HUMAN BEHAVIOR IN ORGANIZATION LEARNING MODULE

Program: Bachelor of Science in Entrepreneurship Topic: Fundamentals of Human Behavior; Motivation

Course: Human Behavior in Organization Instructor: Dante A. Sebastian, Jr., MBA
Code ENTR02 Module #: 1 Week #: 1 and 2 # of Pages: 8

I. Preliminaries
Introduction to the This module follows the Introduction which is the discussion of the Syllabus and Grading System. The
Module Objective module discusses the fundamentals of human behavior and the underlying assumptions and principles
about it. The other part is a presentation on the effects of human needs to the motivation of people.
Needs satisfaction will be established as the main reason of motivation supported by models about it.
Assessment/
Section Topics Learning Outcomes Evaluation Modality
Section 1: Assumptions, 1. distinguish actions as whether they are Self-assessment Modular Blended
Concepts, and Principles on human act or act of man; Instrument with Teaching – Online
Human Behavior 2. understand the varied triggers of human computation and via LMS
actions related to the assumptions, analysis via google
Section 2: Methods of Studying concept, and principles of human behavior; form Modular Blended
Human Behavior 3. define and examine the methods of Teaching – Offline
studying human behavior as part of self- Learning Journal Via Printed
Section 3: Motivation direction; Modules
4. improve their own actions in interpreting Test of cognitive
Section 4: Needs Satisfaction and justifying their behavior. analysis of a situation Face-to-face if
Models 5. understand the behavior of people as well on human needs via applicable
as their own as related to things that google form
Section 5: Motivation-Hygiene motivate such behavior;
Theory 6. identify basic forms of human needs that
motivate actions;
Section 6: Behavior modification 7. describe the effects of positive and
negative reinforcements to actual human
Section 7: Role of expectation behavior;
8. distinguish behaviors that may affect
Section 8. Equity theory equality, create pain to others, produce
satisfaction felt by others, and motivate
others;
9. integrate social learning to personal
practice or application.

II. Instructions

KEYWORDS AND CONCEPTS

Human Behavior can be defined as the actions or reactions of a person in response to external or internal stimulus situation.

Molecular behavior is defined as the sudden behavior what occurs without thinking something.
Example: A wife throws a plate to the husband and the husband avoid the plate at once.

Molar behavior is the opposite of molecular behavior; it is when human behavior occurs with a thinking process.
Example: Military officers hold a meeting and discusses ways on how to attack the camp of the insurgents.

Overt behavior is the behavior that is visible and what occurs outside of human being.
Example: Peter is listening and laughing to the funny stories of Tony.

Covert behavior is the behavior that is not visible and what occurs inside of human being.
Example: Peter is thinking and smiling silently on how ridiculous the way Tony talks.

Voluntary behavior is the behavior that depend on human want. Human beings always have control on voluntary behavior.
Example: Liza took a bath after a long day of working in the field.

Involuntary behavior is defined as the behavior that occurs naturally.

Example: After running for five minutes, the body of Johnny is full of sweat.

Motivation is the process that initiates, guides, and maintains goal-oriented behaviors. Motivation involves the biological,
emotional, social, and cognitive forces that activate behavior.

Cognition is a term referring to the mental processes involved in gaining knowledge and comprehension. These cognitive

TANAUAN CITY COLLEGE ENTR02 – MODULE 1 HUMAN BEHAVIOR IN ORGANIZATION

processes include thinking, knowing, remembering, judging, and problem-solving.

