Theories of Organizational Behavior
1. Introduction
Organizational behavior is the study of how individuals and groups interact within organizations (Wright, 2011). It encompasses a wide range of topics, including job satisfaction, employee motivation, leadership, teamwork, and communication.
Theories of organizational behavior can help us to better understand why employees behave the way they do and how this affects their performance. In this essay, we will discuss three popular theories of organizational behavior: equity theory, rationality theory, and the garbage can model of decision making. We will also examine how personality traits and expectations affect employee behavior. Finally, we will look at how control and stress modeling can help to improve employee performance.
2. Theories of organizational behavior
2.1 Equity theory
According to equity theory, employees compare their own inputs and outputs (i.e., what they put into their job versus what they get out of it) with those of others (Wright, 2011). If they perceive that there is a discrepancy between their own inputs and outputs and those of others, they will experience psychological distress. For example, an employee who perceives that her workload is heavier than her colleagues’ may become stressed and less productive as a result.
Equity theory can help to explain why employees may react negatively to changes in their work environment, such as a reduction in salary or benefits. It also highlights the importance of maintaining fair and consistent treatment of all employees in order to avoid feelings of inequity.
2. 2 Rationality theory
Rationality theory posits that employees are motivated by self-interest and that they will make decisions that are in their own best interests (Wright, 2011). For example, an employee who is considering whether to quit his job may weigh the pros and cons of doing so before making a decision.
Rationality theory helps to explain why employees may resist change or be reluctant to try new things. It also highlights the importance of offering employees incentives that are in line with their own goals and interests.
2. 3 Garbage can model of decision making
The garbage can model of decision making posits that organizations are like “garbage cans” into which various problems are “thrown” (Wright, 2011). These problems are then sorted into three categories: (1) problems that are known but not yet solved; (2) problems that are known but not yet recognized as such; and (3) problems that are neither known nor recognized as such.
The garbage can model helps to explain why some organizations seem to be in a state of constant chaos. It also highlights the importance of recognizing and addressing problems early on, before they have a chance to become unmanageable.
3. Personality traits and behavior
Personality traits are stable characteristics that affect how we interact with others and respond to our environment (Wright, 2011). For example, extroverts tend to be more outgoing and social than introverts, while people high in neuroticism tend to be more prone to anxiety and stress than those low in neuroticism.
Personality traits can affect employee behavior in a number of ways. For example, extroverts may be more likely to speak up during meetings or take on leadership roles, while people high in neuroticism may be more likely to experience job-related stress.
4. Expectancy theory
Expectancy theory posits that employees are motivated by the expectation that their efforts will result in desired outcomes (Wright, 2011). For example, an employee who expects to receive a promotion if she performs well at her job is likely to be more motivated than an employee who does not have such an expectation.
Expectancy theory highlights the importance of setting realistic goals and providing employees with the resources they need to achieve them. It also suggests that employees are more likely to be motivated if they believe their efforts will be rewarded.
5. Control and stress modeling
Control and stress modeling is a tool that can be used to manage employee stress and improve performance (Wright, 2011). This model identifies three types of stressors:
1. Situational stressors, which are external factors such as workload or deadlines;
2. Personal stressors, which areinternal factors such as personality traits or health conditions; and
3. Coping stressors, which are the strategies that employees use to deal with stressors.
The control and stress modeling tool can help managers to identify which stressors are affecting their employees and to develop strategies for dealing with them. This model highlights the importance of addressing both situational and personal stressors in order to reduce employee stress and improve performance.
6. Conclusion
In conclusion, organizational behavior is the study of how individuals and groups interact within organizations. Theories of organizational behavior can help us to better understand why employees behave the way they do and how this affects their performance. Equity theory, rationality theory, and the garbage can model of decision making are three popular theories of organizational behavior that can help to explain employee behavior. Personality traits and expectations also play a role in determining employee behavior. Finally, control and stress modeling can help to improve employee performance.