Q1: Write a summary on organizational behavior.

SUMMARY

The business has no turnover problem, but it is clear to Pat and other key management workers that the
hourly employees just put in their eight hours a day. They don’t work near their full potential anywhere.
Pat is very unhappy with the situation because, with increasing costs, the only way that the company
can continue to thrive is to increase the productivity of its hourly employees. . money, conditions, and
benefits are not enough. Employees also need other things to motivate them.

Q2: Write major problem of organizational behavior.

Answer:

The main major problem of organizational behavior is how to run a productive company, but
also show its employees that it cares about them as well. In other words, it is about helping
employees find the right work-life balance. For example, a company that provides an on-site
daycare center as an employee benefit or at a reduced cost is one way for the company to show
that it cares about its employees both professionally and personally. This can lead to the
employees contributing to organizational behavior and culture in a positive manner.

Q3: Answer these questions:

Q1: Explain the “motivation problem” in this organization in terms of the content models of Maslow
and . What are the “other things” that the human resources manager is referring to in speaking of
things besides money, conditions, and fringe benefits that are needed to motivate employees?

Taking Maslow’s model into consideration, in this case workers lower order needs are met but their
higher order needs are not identified .They are given all the perks and fringe benefits which satisfy their
lower order needs and thus don’t become any source of motivation. The company lacks in identifying
the needs like acceptance by the employer, prestige and recognition. By identifying these needs the
manager can be able to engross a desire in the employees which would definitely motivate them.
According to Alderfer’s model the growth needs of the employees are not identified .If these needs are
identified and manipulated correctly the employees could be made to work for the betterment of the
company. According to Herzberg’s model the company is not providing motivators to the employees, as
a result of that the employees are feeling no satisfaction in the work and their performance level has
receded.

Q2: Explain the motivation of the employees in this company in terms of one or more of the process
models. On the basis of the responses during the confidential interviews, what would you guess are
some of the expectancies, valences, and inequities of the employees in this company? How about
Pat?

Taking vroom expectancy theory into consideration, an individual puts effort that results in
performance, if the performance yields no rewards that individual will get demotivated. Similarly
according to equity theory employees monitor continuously the degree of equity or in equity that exists
comparing their input and output with each other .When these employees see that their more input
results in no different output they get motiveless. Now, if an individual works very hard and shows good
performance, and still gets the same rewards as income and recognition his morale will definitely recede
which will definitely effect in his output.

Q3: How would you respond to Pat's last question and statement if you were the human resources
manager in this company?

According to me in organization there should be such kind of policies have been made which motivate
employees, and motivate employees to do work with more efficiently and productive because without
motivation no employees can work. And there should be always good relationship between employees
and owner.