990). In the theory, it states that employees tend to compare their ratios of outcomes which are then further divided to input and output. Based on a research, if employees tend to feel that they are being underpaid or insecure due to job cutting they tend to give negative affective reactions to the organizational authoriities (Adams, 1965). For an example to this case, when the employees witness their co-workers are being dismiss due to job cutting in the organization, the remaining employees in the organization will feel insecure because their job might be at risk and start to have the doubt of anxiety whether they should produce efficient work or just laidback till their organisation dismiss them as well.

It was stated in a research, that employee motivation is one of the policies of managers to increase effectual job management amongst employees in organizations (Ali & Ahmad 2009). From this point a motivated employee is responsive of the definite goals and objectives of he/she must achieve, therefore he/she directs its effort in that direction for it organization. In order to boost the remaining employees in the organization, Hertzberg’s 2-factor theory are often being used to motivate their employee. In this theory, it was defined that there was two sets of factors in deciding employees working attitudes and level of performance, named Motivation & Hygiene Factors (Robbins, 2009). Motivational factors are Intrinsic Factors that will increase employees’ job satisfaction whereas Hygiene Factors are Extrinsic Factors to prevent any employees’ dissatisfaction (Wan Yusoff, Tan & Mohamed Idri, 2013). Based from this statement we can conclude that, in order to increased the remaining employees performance or productivity, motivations factors are must be addressed. For example, an organization can provide proper work conditions and sufficient salary as motivation to their employees, this few factors are actually classified under the hygiene factors but according to the setting of theory, even though it was stated that Extrinsic Factors are less to contribute to employees’ motivation need (Robbins, 2009). The organization in this case should not take lightly of it, if they are planning to keep their remaining employees and hope they would produce effective work.

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