SECTION I. ASSUMPTIONS, CONCEPTS, AND PRINCIPLES ON HUMAN BEHAVIOR

HUMAN BEHAVIOR
Human behavior is any act of an individual person which is
considered a reflection of his thoughts, feelings, emotions,
sentiments whether conscious or not. It mirrors our needs,
values, motivation, aspiration, conflicts and state of life.
We laugh when we are happy, we cry when we are sad. When
people are lonely and depressed, some sort to taking drugs or
drinking liquor while others commit suicide. If we think someone
is cheating on us, we tend to investigate or find proof of their
actions.
These are some of the human behaviors that are being reflected
by the things we think and feel.
In another manner, some people work very hard in order to
Facial emojies are being used nowadays to express how a person feels
provide their family their daily needs. Others climb mountains,
jump from an airplane, or travel around the world to fulfill self-satisfactions. One person may keep the money dropped by
another person or one may return the money to the person. A poor person may be working so hard to achieve economic
development while a well-to-do person may be working just to achieve personal growth. Human actions, therefore, are mirrors
of how one person value things whether material or of inner satisfaction.
ASSUMPTIONS, CONCEPTS, AND PRINCIPLES
Human act is an action performed with free will. Free will
is the ability to choose between different possible courses
of action without the influence of other people. A person
who is jumping from a high cliff to dive into the water is
using his free and no one forced him to do it. Therefore, a
human act is any act that a person chooses to do knowing
clearly what are the possible consequences of his actions
are.
An act of man is an action performed by one who is
forced to do so. It is characterized by the laws of nature
like survival of the fittest and struggle for existence. A
This painting of Juan Luna entitled Spolarium (1884) depicts the basic concept of
act of man. Forced to defend himself, a gladiator must try to subdue his enemy in person, who is being attacked by a wild animal, is forced
the arena of the Roman Colosseum or his opponent will kill him. This contact to jump from a high cliff into the water is committing an
sports during the Roman Empire was meant to serve as an entertainment for the act of man because his natural instinct to survive.
audiences in the Roman Republic
Therefore, an act of man is any act a person is forced to
do because his own very life depend on it
ASSUMPTIONS ON HUMAN BEHAVIOR
1. Every person is significantly different from the moment of conception.
This assumption postulate that human beings, even if they are twins, tend to become different in all aspects starting from the
moment they are still in their mother’s womb. So as the twins grow older, different behavior among them can be noticed.
2. Every person is constantly active, goal-seeking organism.
The assumption is based on the premise that human beings naturally develop physically and intellectually. With this, it is
believed that people will seek to improve their physical and intellectual being through education, experience and training.
People tend to do certain actions that will further improve their physical and intellectual being.
3. Every person is dynamic.
Since human beings are active organisms, we tend to change constantly. The many changes that may happen in every human
being are changes in the physical, social, mental, and the emotional being. These changes may create shift in behaviors of
people. This assumption on human behavior tends to be accepted by many.
4. The characteristics of an organization influence the behavior of the entire organization and the individuals within it as well.
The two sayings “Tell me who your friends are, and I will tell you who are” and
“Birds of the same feather, flocks together” explains the concept of this
assumption. Through social influence, people may develop behaviors that
originally was not in their nature. People like family and friends may influence
other people to adapt behavior that may become permanent in the person.
5. Behavior cannot be predicted with 100% accuracy since it arises from varying
needs and value system of many people.
This assumption explains the concept that given the same situation, two or more
people will not automatically have the same reaction. It is already stated above
that one person may keep the money dropped by another person or one may
return the money to the person. Due to the varying needs of people, they may
behave differently facing the same situation. Behavior cannot be predicted since people have
different values and life principles.
6. There are no simple formula for working with people.
Every human being is composed many dimensions like psychological, social, physical, intellectual, emotional, religious, and
political. Since people have varied background, it will be difficult to anticipate at predict their behavior. It is an assumption that
to understand other people’s behavior, it is best to use a unique formula for dealing with each of them.

