Micro Organizational Behavior Essay Sample

Emotional Intelligence

Emotional intelligence is a psychological concept that refers to something that each one of us has, but it’s intangible in nature. Basically, it refers to how humans manage their emotions and behavior. It allows us to navigate through various social complexities and make decisions to achieve desirable results. The idea of emotional intelligence revolves around four key concepts, which are self-awareness, social awareness, self-management and relationship management. If I recall from my personal experience, I once attended the wedding of a dear friend and did not know any of his other friends, although the situation at the time could have been quite awkward for me, I chose to speak to his friends to break the ice and later on I was chatting with them as if I had known them from before. I believe this also counts as emotional intelligence, as having social awareness is a significant component of the concept.

Organizational Commitment

Organizational commitment is nowadays used interchangeably with the term organizational citizenship behavior. The concept basically involves an employee who displays loyalty to the organization he/she is working for, the person who is highly committed to his organization must align his or her performance with the overall vision and mission of the company and lastly, he or she performs beyond his job duties and responsibilities. I exhibited a similar behavior when I took some time from my work to help a co-worker get his job done, understanding how important it was for the company and the other employee.

EVLN Model

The exit-voice-loyalty-neglect model relates to the four ways employees react if they are dissatisfied with their jobs. They can either leave the organization or speak up about what is bothering them. They may choose to stay at the company and be loyal, or they could just neglect it. The model, therefore, allows managers to seek ways to eliminate the negative consequences associated with job dissatisfaction. My brother, at his previous workplace, started experiencing severe job dissatisfaction because the company he was working for was experiencing financial problems and high levels of employee turnover. His boss struggled to remain calm and became quite ill tempered. He used to shout at him for the smallest of mistakes and often used abusive language. My brother soon became unmotivated to work for the company, and eventually he resigned when another job became available to him.

Learned Needs Theory

Mc Clelland’s learned needs theory classifies an individual’s needs as achievement, affiliation or power. Those who have a high need for achievement seek to excel and avoid situations that have either a low risk or high risk. People with high needs for affiliation look for harmonious relationships and require acceptance from others. Power seekers often want to organize others’ efforts and lead them towards the accomplishment of their goals. These people are often leaders and are thus good at managing people. As part of my term report project, I chose to be the group leader to direct others and ensure that the project is completed to the best of our abilities.

Four DriveTheory

The four-drive theory is a relatively new concept concerning motivation. The model has 4 underlying principles: the drive to belong and bond, to achieve and acquire; to defend and define, and, comprehend and challenge. The drive to bond and belong can be implemented through team building sessions that allow for healthy interactions with co-workers. The drive to be challenged can be put into practice through stimulating tasks and learning opportunities. Lastly, define and defend part of the model focuses on the culture and values of an organization and how they are used to motivate the workforce. A personal experience of this was when me and my team played for our school. Our ability to identify ourselves with a team motivated us to win the game and also allowed us to see the bigger picture (winning for the school) rather than our own individual motives.

Expectancy theory

Victor Vroom’s expectancy theory acknowledges the fact that each individual is unique hence individuals have a different set of goals. However, all of us are motivated if we believe performance and efforts to have a positive relationship, good performance will lead to rewards which will satisfy personal needs, and the desire to satisfy the need(s) makes all efforts worthwhile. For instance, I study hard to get good grades and land up a good job that would allow me to fulfill my desires.