NAME: DENNIS OTIENO ODHIAMBO

STUDENT ID NUMBER: 2145950

CENTRE NAME: DIMA COLLEGE LTD
UNIT: ORGANISATION BEHAVIOUR

THE JOURNAL OF EXPECTANCY THEORY- SEP 2020

THE CONCEPT OF MOTIVATION
DEPARTMENT OF ORGANISATION BEHAVIOUR-DIMA COLLEGE

Question 1 DENNIS.OTIENO
728 Words

Abstract
An organization needs to increase its profit and minimize its expenses. For this to be
achieved, human resources are key asset for a successful journey which is highly
pegged on behavior changes.
Expectancy theory describes the extent to which an individual is likely to pursue a
certain course of action in order to enhance productivity.

Motivation creates need, willingness and goal for an individual to work towards
excellence and satisfaction. Employers tend to reward employees with bonuses, gifts or
positions that make them feel appreciated.
Introduction
The main reason for learning this is to understand the importance of motivation within
an organization and how it affects the performance. By understand one is able to look
on values of motivation such as friendliness, communication between employer and
employee.
Two theories that explain human motivation are;
Maslow’s Hierarchy of needs that states about individuals working towards achieving a
complete development and self –actualization.
Drive Reduction theory that suggests how an individual behaves in order to reduce
needs and maintain a constant physiological position .For example buying a new car yet
you have an existing one.
Materials and methods
The purpose of this research was to find on challenges faced by employees within an
organization in Kenya. The chapter provides a detailed analysis of research findings
and the interpretation of the results of the study. Analyzing and presenting the

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 NAME: DENNIS OTIENO ODHIAMBO
STUDENT ID NUMBER: 2145950
CENTRE NAME: DIMA COLLEGE LTD
UNIT: ORGANISATION BEHAVIOUR

research objectives were considered. The data is mainly presented using bar graphs
and pie charts.

Results

The research questionnaire targeted employees within our country Kenya. A total of
30 questionnaires were issued to the targeted respondents. Only three of the
questionnaires were spoiled and twenty seven were returned fully filled. The figure
below shows the response rate.
Figure 1: Response Rate
120
100
100 90
80

60 Frequency
38
27 42 30 Percentage
40

20 3 10
4
0
Responded Non-Respondend Total

Source: Author (2020)

As shown in the figure 2 above, 88% of the respondents filled and returned the
questionnaire while those who neither filled nor returned the questionnaire were
12% .This was a recommendable response from the participants after several follow-
ups and visits.
Years Employed
The length of working to an extent determines the awareness of the institutional
performance over time and therefore answers the questions that are sought by the
study. The study therefore sought to establish the length of time that the respondents
had been working. The results on this question are presented in the figure below.

Years Employed
16
1-5 Years
6-10 Years
50
11 and Above
Years
34 2

Figure 2:
 NAME: DENNIS OTIENO ODHIAMBO
STUDENT ID NUMBER: 2145950
CENTRE NAME: DIMA COLLEGE LTD
UNIT: ORGANISATION BEHAVIOUR

Source: Author (2020)

From the study, it is very clear that 50% of the respondents have worked in the
institution for a period between 1-5 years. 6-10 years, are 34% and 16% have for
more than 11 years.
Conclusion
The research was aimed at finding how expectancy theory affects business motivation.
This explains how strengths and weakness context can be used to achieve better
performance in an organization.
Effective training goals and objectives set by the organization for the training program
should be duly followed and the organization should be able to evaluate its employees
by comparing the skills acquired from their training to their performance on the job.
Discussion and Recommendation.
The study affirmed that there was a positive relationship between employer and
employee after reaching into an agreement over payment. Supportive friendship
environment should be built within the organization.
Lowly and poorly performing employees can be motivated through; trainings,
involvement in decision making and awarding competency. This will improve their
efficiency, self-esteem and loyalty.
It was noted that all employees who were motivated were performing better and were
free to express their needs.
Limitations of the Study
Getting accurate information from the respondents was a major challenge. There was
poor cooperation leading to misinformation .Threats of strikes were quite near since
majority had lost trust with the management.
To address this challenge, the researcher had to assure the respondents of
confidentiality of the information they gave.
To overcome this challenge, the researcher gave the respondents the questionnaires at
the right time. However, the researcher was constrained by time especially during the
data collection period.

