Journal Indian Academy Applied Psychology -Myassignmenthelp.Com

Question: Discuss About The Journal Indian Academy Applied Psychology? Answer: Introduction Organizational Behaviour refers to the study of an individual along with group performance in an organization. It examines the human behaviour in the working environment and analyses how the structure of the job and motivation have an influence on the performance of an employee within an organization (Shin and Konrad 2017). This research essay discusses in detail how designing of jobs, working conditions, goal setting, motivation and reward affects the performance of an individual in the company. Discussion Job Designing is indicative of the process that puts together different elements and bears in mind the individual worker requirement. Job designing refers to the kind of task, how the tasks should be done, in which order are the tasks to be done and the factors that affect work. The employees should have the option to try out different activities on the basis of the personal needs and that of the circumstances within an organization. Training is a significant part of a job design and training can help the employees in understanding the demands of the job. The modern behavioural scientists like that of Maslow, Likert and Herzberg has said that work should be challenging and complex so that it can satisfy the higher order needs of an individual (Kim, Liu and Diefendorff 2015). This is referred to as job enrichment and it lays stress on the psychological growth with the help of work. Job enrichment can improve the efficiency of an individual and provide the individuals with satisfaction that can augment their performance in the organization (Barrick et al. 2015). It creates a greater scope for that of personal achievement along with recognition. It provides more opportunity for the growth of an individual. An improvement in the job context factors can motivate the employees and improve the performance of the employees. The working environment comprises of three important factors: technical, human and the organizational environment. The technical environment is indicative of the tools and infrastructure that helps the employees in carrying out their respective job role. Human environment is indicative of the peers, team, leadership and management with whom the employees have to interact (Armstrong and Taylor 2014). The environment should be designed in such a manner that encourages informal interaction in the workplace and creates opportunity for the sharing of ideas. This can help in attaining maximum productivity. The organizational environment is inclusive of the practices and procedures within an organization. Management can control the environment of an organization. A measurement system in which people are rewarded solely on the basis of the quantity of work that is produced will not help the workers in improving their quality (Petrou, Demerouti and Schaufeli 2015). According to the Herzberg t heory, there are different factors in the workplace that lead to job satisfaction of the employees. The various factors that motivate people changes through the course of life time of an individual. Respect is an important which if meted out to the employees can lead to positive satisfaction. The Motivator Hygiene Theory of Herzberg points out to the two factors- motivation and hygiene that has an important bearing on the performance of employees within an organization (Vijayakumar and Saxena 2015). High motivation along with high hygiene can help in creating the perfect state that motivates the employees to give their best for the organization (Lazaroiu 2015). People will aim at achieving the hygiene needs as they feel unhappy without them but if they are satisfied then the effect will wear off very soon. Satisfaction is conceived to be temporary in this case (Kim, Liu and Diefendorff 2015). According to Herzberg, the organizations that are poorly managed fails in understanding tha t people do not feel motivated on addressing the hygiene needs. People feel truly motivated in an organization if the real motivator like achievement and development is satisfied that represents a deeper level of fulfilment (Shimazu et al. 2015). The goals that are established by an individual in the organization play a significant role in motivating the employees so that they can produce superior performance. The employees should be engaged in relation to role setting and their role expectations should be clarified to them. Regular performance feedback within an organization can also help in the process of setting of goal (Barrick et al. 2015). In order to excel time along with energy should be devoted in providing the employees with performance incentive and adequate resources. The managers should put out in front the human face of the company. The key is human-to-human interaction by providing the employees with individualized support along with encouragement (Jain and Kaur 2014). Employee performance is a construct that is multi-dimensional that can help in achieving results and it has a strong link with that of the planned goal of the organization. The main multi character factor is performance that can help the employee s in attaining the outcome that has connection with that of planned goal of the organization (Welsh and Ordez 2014). The Goal setting theory of Edwin Locke thinks that the creation of a work environment that is attractive and satisfactory can help in motivating the employees so that the employees get a sense of pride in what they are doing. Victor Vroom has propounded the Expectancy Theory that dwells on the concept of motivation. This theory highlights that the strength to act in a particular manner is dependent on strength of expectation that the particular act will be followed by that of a given outcome (Petrou, Demerouti and Schaufeli 2015). It is found that of the outcome is attractive then the individual will be able to give their best for the organization. An employee of an organization will be motivated to improve performance if they believe that better performance will pave the path for a good performance appraisal. It can help in the realization of the personal goal of an individual in the form of some kind of reward future event. It is found that the individuals in an organization will be able to perform in a better manner based on the anticipated satisfaction in relation to the valued goals (Berson et al. 2015). The workplace goals of an employee should be aligned with that of the mission of the organization . It can then help in making the employees highly motivated and improve the performance of the employees in an organization (Shimazu et al. 2015). This can pave the path for higher productivity of the employees. It can thus improve the performance of employees and reduce any kind of chances of low morale of the employees. It can help in fostering and encouraging team work of the employees. It can imbibe a kind of positive attitude in times of challenge. Intrinsic rewards refer to those rewards that one can find within the job like that of receiving appreciation and recognition that can increase the confidence of the person who is being mentored. Extrinsic reward is inclusive of promotion opportunity and workplace environment that motivates an individual to give their best for the organization (Van Iddekinge, Aguinis and Mackey 2014). Extrinsic reward system is based on the performance structure that determines the compensation of the employees. Salary and wages can enhance the performance of the employees up to a certain extent (Howard, Turban and Hurley 2016). It is found that once the threshold is reached then salary is no longer deemed to be motivational and does not have the capacity to improve the performance of the employees in an organization. When the employee feels financially secure then wage can no longer motivate the employees. Salary can place an organization at a more competitive level if it is found that the salary th at is offered by the organization is more as compared to that of other organisations (Cerasoli, Nicklin and Ford 2014). Rewards in the form of paid vacation and paid leave can improve the performance of the employees within an organization. There are many organizations that have developed Key Performance Indicator (KPI) that is tied to that of external benefit. Performance based incentive in the form of yearly bonus can improve the performance of the employees. The employees receive a definite percentage of the annual salary as bonus. Conclusion The work that an individual does in an organization should be challenging so that it can provide satisfaction to that of higher needs of a person. Job enrichment contributes in improving the efficiency of an individual and augments the performance of an individual. Informal interaction in the organisation should be encouraged that can maximise the productivity of the workers. The role expectations should be clear to the employees from the very outset that can help the employees in giving their best to the organization. Performance feedback guides the employees in setting their goal and performance appraisal helps in keeping the employees motivated. The individual can set his personal goal and reward will help him in achieving the goal and pave the way for organizational excellence. 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