Organizational behavior is an important topic in today's business world. This comprehensive research report looks at a variety of aspects of corporate behavior. Ideas about motivation and equity models are included in this paper that is twenty-three pages in length and includes four bibliographic references.
Name of Research Paper File: D0_MTorgmot.rtf
Unformatted Sample Text from the Research Paper:
expected to come to work, do their jobs, go home and be satisfied that they received a paycheck for their work. But during the middle of the 20th century,
organizational sociologists began discovering that certain things made employees perform better on the job. For example, in this day and age management by intimidation is not an effective way
to run a work force. Yet 30 years ago, the archetype of the loud, obnoxious boss who was offensive and offending was very common. By the same token,
calling women "honey" was not considered offense 30 years ago either. Nowadays, many women workers dont like that term. In fact, many women workers have taken the term
to be a sign of sexual harassment. As all of this has changed, the need for understanding what makes workers perform better
has increased. This is particularly true in todays marketplace, which is highly competitive and very global. The company that has the most motivated and high-producing employees is likely
to do better than the company that does not. As a result, more and more motivational models are being developed by organizational sociologists to try to answer that thorny
question put forth by bosses and managers everywhere: "how do I get more out of my workers?" In this paper, we will
attempt to examine such organizational behavior. We will defined a variety of motivational models including achievement, affiliation and competence, and we will provide examples of each of these models
to demonstrate how they operate in the workplace. Also defined will be the expectancy at equity models and how these operate in the workplace. Finally, using the example