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Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behaviour: Improving the Performance and Commitment in the Workplace
Name
Institutional Affiliation
1
ORGANIZATIONAL BEHAVIOR
2
Organizational Behavior: Improving Performance and Commitment in the Workplace
Please respond to the following questions
1. What is the major difficulty with content models of motivation?
The major difficulty with the content models of motivation is that each does not encompass all
the elements required for motivation in individuals. There are different theories of motivation,
and each has differentiated recommendation when being applied and thus the difficulty is faced
when two or more theories are to be applied since they could all have elements that would be
useful in increasing the motivation of a person. Each model of motivation is different from the
next and because of these small differences between the models, one may experience difficulties
trying to incorporate the content in each for the purpose of increasing their motivation is that of
the employees. For example, in the book, one of the theories of motivation that is discussed is the
Marlow’s Hierarchy of needs which are based on the idea of gaining motivation as a result of the
needs required to be fulfilled by a person or a group. Using the content of the model as an
example, it is evident that for employees who may not identify needs that they want to fulfill for
example an employee who has their basic needs covered but still remains unmotivated could use
a different model for their motivation.
2. Explain the law of effect on which OB Mod is heavily based.
Organizational behavior modification or its shortened term OB Mod is the practice of applying
behavior modification techniques in the workplace for the attainment of set goals and objectives
pertaining to both the employee and the organization. Organizational behavior modification is
heavily reliant and based on the law of effect. The law of effect maintains that a person is more
likely to repeat behavior that is rewarded or behavior that goes unpunished. Therefore, behavior
ORGANIZATIONAL BEHAVIOR
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that is deemed favorable is rewarded or assumed to be followed by positive consequences. On
the other hand, the opposite is true, whereby poor behavior goes unrewarded or at least punished
and due to the negative consequences rarely repeated. To help modify the behavior of the
employee reinforcement is often used as a technique in which the preferred behavior or desired
change in behavior is encouraged by rewards and recognition which are two common tools of
helping the OB work effectively.
3. Compare and contrast the benefits of intrinsic rewards such as recognition and extrinsic
rewards such as pay as forms of motivation.
Intrinsic motivation is a type of motivation that is driven by an interest held by the individual.
Additionally, an enjoyment expressed by the person when completing tasks is another way of
identifying intrinsic motivation. Conversely, extrinsic motivation is the motivation that is driven
by external tools, elements, and external pressure. Instead of the individual finding motivation
from within because of, say, for example, their increased interest in the task or project, they rely
on the external pressure to perform and remain motivated. An example of extrinsic motivation
tools includes money, promotions, coercion, and the threat of punishment. There are many
benefits attached to intrinsic motivation than extrinsic motivation. One of the primary benefits is
that with intrinsic motivation the person does not need coercion or threats since their motivation
comes naturally. On the other hand, the extrinsic motivation is dependent on another person as
opposed to the motivation being from within, and beca...
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