Title 02 IO Psy - Organizational Theories.pdf ✅

SYSTEMS APPROACH ● Argues that the internal structure of the organization is an environment itself ● Highlights that the organization is similar to a human body that consist of different systems that are interrelated ● Components ○ The Individual: every employee whom are dependent of each other ○ The Formal and Informal Organization ○ Patterns of Behavior Role Comprehension: how employees understand their roles and meet targets ○ The Physical: physical aspects of the organization (ex. Co-action decreases creativity) ● Linking Process ○ Communication ○ Balance ○ Decision Analysis ● Goals of the Organization (direction) ○ Growth ○ Stability ○ Interaction SOCIO-TECHNICAL APPROACH ● Job enlargement and enrichment are not the only important aspects ○ Job Enlargement: horizontal loading of functions and responsibilities (more responsibilities) ○ Job Enrichment: vertical loading of functions and responsibilities (less supervision) ● Also includes transforming technology into a meaningful tool in the hands of the users ● Views the organization in terms of the interrelations between people and technology ● Deals with how people affect technology and how technology affects people in the context of the organizational environment CONTINGENCY/SITUATIONAL APPROACH ● Proposed by Herbert A. Simon ● Aka Decision Theory ● Views organizations as a structure composed of choice-makers and argues that there is no one right way to make a decision ○ Different environments require different organizational relationships for optimal effectiveness ● Contingency theorists believe that management is responsible for analyzing business situations and acting accordingly to address issues or challenges MOTIVATION THEORIES MOTIVATION THEORY ● Highlights what drives and inspires employees to work towards their professional goals ● The Why’s of behavior ● Argues that organizations should consider with the different motivations and drives of employees THEORY X AND THEORY Y Theory X – believes that employees are extrinsic in nature ● Proposed by Douglas McGregor ● Argues that employees are extrinsically motivated ● Behavior had to be managed through supervision and the use of reinforcements ● Lack of focus would lead to apathy and resistance Theory Y – believes that employees are intrinsic in nature ● Argues that employees are intrinsically motivated ● Employees are active, responsible, and have their own passions (self-driven) ● They are motivated to meet organizational goals even without constraining organizational controls because they like their job ARGYRIS’ GROWTH PERSPECTIVE Growth – a natural and healthy experience for an individual ● Organizations that acknowledged and aided this growth would be more likely to prosper than those that are ignored or actively inhibited this growth ● Passive to active organisms FOUR DRIVE THEORY Four-Drive Theory – emotions are the source of human motivation and that these emotions are generated through four innate and universal drives ● Drive to Acquire: seek out, take, control, and retain objects and personal experiences ● Drive to Bond: variation of the need for belonging and affiliation, motivates the people to cooperate and, essentially, for organizations and societies ● Drive to Comprehend: need to know, discover answers to unknown ● Drive to Defend: protect ourselves physically, psychologically, and socially THREE NEEDS THEORY Theory of Needs – motivational model that attempts to explain how the needs for achievement, affiliation, 4 | @studywithky