Organizational Behavior Theory Assignment Help

Organizational Behavior Theory Assignment Help 1. Compare and contrast ERG theory with McClelland’s theory of learned needs. 2. You want production employees at your company to be more motivated to complete their assignments more

efficiently. They are confident that they can perform their jobs more efficiently and the rewards you give employees (pay checks, paid time off, etc.) are valued by these people. Identify the one element of expectancy theory that requires improvement and identify three possible actions that would increase employee motivation through this element.

Employee Motivation and Theories Answer 1: Compare and Contrast of ERG theory with McClelland’s Theory The ERG theory is based on the hierarchy form and believes that the three types of needs motivate employees or people in the organizations. In the three types of needs, the ERG theory more focuses on the existence, relatedness and growth needs that motivate employees in the organization. In compare to this, McClelland’s theory more focuses on the lifetime needs and believes that in lifetime an individual require three types of needs such as needs for achievement, need for affiliation and need for power. These needs help the individual to motivate in the life (Daft, Kendrick & Vershinina, 2010). According to the McClelland’s theory, an individual is not born with these needs but may learn through the experience in the life. On the other hand, ERG theory believes that an individual moves up step by step in the hierarchy in order to fulfill its needs and demands. It is identified that both the theories satisfies the needs of the individual and evaluate the behavior of individuals in order to achieve the needs. These two theories also focus on the abilities and capabilities of individuals in order to satisfy the needs and wants (Lytras & Pablos, 2008).

Answer 2: Expectancy Theory In order to achieve desired level of outcome and to motivate production employees, manager needs to improve expectancy element of the expectancy theory. Through the development of this element, manager can effectively create a healthy link between efforts and performance by employees. With the help of this, manager can also lead the employees’ efforts to the desire level of performance in order to provide benefits to the company as well as employees. In this, manager needs to motivate employees about their skills and knowledge (Landy & Conte, 2009). So, that employee can work hard and achieve certain level of performance.

Possible Actions to Increase Employee Motivation Through this element, to improve the motivation in employees, manager would make effective linkage between employees’ efforts and performance. In this, manager will motivate employees to work hard and achieve their desire level of performance in order to improve their skills and living standard in the society. In the actions, manager would also provide effective financial and non-financial support to the employees. In this, manager would provide more incentives and rewards to the employees, who achieved their performance level in the organization (Wright, 2006). For the motivation of production employees, the improvement of this element would also encourage manager to take actions related to the development of relationship between employees and management team. This action would also support the manager to motivate employees to make effective environment in the organization and support each other in order to reach a high level of performance in the company (Fiore, 2004).

References Daft, R. L., Kendrick, M. & Vershinina, N. (2010). Management-International Edition. USA: Cengage Learning EMEA. Fiore, D. J. (2004). Introduction to Ed. Admin: Standards, Theories, and Practice. USA: Eye on Education. Landy, F. J. & Conte, J. M. (2009). Work in the 21st Century: An Introduction to Industrial and Organizational Psychology. USA: John Wiley & Sons. Lytras, M. D. & Pablos, P. O. D. (2008). Knowledge Ecology in Global Business: Managing Intellectual Capital. USA: Idea Group Inc (IGI). Wright, R. (2006). Consumer Behavior. USA: Cengage Learning EMEA.

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