Management and Organizational Behavior Employee Motivation

Question: Discuss about theManagement and Organizational Behaviorfor Employee Motivation. Answer: Introduction The organizational behavior is one of the most important aspects required for the smooth functioning of the organization (Miner, 2015). This report would revolve mainly around employee motivation, job satisfaction and the stress management in modern workplaces. The report would be based on the situation given in the Bust Up case study. Problem/Issue Identification The case study focused on the organizational dynamics of a hospital clinic and the silent tiff between Wendy and Tanya. Wendy was angry about the fact that Tanya was promoted to the post of Nurse Manager while she believed that she has the potential to take that post. This caused Wendy to be completely demotivated and she was furious at the workplace. Her over expectation and over-confidence made her unable to bear the actual situation. Instead of focusing on her present job, she was pre-occupied with the promotion and was jealous towards Tanya for securing that position. There was a growing job dissatisfaction for her and she was creating issues in the workplace. Tanya was also finding it difficult to manage the behavior of Wendy as one dissatisfied employee ruins the overall organizational work culture. This concern was bothering Tanya and it has become a matter of concern for her. Explanation of Wendys Behavior The motivation of a person is directly related to the type of forces within the person that affects the intensity, direction and the persistence of his behavior. Wendy lacked motivation due to the professional circumstances. According to Taormina and Gao (2013), the self-esteem parameter of Maslows needs hierarchy indicates that Wendy longed for accomplishment in the workplace. She wished to occupy the senior managerial post in order to gain prestige in the workplace. Every human being has some psychological needs and if they are not fulfilled, they become dissatisfied. The four drive theory of motivation specifies that the personal values, social norms and the various drive based emotions convert into goal-directed effort and choice (Shafi, Khemka Roy Choudhury, 2016). Wendy had the drive to acquire the senior management post and to ride up the hierarchy. She also had the urge to form relationships as well as social commitments. But, these things did not happen with her. She wished to protect herself in the professional environment. The combined effects of all these factors increased her demotivation level. As per the learned needs theory, the needs are influenced by social norms, self-concept and past experiences (Yener Ulukus, 2015). Wendy was promised that she would be the next occupier of the position of the Nursing Manager and when the reality became the opposite, Wendy was completely demotivated. The learned theory states that the individuals are looking for power, affiliation and achievement. Wendy failed to undertake steps that would help her to reach the goals. She wished to gain power, by joining the post of Nurse Manager. These reasons caused internal conflict among her and she was unable to cope up with it. Use of Equity Theory in Explaining Wendys Action The equity theory of the organization justice shows the way people do develop different kinds of perception relating to fairness in the exchange of organizational resources (Greenberg Cohen, 2014). Wendy started comparing her own outcomes with that of Tanyas organizational outcomes. She started feeling that she should also get same benefits, pay, designation, recognition as Tanya enjoyed in the organization. She also felt that it is important to have equal promotion and interesting job like her colleagues. Both Tanya and Wendy worked on the same job role and since Tanya got promoted, so Wendy started believing that it was unequal distribution of outcomes. She wanted to have equal rights and outcomes as that of her co-workers in the same organization. This was the basic reason for the misappropriate behavior of Wendy. Possible Future Actions of Wendy and Recommended strategy for Tanya The EVLN model of employee dissatisfaction would help in the identification of probable future actions of Wendy (Jung Yoon, 2015). She may exit the organization and try to get away from the unsatisfactory situation. Alternatively, she can voice her opinions to the top management for attempting to change the present situation and make her replace Tanya. It is also possible that Wendy would completely neglect her job role, organizational duty and would less likely to focus on her work. Tanya should try to formulate a strategy in order to handle the current organizational imbalance caused due to the negative behavior of an employee. She should try to talk directly with Wendy and make her understand the current situation. She can alternatively consult with the top management and offer a more aspiring position to Wendy, so that she would be well motivated in her job role in the organization. Stress Management Plan for Tanya The primary cause of stress for Tanya is the growing intolerance in the workplace and the disturbing attitude of her co-worker Wendy. This was causing a negative vibe in the workplace and lowering of the productivity. Tanya was the manager of the clinic and hence these tensions bothered her. The stress management strategy for Tanya is discussed as under- Conduct motivational sessions for employees of the clinic so that they are empowered. Engage in face to face discussion with Wendy and show her how her behavior is affecting the entire organizational culture (Folkman, 2013). Practice deep breathing and meditation exercises (Armstrong Taylor, 2014). Involve top management and discuss about the issue. She should discuss about providing some challenging job roles to Wendy so that she can survive in the organization happily. Give non-financial rewards to Wendy, which may cause temporary relief of the situation. Conclusion The organizational behavior is one of the most powerful aspects for the smooth functioning of the modern organizations. This report discussed the different attributes of the organizational behavior of employees, employee demotivation and stress caused due to misappropriate behavior in the workplace. It helped to gain learning of organizational dynamics by studying the case of Wendy and Tanya. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. 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