The Theory Of Organizational Behavior

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In organizational behavior, there are many topics researched. Motivation happens to be the most researched (Robbins & Judge, 2014, p. 96). According to Robbins and Judge (2014), motivation includes the processes accounting for a person’s intensity, persistence of effort, and direction toward completing a goal (p. 97). The three concepts capturing the essence of motivation include hope, action, and vision. Pinder’s (2008) findings explained the following: Hope is one of many energizing internal forces that can arouse an individual towards action. Vision provides direction for the person’s actions as well as the sense of conviction and tenacity to persist when the going gets tough. Finally, action itself is what brings about change in a person’s circumstances, such as those of Dr. Frank O’Dea when he realized that he would not survive long unless he radically changed his and, along the way, the lives of countless beneficiaries in Canada and abroad (p. 3). It is easy to discuss the different theories pertaining to motivation such as Maslow’s hierarchy of needs, theory X and theory Y, the two-factor theory, and McClelland’s theory of needs (Robbins & Judge, 2014). However, there is more to motivation such as the job characteristics model, work motivation, and rewards used to inspire employees. Job design outlines the manner in which elements of a job are categorized and arranged and how they decrease or increase effort. It also suggests what the elements are. (Robbins &
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