450+ words Discussion + 2 responses: APA format ($7)

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Reflection and Discussion Week 3

Rahul Yadav Kalva

University of the Cumberlands

Organizational Behavior

Dr. Johnny Chavez

Sep 07, 2021

Reflections

The decision-maker needs a variety of information, including feedback from other employees. Some employees prefer to make organizational decisions without feedback from others. Employees who have high self-esteem or self-esteem are highly responsive to feedback from others. Equity theory defines rewards as the average performance of a group in comparison to a group average. Self-efficacy theory defines rewards as the positive impact of individual behavior on the organization. Expectancy theory is similar to self-efficacy theory except that expectations are incorporated into individual goals. Reinforcement theory suggests that rewards, punishments, or negative social consequences are most effective when motivating people to perform, achieve, and act better on subsequent occasions. Equity theory maintains that incentives are the most effective means of influencing people toward a goal (Ali& Anwar, 2021).

An essential aspect of reinforcement theory is that in situations where rewards have been placed on top of other rewards, the person’s desire to achieve an awareness that they should be striving for the desired reward motivates and guides the behavior. The most important determinant of employee engagement is the quality of the work environment that the company offers. Job-related stakeholder engagement is directly related to organizational effectiveness, job-related stakeholder relationships, and employee productivity. The JCM model encourages employees to take on more responsibility for their work, do a better job, and be more proactive and assertive. The JCM encourages employees to take on new challenges and overcome obstacles that would never occur in other environments. Employee involvement measures can motivate employees because participation is more visible and measurable to the firm. Employees are better able to assess and comment on the effectiveness of managers. A key concern of many firms is that as employees learn more about the firm, their willingness to leave the organization increases. For example, many companies use a sign-up bonus system to encourage new employee registrations(Robbins & Judge, 2018).

One way to motivate employees is through the company’s advertising and sales efforts. Some companies do not advertise or use sales to motivate their employees. Employee involvement measures can provide an incentive for all employees to participate in the project. If the activity is performed effectively and efficiently, employees see it as a contribution that is appreciated. The most widely used means of motivating employees to act is to assign performance targets that include rewards. It creates a sense of accomplishment, leading to motivation and more productive performance. Many companies set performance targets so employees know what they can achieve and the obstacles to achieving them. These obstacles can include the fact that they cannot meet a deadline or have a strict training assignment (Robbins & Judge, 2018).

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If the company wants to increase sales, it should not try to increase sales through promotion. If the company wants to increase profits and generate a high return on investment, it should not engage in a new promotion. Any other approach will likely decrease the chances of success and may even decrease profits. Some companies are using quantitative methods to assess promotions. These methods can be very informative. Many individuals are motivated by competitive pressures, such as the need for a quick and easy way to make a sale, forcing them to lower their standards when competing with their suppliers. It motivates them to fraud and deceives their suppliers to obtain a lower price from their competitors. It is the responsibility of the company to investigate the circumstances of a sale and provide the necessary rewards for those who are honest and truthful (Robbins & Judge, 2018).

References

Ali, B. J., & Anwar, G. (2021). An Empirical Study of Employees’ Motivation and its Influence Job Satisfaction. International Journal of Engineering, Business and Management, 5(2), 21-30.

Robbins, S. & Judge T. (2018). Essentials of Organizational Behavior. 14th Boston, MA: Pearson. ISBN 13: 978-0-13-452385-9.