POST GRADUATE PROGRAM

INDIVIDUAL ASSIGNMENT FOR THE COURSE OF

ADVANCED ORGANIZATIONAL BEHAVIOR AND DEVELOPMENT

DEPARTMENT: MASTERS OF BUSINESS ADIMNISTRATION (MBA)

DONE BY: ……………………………………………… Dejene Tola Achamo

ID NO………………………………………………………….0714/15

Year 2023
SUBMISSION DATE. ADDIS ABABA, ETHIOPIA

PART I
 How can employers satisfy employees’ needs?

Employers can satisfy employees' needs by:

1. Providing competitive compensation and benefits: Offering competitive salaries, bonuses, and
benefits such as healthcare, retirement plans, and flexible work arrangements can help satisfy
employees' financial needs.

2. Creating a positive work environment: Fostering a positive and inclusive workplace culture,
providing opportunities for professional development, and promoting work-life balance can
contribute to employees' overall satisfaction.

3. Recognizing and rewarding performance: Acknowledging and rewarding employees for their
hard work and achievements can boost morale and motivation.

4. Offering opportunities for growth and advancement: Providing opportunities for career
development, training, and advancement within the organization can satisfy employees' need for
personal and professional growth.

5. Encouraging open communication: Creating an environment where employees feel heard,

valued, and able to express their ideas and concerns can contribute to their overall satisfaction.

6. Providing support for work-life balance: Offering flexible work schedules, remote work
options, and support for family responsibilities can help employees achieve a healthy work-life
balance.

7. Offering perks and incentives: Providing additional perks such as wellness programs,
employee discounts, or social events can contribute to employees' overall satisfaction.

Overall, understanding and addressing employees' needs through various initiatives and policies
can help employers create a positive and fulfilling work environment, leading to higher levels of
employee satisfaction and retention.

Would the same type of incentives or rewards satisfy all employees?

No, the same type of incentives or rewards may not satisfy all employees. Different individuals
have different needs, preferences, and motivations. Some employees may value financial rewards
such as bonuses, while others may prefer opportunities for professional development or a
positive work environment. It's important for employers to understand their employees'
individual preferences and tailor incentives and rewards to meet their diverse needs. This can be
achieved through regular communication, feedback, and understanding of what motivates and
satisfies each employee.
If no what type of incentive would motivate employees at each level of need?

At each level of need, different types of incentives may be more effective in motivating
employees:
1. Physiological needs: For employees at this level, basic needs such as fair wages, health
benefits, and a safe work environment are important incentives.
2. Safety needs: Incentives such as job security, retirement benefits, and a stable work
environment can help satisfy employees' safety needs.
3. Belongingness and love needs: Incentives that foster a sense of community and belonging,
such as team-building activities, social events, and recognition programs, can motivate
employees at this level.
4. Esteem needs: Opportunities for advancement, recognition for achievements, and challenging
work assignments can help satisfy employees' esteem needs.
5. Self-actualization needs: Incentives such as opportunities for professional development,
autonomy in decision-making and meaningful work can motivate employees at this level to reach
their full potential.

PART II

1) Suppose that you are a manager of a company using the following theories of motivation
as a point of reference to motivate you workers: what you have to do procedurally? And
what motivation mechanisms you should employ at each
A) Maslow’s motivation theory
B) McGregor’s theory x and y
C) Herzberg’s two factor( motivation-hygiene) theory
D) McClellan’s theory of need (three needs theory
A) Maslow's motivation theory:
1. Procedurally, you should first understand the different levels of needs in Maslow's hierarchy
(physiological, safety, social, esteem, and self-actualization).
2. Motivation mechanism: To motivate workers at each level, you can provide basic amenities
for physiological needs, ensure a safe and secure work environment for safety needs, create
opportunities for social interaction and team-building for social needs, recognize and reward
achievements for esteem needs, and provide opportunities for personal growth and development
for self-actualization needs.
B) McGregor's theory X and Y:
1. Procedurally, you should assess whether your workers lean towards Theory X (dislike work
and avoid it if possible) or Theory Y (view work as natural and seek out responsibility).
2. Motivation mechanism: For Theory X workers, you may need to use more external motivators
such as rewards and punishments. For Theory Y workers, you can empower them with autonomy
and responsibility.
C) Herzberg's two-factor (motivation-hygiene) theory:
1. Procedurally, you should identify the factors that lead to satisfaction (motivators) and
dissatisfaction (hygiene factors) in the workplace.
2. Motivation mechanism: To motivate workers, you should focus on providing motivators such
as challenging work, recognition, and opportunities for advancement, while also ensuring that
hygiene factors like fair pay, good working conditions, and job security are met.

D) McClelland's theory of need/three needs theory:

1. Procedurally, you should assess whether your workers are primarily driven by the need for
achievement, affiliation, or power.
2. Motivation mechanism: For workers driven by the need for achievement, provide challenging
tasks and opportunities for personal accomplishment. For those driven by the need for affiliation,
create a supportive and collaborative work environment. For those driven by the need for power,
provide opportunities for leadership and influence.

 How can you criticize diverse type of motivation theories?

1. Maslow's Hierarchy of Needs: Critics argue that the hierarchy is not universal and may not
apply to all individuals or cultures. Additionally, the theory does not account for the fact that
people can be motivated by multiple needs simultaneously.

2. Herzberg's Two-Factor Theory: Critics point out that the theory is based on limited research
and may not accurately represent the complex nature of motivation. Additionally, the theory does
not account for individual differences in what constitutes motivators and hygiene factors.

3. Expectancy Theory: Critics argue that the theory oversimplifies the complex nature of
motivation by focusing solely on individual expectations and beliefs. It also does not account for
the role of external factors and environmental influences on motivation.
4. Self-Determination Theory: Critics argue that the theory may not be applicable to all
individuals and cultures, as it is based on Western perspectives of autonomy, competence, and
relatedness. Additionally, some researchers question the empirical evidence supporting the
theory.
5. Reinforcement Theory: Critics argue that the theory oversimplifies human behavior by
focusing solely on external rewards and punishment, neglecting internal motivations and
psychological factors. Additionally, the theory does not account for individual differences in how
people respond to reinforcement.

THE END!