Question

Question 1.

If, as Frederick Herzberg claims, money is not an effective motivator, why do so many organisations rely on pay to motivate employees?

Question 2.

In their work on power in organizations, John French and Bertram Raven propose five ‘bases of social power’. With reference to examples, discuss these five bases and explain how they might be seen in organizations.

Question 3.

According to Robert Michels, “Who says organization, says oligarchy”. With reference to theory and examples, explain the concept of oligarchy and how this might be seen in action in organisations.

Question 4.

Drawing on the work of David Cooperrider and Diana Whitney, discuss the differences in principle and practice between ‘problem solving’ in organizations and ‘appreciative inquiry’.

Question 5.

With reference to the work of Herbert Simon and Philip Selznick, and providing real-life examples, discuss the principles of rational decision making and explore the reasons for non-rational decision making.

Question 6.

Discuss the difference between power and authority and explore the characteristics of power in organisations and how it might be enhanced.

Answer 1

1.
Herzberg as part of two factor motivation theory, claims that intrinsic factors bring motivation to the employees, but also stresses that non-fulfillment of financial needs bring dissatisfaction as explained by the hygiene based factors in his proposed theory. Here, the need of recognition, job enrichment and need of self actualization always come after the fulfillment of physiological and safety needs. Further, the intrinsic motivation is more present at the top of the hierarchy and is associated with the relatively less number of employees, whereas the physiological needs that can be fulfilled by the monetary assistance, are associated with the higher number of employees. Here, the managers in the organization, carefully identify the needs of the employees that can bring motivation and find that it is the monetary reward that works well with the employees. It is duly acknowledged by Herzberg also when he created hygiene factors such as salary, insurance coverage and job security. Hence, the managers first focus to bring motivation by offering incentives to the workers that are affected by the hygiene factors. While doing so, managers also bring non-monetary reward to help achieve those needs that are based upon intrinsic factors. Therefore, managers in the organization, follow the two factor theory, but modify it on the basis of the needs of the larger employee base that want monetary rewards to get motivated.

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