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 NAME: DENNIS OTIENO ODHIAMBO
STUDENT ID NUMBER: 2145950
CENTRE NAME: DIMA COLLEGE LTD
UNIT: ORGANISATION BEHAVIOUR

Question 2
750 Words

Machiavellian is being or acting in accordance with the principles of government

analyzed in Machiavelli’s the prince where political expediency is above morality. And
the short form is Mach.
Political organization skill refers to peoples’ interpersonal style, and how they interact,
respond and inspire others through confidence and trust they hold.
There are two type of Mach.
1. High Mach: individual considered highly manipulative with strong convincing power
when persuading others. There are not easily persuaded and do not waste time on
any opportunity. There is dishonesty, deception, greedy and cunning when acting
since they have master an art of wining without losing. Such people in an
organization are hard to be understood though they are competitive and results
oriented. Supervisor and top manager love them due to the high vision and focus
they hold. This help organization to perform well and plan.
Their confidence is influential and they do not give up easily even in any competition.
Examples of their statement; I can do it, give me a chance, let’s do it, am ready to
start. All those word indicate traits of one who understand him better and fear is not
part of his personality.
Sometime they are very rude or harsh if you go against their principle, Threat and
intimidation can be used especially when they want you to do things on their ways.

2. Low Mach: they keep low profile and very submissive when it comes to action or
decision making. They are honest and loyal when it comes to interaction with others.
Competition and high position is not part of what they need most. Supervisor or
manager has little to gain from them since they are not radical on implementation of
activities that will enhance better performance and productivity in an organization.
Fear is part of what they hold limiting them from trying something new. They do no
perform well compared to high Mach despite been obedient in many issues.

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 NAME: DENNIS OTIENO ODHIAMBO
STUDENT ID NUMBER: 2145950
CENTRE NAME: DIMA COLLEGE LTD
UNIT: ORGANISATION BEHAVIOUR

Advantages
 Good communication skills: this enhances good reputation of a company both
internally and externally. One is able to maintain network and team building without
interfering with others business or personality.
 They are patient; their patient is good as this will help company develop a full
product and monitor its progress without giving up easily.

2b Political tactics are quite common at work place, as this influence decisions making that
affect individuals or a group.
Positive politics build good relationship as one is able to achieve a lot without interfering
With others privacy.
Here are some of political tactics used at work place.
Competition & Scarcity
When people compete for power in an economy, extra hard work is done in order to
survive. This helps an organization to achieve its goal easily. Lazy people are
eliminated and hard work appreciated on the process.
Confidence
Everyone wants to be closes to someone who will stand firm and protect their rights.
This character influence majority in an organization and improve personality of
individual. Confidence people easily build trust among people around them.
Problem solving approach and visible
Those who are able to provide a solution on a problem or task given are respected.
Such a person is an asset to an organization as they lead the rest. By solving problem
makes one visible to member and likeable at the sometime.
Network relationships.
Majority have a say when it comes to influence and relationship matters a lot. Proper
network brings an opportunity and trust among members involved. One is privileged
based on character and association among others.

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 NAME: DENNIS OTIENO ODHIAMBO
STUDENT ID NUMBER: 2145950
CENTRE NAME: DIMA COLLEGE LTD
UNIT: ORGANISATION BEHAVIOUR

Political Pyramid
The development of careers in an organization influence individuals characters, this is
because everyone is working towards gaining or being in a different position both
financially and physical. This helps one to have a reason of working hard and loyal to an
organization.

Behavior Character. 

One who is polite, courteous, cautious and keen, find it easily to interact and mingle with
others without any difficulties. Discipline in this case is important in an organization as
you shall be respected on what you stand for and not position.

Avoiding Negative Politics

By being good example and not a critic’s without considering the facts, a workplace
became more positive and productive when people reason together and solve problems
without spreading rumors, lies or anger.

Summary conclusion
Politics in an organization has both merit and demerit. How it is conducted matters a lot
and without politics it’s had to grow.

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 NAME: DENNIS OTIENO ODHIAMBO
STUDENT ID NUMBER: 2145950
CENTRE NAME: DIMA COLLEGE LTD
UNIT: ORGANISATION BEHAVIOUR

Question 3
651 words

COGNITIVE APPROACH TO LEARNING IN RELATION TO FEEDBACK AND

BEHAVIOURAL MODELING PROCESS

Cognitive approach to learning refers to the mental understanding of information and

concepts through thinking, learning and remembering. This is of great aid when it
comes to modifying and maintaining behaviours in an organization through the feedback
given which tantamount helps in behavior modification.

