Running Head: MOTIVATIONAL THEORIES -BEHAVIORISM 1
Motivational Theories - Behaviorism
Stephen Johnson
Liberty University
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Introduction
For an organization to run effectively, there needs to be motivation or motivating
considerations injected into the organization for effective operations by the staff, and especially,
employees of the organizations. Motivation basically describes the forces applied to a living
thing for the sake of instigating and providing a direction to this thing’s behavior. At the same
time, motivation is used to provide an explanation to distinct behavior in organisms. In short, it is
also used to explain why different organisms or different people follow different courses in light
of behavior (Gordan & Amutan, 2014). Motivational theories tend to provide an explanation to
the concepts of motivation that employees or people in general apply so that there is clarity as to
the motivating ideas behind employees who are able to meet set targets and those that are not
able to do so. Mea & Sims (2019) provide an expounded view to motivational theories. The
authors provide a framework that provides guidance to leaders in the business field in an effort to
conduct humanistic management with the application of ethics.
The framework details virtues and principles that are an inspiration for ensuring that there
is a streak for human welfare concern and ethical practices, while excellence is an inspired
concept. Both of these applications play the role of providing a basis for the success of business.
This, in totality, contributes to humanistic management and thus, managerial excellence. The first
definition and the definition linked to the framework both focus on the idea of excellence
through target setting and realization. With this in mind, this essay seeks to provide details of the
legal and ethical foundations of the behaviorism theory of motivation, while providing examples
from scripture, and how the theory fits or does not fit into the Human Dignity-Centered
Framework.
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The more exceptional or vigorous a behavior, the greater the motivation levels in a person
or an organism. Behaviorism is well explained within the Reinforcement Theory by B. F.
Skinner. This theory was developed as an explanation to human behavior and their actions. The
Reinforcement Theory can not only be called behaviorism, but it can also be termed as operant
conditioning. The theory is meant to explain that the functioning of human behavior is based on
its consequences (Styles, 2013). This theory has been impactful to different institutions,
including hospitals (mental), business, academic, and governmental institutions. The theory is
effective in explaining human behaviors. The behaviors of human beings and the environment
within which he operates and lives are considered within this theory.
Body
Ethical & Legal Foundations of Behaviorism Motivational Theory
There are various legal and ethical considerations when it comes to the behaviorism theory
of motivation. These foundations of this theory are based on the human dignity-centered
framework, so that the legal aspects are considered within the inputs while the ethical aspects are
present within the ethical prism of principles and virtues. The input stage considers the
challenges that are faced when trying to understand human behavior in a manner that can be
manipulated for the sake of getting human beings to work for rewards. This, in the end, not only
benefits the individual or the employee, but also benefits the organization as a whole, thus seen
as managerial excellence. The legal foundations are based within the input stage, which is the
first, and detailed in the organizational structure, the strategy to be adopted by the organization,
as well as the idea or renewal or a repetition of the process for continuous results.
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The legal foundations, just like the ethical foundations, are important aspects with regard to
generating and encouraging organizational or managerial excellence, seeing that it is the
organization’s management that encourages employees to work towards certain goals for a
reward. To realize and identify the ethical and legal foundations present within an organization,
an organization operates on laws, organizational rules and procedures, social norms, and ethical
codes. The organization also encourages the development of personal principles which develop
for individual employees but with the benefit of both the individual and the organization. In light
of these, it is expected that organizational goals will be met, the employees will grow and
develop organizational values, there will be an uptake of social norms, social values will be
developed, personal values will also be developed, and benefits to others will be realized.
There is need to break down all of these aspects for the sake of finding out how the
behavioral motivation theory operates. The laws identified in this regard are usually considered
on a national aspect, so that it covers the business people operating within a country. The laws in
discussion here fall within employment law. On this note, these laws guide and determine on
what grounds an employee is terminated, their rights in terms of benefits and wages, rights on
discrimination, rights on hiring, rights on leave, rights on overtime, and several other
considerations (Schipani, Milliken, & Dworkin, 2016). In essence, the laws in play are meant to
ensure safety and fairness at the workplace for the employees as well as for the organization.
These laws will ensure that employees have someone to listen to their thoughts and concerns,
while also helping to manage their behavior so that the individual and organizational needs are
met respectively (Quierrez & Idian, 2020). This is to say that management and employee
behavior are aligned to the law. Any breach of law results in negative reinforcement or
punishment.
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It is important to note that these laws not only meet the idea of legal foundations for
behaviorism within an organization, but that these laws also meet the ethical foundations for
behaviorism within the organization. Employment law and practices help ensure that both the
organization and the individual or employee have a voice since they both have rights that ought
to be protected. At the same time, these laws are in play to ensure that the employee behaviors
are molded as they ought to while also encouraging employee productivity. At the end of the day,
organizational effectiveness is realized.
On top of the employment laws in play, there are organizational rules and procedures.
