Organizational Behavior

Paper Summary:

The paper discusses how management must be able to motivate all staff employees, improve performance and appropriately address employees' resistance to increasing productivity. The paper examines the organizational efforts of an average retail store and identifies motivational theories such as managing diversity, releasing every employee's potential, mentoring, motivation through equity, expectancy and goal setting, and levels of trust between management and employees. The paper concludes that a retail establishment would be well-advised to implement an "employee ethics" theory into its management efforts.

Outline:
Introduction
Releasing Every Employee's Potential
Managing Diversity
Motivation through Equity
Expectancy
Goal Setting and Levels of Trust
Overview of Motivational Theories
Employee Retention
Conclusion

From the Paper:

"One such theory of employee motivation is called motivation theory, which seeks to explain all kinds of motivated behavior in different situations, including behavior in organizations. Compensation administration is an application of motivation theory (Mitchell, 1992). Since the majority of behavior is sense motivated, individuals are greatly influenced by their environment. Thus, retail establishments can influence people's behavior by changing environments and rewards. The best known theory of motivation in this area is Maslow's theory of human motivation, which centers on the theory of "physiological needs (Maslow, 1943)."

Sample of Sources Used:

• Katz, D. (1958). The Motivational Basis of Organizational Behavior. Behavioral Science, vol. 9, pp. 131-146.
• Maslow, A.H. (1943). A Theory of Human Motivation. Psychological Review, 50, 370-396.
• McLelland, D.C. & Burnham, D.H. (1976). Power is the Great Motivator. Harvard Business Review, 54, 100-110.
• McGregor, D. (1960). The Human Side of Enterprise. New York: McGraw-Hill.
• Mitchell, T.R. (1992). Motivational Strategies. Personnel Management, 10.

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