Types of Feedback

Feedback aids an organization acquire pertinent factual data that will stimulate it's
decision making. The feedback in an organization can be sourced through; objective
data, customers, supervisors, team leaders and managers, peer workers and
subordinates.

There are 4 types of feedback that can be found in a working environment. These
include;

1. Negative feedback.

This is a constructive form of feedback. It is corrective comments on previous

endeavors that went wry and unsuccessful and should not be repeated in the future.

2. Positive feedback.

This is also a constructive form of feedback. It is hinged on affirmative comments of

endeavors that were successful and need to be repeated.

3. Negative feed forward.

These are futuristic comments made on what should be avoided in the future.

4. Positive feed forward.

These are affirmative futuristic comments on what should be be done so as to enhance

productivity.

The four forms of feedback can be of great and relevant aid to an organization as it can
help determine and foster behaviour patterns. An organization should endeavor to strike
a balance between the four. This will help mold the behaviors of employees into being

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 NAME: DENNIS OTIENO ODHIAMBO
STUDENT ID NUMBER: 2145950
CENTRE NAME: DIMA COLLEGE LTD
UNIT: ORGANISATION BEHAVIOUR

goal and success oriented which will translate into better results. For example, with the
understanding that too much negative feed may demoralize an employee and make
them less productive, a manager may opt to do it in a more amicable way.

BEHAVIOURAL MODELING PROCESS

Behavioral modeling process in a work place is a encompassed in social learning

theory. This is pegged on showing employees how to do something and guiding them
into copying the already modeled behavior. This can be done through the following;

1. Demonstrating work tasks.

This is where a manager sits down and physically does the work together with the
employees. This gives room to the employees to ask questions and seek clarifications.
This is opposed to simply giving them a bunch of guidelines and leaving them to
maneuver it on their own. This helps cultivate team spirit and open communication.

2. Developing work ethics.

People have a proclivity to follow your example as opposed to your advice. Most
employees are likely to imitate the behavioral patterns of top managements. If the
management are diligent and accountable, the employees will replicate the same. The
company should strive to ensure ethics such as integrity is entrenched from the top
leadership to other employees. This will boost productivity.

3. Refining communication styles.

Managers ought to be professional and courteous. This will inspire employees to do the
same.

4. Honesty.

Managers should inculcate honesty in their employees by being honest themselves.

This will enhance a sense of accountability and responsibility.

5. Refusal to play workplace politics.

Managers should endeavor to cultivate an atmosphere where no one is discriminated.

Professionalism should be at the core. This will ensure everyone works together for in
order to achieve the planned results. Team work will also be cultivated.

It is axiomatic that a company reaps what it sows. Cognitive approach to learning in light
of feedback and behavior modeling process highly dictates how employees will perform.

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 NAME: DENNIS OTIENO ODHIAMBO
STUDENT ID NUMBER: 2145950
CENTRE NAME: DIMA COLLEGE LTD
UNIT: ORGANISATION BEHAVIOUR

Employee’s performance is the performance of an organization. An organization is only

as successful as how it uses its feedback and the comply behavioral culture it cultivates.

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 NAME: DENNIS OTIENO ODHIAMBO
STUDENT ID NUMBER: 2145950
CENTRE NAME: DIMA COLLEGE LTD
UNIT: ORGANISATION BEHAVIOUR

Question 4
Words 725 ETHICS AND SOCIAL RESPONSIBILITY.

Presented by Dennis Otieno

September 25th 2020

Nairobi- Kenya.

Good afternoon, Mr and Mrs, faculty, staffs, guest, and Honorable brothers. My name is
Dennis Otieno and am here today to speak about role of ethics and social responsibility.
Kindly feel comfortable.

Ethics and social responsibility are an imperative factor for the proper running of an
organization. In cases where a business may experience unethical behaviors or even
lack of cooperate social responsibility, it becomes prone to prejudice and therefore its
reputation is destroyed. This in turn may make the business less appealing to relevant
stakeholders, investors or even owners of the business.

We can therefore say companies which make the practice of ethical and social
responsibility generate better outcomes.

Ethics can then be referred to as values and principles that guide and govern the
actions of a business. On the business context, it may mean applying principles of
honesty and fairness to relationships with coworkers and customers. They are the rules,
standards, codes or principles that provide guidance for morally appropriate behaviour
in managerial decisions relating to the operations of the corporation, and business
relationship with the society.