Organizational rules and procedures aid in decision making within the organization while also
aiding in pointing out how best work ought to be performed to meet organizational goals. In the
event that an organization adopts procedures and policies that are clear, uniformity within the
organization is attained, transparency is increased while accountability is assured or improved.
Rules, policies and procedures are controls within an organization that help with determining and
controlling employee behavior for the good of the employees and the organization as a whole
(Verburg et al., 2018). These rules and procedures further help develop employee trust in the
organization, that the organization is able to do as it says through rewarding employees for their
effort in meeting organizational goals. The organizational rules and procedures are done based on
each unique organization. The organization is then able to determine whether or not the trust
built into employees positively impacts the employee performance, thus the organizational
performance.
At this point, the organizational management is then able to adjust the organizational rules
and procedures. They can either be revised upwards or downwards, depending on what impact
on trust and other principles and values that the employees end up embracing. The human
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resource management within the organization is the part of the organization responsible for the
implementation of the organizational rules and procedures. Organizational and employee
performance improves when the motivation is more committed-oriented as opposed to being
control-oriented (Verburg et al., 2018). This then determines employee behavior and reactions,
which then reflect in the organizational performance. In the event that that organizational
performance goes down, then there is a likelihood that the rules and procedures of the
organizations are unfriendly to the employees so that they are demotivated to work in an
environment that has little consideration towards them. This can better be said to be as a result of
a controlling nature of the rules and procedures as opposed to being committed to the welfare
and needs of employees.
At the same time, great performance shows a committed organization to the needs and
welfare of the employees. It is, therefore, safe to say that organizational rules and procedures
determine employee behavior, then trickle down to organizational performance. Not only do the
organizational rules and procedures determine employee behavior, but they also determine their
ethical nature, which can be reflected in their behavior. In the event that organizational rules and
procedures call for the application of unethical aspects in organizational activities, then an
upright employee will decline being part of the activities. However, for those rules and
procedures that expect moral uprightness from employees, then employees will give it their all to
meet own and company needs. To encourage employees to improve own and organizational
performance, then rewards are given to motivate them to work harder and smarter. This can
especially be done through encouraging employees to adhere to organizational rules and
procedures, after which rewards are given. In the end, the organizational employees are morally
upright and performance goals are met.
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Social norms are yet another aspect within ethical and legal foundations applied in the case
of the behaviorism theory of motivation. The social aspect of an organization is just as important
as its economic aspect. This then points to the existence of social norms and their effect on
organizational or employee behavior. Social norms are seen within organizations in form of
corporate social responsibility. An organization that engages in social activities not only shows
its employees that there is hope in humanity in taking care of fellow human beings and trying to
meet their needs in the process (Shen & Benson, 2016). Such activities usually act as an
encouragement for employees so that they see beauty in working for an organization that cares
for others, which might motivate them to improve through organizational performance and
behavior.
An organization’s human resource management focused on the need to embrace and
engage in corporate social responsibility directly reflects and impacts on individual employee
performance. Employees get the idea that an organization that cares for others within the
community would easily care for them, and this can be in the form of their concerns and ideas
being heard, for the good of the organization and the employees. The engagement of the
organization in CSR will then have a direct impact on employee behavior so that this will be
reflected in organizational performance (Shen & Benson, 2016). On that note, social norms take
both a legal and ethical approach. It is legal because all employees are required to engage in it to
paint the organization in good light or just to genuinely help communities. At the same time, it is
ethical because no organization ought to be comfortable experiencing economic growth and
development while the surrounding communities continue fighting poverty, for instance.
The ethical codes of conduct within organization are a significant aspect of conduct
organizational business. With this in mind, it is the foundation upon which employees are able to
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conduct themselves in trustable manners, with confidence, through honesty, trustworthy ways,
and with utmost integrity. With ethical codes of conduct, it is expected that the employees remain
morally upright (Okpara, 2003). On this note, the employee behavior is directly impacted by
ethical codes of conduct so that employees will work hard and according to the laid out code.
There are fewer cases of wrongdoing in its presence and a striving to do right by the
organization. Some are even motivated to do right on a personal level without external
assistance. There is greater organizational commitment as a result.
On this note, employees are able to progress, grow and develop positively. Laws,
organizational rules and procedures, ethical codes, and social norms then result in better
organizational goals, developed organizational values and social values, developed personal
values resulting from personal principles and benefits to others. In the end, it is an all-rounded
result, mostly positive if the organization is committed to its employees which then trickles down
to organizational performance and other stakeholders outside the organization.
Biblical Scripture Examples of Behaviorism Motivational Theory
The Parable of the Talents from Matthew 25:14-30 is a good example. The example is
given of servants who were given talents: 5, 2 and 1 talent. The one with 5 talents gave 5 more
talents on the master returning, the one with 2 talents gave 2 more talents and the one with 1
talent returned only 1 (Bibles, 2008). The lesson here is that those who have will, will gain more
while those who lack will, will have their will taken away. This is similar to matters business.
