Read Chapter 5 Product:M: Organizational Behavior Edition:4thAuthor:Steven McShane,Mary Von Glinowhttps://myebooks.mheducation.com/bookshelf/ebooksAs mentioned in the video lecture presentation,...

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Read Chapter 5

Product:M: Organizational Behavior

Edition:4thAuthor:Steven McShane,Mary Von Glinowhttps://myebooks.mheducation.com/bookshelf/ebooksAs mentioned in the video lecture presentation, please watch the following video. It is THE BEST video EVER CREATED to demonstrate Equity Theory.
https://youtu.be/meiU6TxysCg



And finally, here is a link to another wonderful video lecture presentation on Chapter 5 concepts. Expectancy Theory, which appears in the first half of the chapter, is included in this presentation.
https://youtu.be/jboh9TyuTRw





BTW: The people in Taco Bell didn't seem to mind too much when I asked to take pictures of their cars. Good folks abound.


ASSIGNMENT


I would like for you to choose at least three of the topics from the second half of the chapter (e.g., distributive and procedural justice, equity theory, expectancy theory, job characteristics model, job rotation/enlargement, and job enrichment) to analyze. In your 5-6 page write-up, identify ways that you have seen and/or experienced the concepts at play in your workplace and other organizations. Be sure to describe the theories/concepts as you describe examples and personal lessons that you can take with you into future leadership situations.




Answered 2 days AfterApr 19, 2021

Answer To: Read Chapter 5 Product:M: Organizational Behavior Edition:4thAuthor:Steven McShane,Mary Von...

Dr. Vidhya answered on Apr 21 2021
145 Votes
Running Head: ORGANIZATIONAL BEHAVIOR                        1
ORGANIZATIONAL BEHAVIOR                                7
ORGANIZATIONAL BEHAVIOR
Table of Contents
Introduction    3
Equity Theory and the Concept of Vision    3
Expectancy Theory: The Modern Approach    4
Job Enrichment and Application of Motivation    5
Personal Reflection    6
Conclusion    7
References    8
Introduction

In understanding, the complex work environment of modern business, motivational skills and the application of various theories determines the positive organizational behavior. In fact, motivation is the key through which, employees source their power and energy to work not only for their personal betterment but also for it works for the overall wellbeing of the organization (Lloyd & Mertens, 2018).
The positivity brought forward through the application of the various motivational theories is driven from the hierarchy of needs set by Abraham Maslow who discusses in detail the higher order of needs and expectations of professionals from the organization they serve. The following is an analysis of personal reflection over the two theories that determine positive and integrated organizational behavior namely, equity theory and expectancy theory. They ultimately become the main source of job enrichment as well.
Equity Theory and the Concept of Vision
At first, in the context of understanding the role of equity theory in setting up the course of positive organizational behavior, it is important to note that every individual working for any organization is driven from the motivational factor of one kind or the other. Professionals tend to work in an environment that is laced with the opportunities of their personal and professional growth (Ngo-Henha, 2018). Organizations, in a manner that is understandable and comprehensive to the work culture, pertain to design and implement the workplace atmosphere that keeps their employees always motivated. This motivation is driven from the hierarchy of needs, which Maslow identifies as psychological, safety and love along with the self-actualization. These are some of the factors, which project how the needs and the order of motivation are given to the employees in the specific context of their working profile (Lloyd & Mertens, 2018).
In the same context, Adams gave equity theory in 1965, which sources equity and some relatable propositions that professionals tend to set forward. These prepositions define how professionals believe in making inequitable state of relationships to bring down the level of resultant distress in their organizational behavior (Cooper, Ashley & Brownell, 2017). Equity theory, as per the reckoning of Adams, works on some major propositions to enhance the outcomes of the particular work over which, they lay down the anticipations collectively or on individual bases. In other words, the professionals tend to make sure that in the group, the process of maximizing the outcomes is distributed equally to the all group members.
The rewarding is done on internal level in the group when someone does exceptional amount of good work, which may be fruitful to the whole group and vice versa; there can be provisions of the punishment for those who keep inequitable state of relationships with the other group members (Cooper et al., 2017). There is a collective approach, therefore; which is responsible for carrying out...
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