1) Building Customer Loyalty- A Company’s reputation for ethical behaviours can aid in
creating a more positive image in the marketplace and avoid prejudice, and in turn this
can bring in new customers through referrals.

2) Retain Good Employees- Companies who are fair and open in their dealings with
employees have a better chance of retaining the most innovative and effective
employees.

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 NAME: DENNIS OTIENO ODHIAMBO
STUDENT ID NUMBER: 2145950
CENTRE NAME: DIMA COLLEGE LTD
UNIT: ORGANISATION BEHAVIOUR

3) Positive work environment- When employees are ethical, they are perceived as team
players and hence develop positive relationship with coworkers. By doing so, their
supervisors are able to trust them with confidential information.

4) Avoid legal problems- With good ethical values, a company's management is able to
comply with environmental regulations and their aim is not self-driven by the purpose of
pursuit of profit, ignoring safety hazards of workers and using sub-standard materials in
their work.

Here are steps an organization must consider as part of an ethical stance;

1. Choose the best ethical response and implement it- Comparing choices with the
perfect ethical outcome may help in making final decision which must be
consistent with the company’s goals, culture and value system as well as those
of the individual decision makers.

2. Recognize the different ethics involved. - Before making informed ethical

decisions, it’s important to recognize that an ethical situation exists so as to avoid
problems.
3. Identify key stakeholders involved and determine how the decision will affect
them.- A business can influence or be influenced by a myriad of stakeholders, for
example, employees, customers and community needs. Before making a
decision therefore, managers must sort important stakes in the situation.
4. Generate alternative choices and distinguish between ethical and unethical
responses. When generating alternative courses of action and evaluating the
courses of each one, asking and answering questions and ensuring balance
between the choices can ensure that everyone involved is aware of the ethical
dimensions of the issue.

Corporate Social Responsibility

It refers to a business system that enables the production and distribution of wealth for
the betterment of stakeholders through the implementation and integration of ethical
systems and sustainable management practices. Furthermore, it refers to the
responsibility of enterprises for their impacts on society.

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 NAME: DENNIS OTIENO ODHIAMBO
STUDENT ID NUMBER: 2145950
CENTRE NAME: DIMA COLLEGE LTD
UNIT: ORGANISATION BEHAVIOUR

Reasons as to why CSR has become popular

1) Leads to innovation- Due to sustainability, a company's research and development

efforts leads to creation of new products.

2) Cost savings- One of the easiest places for a company to start engaging in
sustainability is to use CSR as a way to cut costs.

3) Brand differentiation- This is because it incorporates the company’s values into

their business model.

4)Long-term thinking- It’s a shift from worrying about the next fiscal quarters financial
results to impact business decisions today have on financial9and social0 results ten
years from now.

5) Customer engagement- Using CSR can help you engage with your customers in
new ways and more effective and easier.

6) Employee Engagement- It helps ones employees know what’s going on in the

organization.

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 NAME: DENNIS OTIENO ODHIAMBO
STUDENT ID NUMBER: 2145950
CENTRE NAME: DIMA COLLEGE LTD
UNIT: ORGANISATION BEHAVIOUR

Declaration
I declare that this work is entirely my own with the sources of information I have used
clearly identified and acknowledged.

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 NAME: DENNIS OTIENO ODHIAMBO
STUDENT ID NUMBER: 2145950
CENTRE NAME: DIMA COLLEGE LTD
UNIT: ORGANISATION BEHAVIOUR

References

1. Ethical leadership in an organization by Bernhard bachman

2. Strategy and sustainability by Michael Rosenberg

3. Sustainable Business by Helen Kopnina; John Blewit

4. Robert Kreitner et al (2010) Organizational behavior.

5. Gregory Moorhead (2011) Managing organizational behavior.

6. Charles Duhig ( 2012) The power of habit

7. Goffman (1963) Behavior in Public Places: Free Press.

8. Hegarty S. Poklin, K. and Lucas D. (1981 Cherry, K.

9. Managerial behavior, performance, Chowdhury, M. S. (2007

10. Brandon, R., & Seldman, M. (2004). Survival of the savvy.

11. John Kotter, Power and Influence

12. K. M., & Howard, J. L. (1996). Perceptions of organizational politics

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