For an organization, an employee is expected to contribute towards realization of organizational
goals, so that those who hold more senior positions, for instance, are expected to reap more for
the business. Even those holding lower positions are expected to give it their all to contribute
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towards organizational growth and development. Here, positive reinforcement (5 and 2 talents)
and negative punishment apply (1 talent).
In another case David’s life was spared by Saul in 1 Samuel 19. Saul had wanted to kill
David and he even called on his son and servants to ensure that they killed David. However,
Saul’s son, Jonathan, was fond of David and he shared with David what his father was planning
(Bibles, 2008). Jonathan was also able to share with this father what he had done for his people
by killing Goliath, and for this, David’s life was spared. This is positive reinforcement, where
good is rewarded with good.
In Genesis 37 and Judges 15-16, Joseph comes into play. His brothers, out of jealousy for
the youngest of them all and being favored so that he had dreams that painted his brothers in a
negative picture, Joseph was thrown into a pit and sold into slavery. At the same time, Joseph
being sold into slavery took away his chance of ever spending time with his family (Bibles,
2008). The brothers tried punishing their younger brother but God meant it for good and he
blessed Joseph to the point of being king due to his mature wisdom. This is positive
reinforcement for David even though the brothers did it with negative motivation.
It is safe to say that the Bible encourages consequences and rewards for any actions
conducted. Acting in bad light attracts consequences or punishment, while acting positively and
with good intentions attracts positive or negative reinforcement. On this note, therefore, the Bible
has a lot of similarities with the behaviorism theory of motivation. The framework in this line of
thought advocates for punishment in the event that an organism or an employee is found in
wrongdoing. However, positive and negative reinforcements are meant for employees who are
performing well so much so that consequences that are undesirable are removed from their way
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while also ensuring that employees that are well performing are rewarded for the good work. The
extinction portion of behaviorism, however, is unheard of in the Bible or may be difficult to
trace. This, however, is known to happen in places of work as a way of discouraging people from
unethical or unlawful behavior.
Human Dignity-Centered Framework
The Human Dignity-Centered Framework, similar to the ethical and legal foundations of
the behaviorism motivation theory, in terms of the inputs, ethical prism and the results, is an
important framework in explaining human motivations, especially at their places of work. This
framework, especially, provides a platform for the discussion of how religious perspectives, and
in this case, the Christian perspective, plays a significant role in improving business ethics. The
Christian perspective, more than anything, encourages a morally upright life. It is a good
approach for humanistic management so that the work environment is more commitment-based
than it is control-based. It is also a good way of ensuring that organizational needs are met, and
this is done through applying the Christian perspective in a matter of ethics. The idea is to show
commitment to the needs of employees, ensuring that these needs are duly met as well as
ensuring that organizational goals are also met.
The organizational management is tasked with developing the organizational strategy that
is supposed to drive the organizational goals and then the organizational performance. This
organizational management also develops the organizational structure to show the layout of the
organization, the route to be followed for the sake of goal realization (Mea & Sims, 2019). This
can either show commitment to the management or more to the employees. The route adopted
shows in the results of the organization. The strategy and the organizational structure are the
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inputs in the human dignity-centered framework. The organization is then responsible for the
employment of certain principles and virtues at the workplace for ethically upright practices,
caring for human welfare and ensuring and ensuring organizational excellence. Humility, control,
courage, wisdom, magnanimity, and fairness are able to realize the human dignity in light of the
common good, right order and solidarity within the organization. This helps in the realization of
organizational excellence. With these inputs and ethical prism, then the organizational
management is able to realize organizational sustainability, profit and trust.
In light of the above, the framework has a direct connection with the behaviorism
motivation theory. This is so because a working organizational structure and a good and effective
strategy will directly impact the employees so that they are motivated to work in an environment
that has these two aligned with their goals. At the same time, the employee behavior is also
shaped by these two aspects. The organizational structure and strategy by management ought to
show commitment to employees. Principles and values are detailed and encouraged for adoption
within the organization so that they help shape the behavior of employees (Cafferky, 2017). With
encouragement from organizational structuring and principles and values, the employees are able
to work towards goal realization and then to the realization of profits, sustainability in meeting
current employee needs without depleting those of future generations, and encouraging trust
development for an effectively working organization.
Conclusion
To summarize, the human dignity-centered framework is an important aspect in the
behaviorism theory of motivation. Employees will be motivated by the structures and strategy set
within an organization. They will also be motivated to behave in a certain manner by the ethical
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prism in place. The behaviorism theory also borrows a lot from the Bible in the manner in which
employees are motivated so that there are consequences or rewards for their behavior. Lastly,
ethical and legal foundations are building blocks of behaviorism motivation theory since
employees will work based on legal and ethical codes set within and without the organization.
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References
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