TANAUAN CITY COLLEGE ENTR02 – MODULE 1 HUMAN BEHAVIOR IN ORGANIZATION

CONCEPTS OF HUMAN BEHAVIOR
1. Almost all behavior is learned.
Behavior learning is the concept that behavior can be changed or learned through actual experiences. We can also learn
behavior through reinforcement, either positive or negative, by the introduction of a stimulus. Learning about stimulus is
discussed below. Positive reinforcement is giving someone what they want (like a gadget) to reward them for good behavior.
Negative reinforcement is taking something away that a person wants to punish them for not-so-good behavior.
2. Human being adapt.
Adaptive behavior refers to behavior that enables a person (a child) to get along with other people and the environment easily
and with least conflict with others. This is a term used in the areas of psychology and special education. Adaptive behavior
relates to every day skills, similar to the term life skills, like saying “po” and “opo”, respect to elders, and not telling a lie. All of
which at adapted by a person since childhood.
PRINCIPLES OF HUMAN BEHAVIOR
1. Edward Thorndike’s Law of Effects
This law is based on a premise that a behavior which is followed by a
satisfying state of affairs tends to be repeated but that behavior which is
followed by unsatisfactory conditions tends to be extinguished. For
example, a person who studied well for an exam got a perfect score. Based
on the law, the satisfying state is receiving a perfect score. It is a result of
the behavior of studying before the exam. Thus, the tendency is for the
person to repeat the behavior, in this case is studying, before taking the
exam. In another example, a driver who is texting while driving hit a
pedestrian crossing the street. Too many unsatisfying consequence will
result from the behavior. To avoid experiencing the same unsatisfactory
consequences, the person will extinguish or eliminate the behavior. In this Behavior that resulted to negative consequence tend to
case, texting while driving. be eliminated from the nature of the person.

2. Stimuli are those factors which impact the sensory organs of our 5 sensory input channels: sight, hearing, smell, taste, and
touch. Among a range of physiological responses, stimulants are known to raise both systolic and diastolic blood pressure,
increase heart rate, increase respiration rate, increase body temperature, cause pupillary dilation, heighten alertness, and
increase motor activity The impact of stimuli is a function of frequency, recency and felt intensity. For a very simple example,
your behavior may be different from the first time you see a famous actress than your behavior after seeing the actress
frequently or regularly. In the same manner, your behavior is different the first time you taste a very spicy food that your
behavior after regularly eating a very spicy food. Thus, our behavior will be varied as our sensory organs receive frequent or
strong inputs.
3. Behavior is caused but its causality is uncertain and usually multiple: rational (cognitive) or an emotional (affective) basis.
Each time we make a decision, it is the belief that the left part of our brain is in conflict with the right side of our brain. The left
(and more rational side) tells us to act logically, while the right side of our brain puts up an exaggerated fight for follow ing the
heart's desire. Thus, there are people who behave rationally and those who behave based on emotions.
4. Classical conditioning is a powerful technique for altering the behavior of
others.
Classical conditioning is the development of associative links like stimulus-
response (S-R) between forces and phenomena. This has been reflected in the
experiments on conditioning a dog by Ivan Pavlov. Pavlov (1902) started from
the idea that there are some things that a dog does not need to learn. For
example, dogs don’t learn to salivate whenever they see food. This reflex is
‘hard-wired’ into the dog. In behaviorist terms, food is an unconditioned stimulus
and salivation is an unconditioned response. (i.e., a stimulus-response
connection that required no learning). Next, Pavlov began the conditioning
procedure, whereby the clicking metronome (a device that can cause sound) was
introduced just before he gave food to his dogs. After a number of repeats (trials)
“You cannot teach old dogs new tricks”
of this procedure he presented the metronome on its own. As was expect, the
sound of the clicking metronome on its own now caused an increase in dog’s salivation. The classical conditioning technique is
applicable to human behavior. As a child, he must be conditioned or simply stated, trained to behave accordingly to situations.
Respect to elders, being courteous, and not telling a lie are some of the things that must be trained to a child and not when a
person is an adult and has committed crimes.
5. There are no two individuals who are alike in all dimensions.
As stated above, even twins who are very much similar in facial features will have differences in their behavior. Exposure to
their environment is one of the factors that influence each other’s behavior. For example, people may differentiate each other
in personalities. There are those who are categorized in their personalities as extrovert, introvert or an ambivert. Extroverts are
those people who gain energy by being around people. They are extremely friendly and who love discussing their ideas with
others or simply love spending time socially. Introverts are those people who are not very confident about themselves, they are
not shy but they avoid interactions with others and are very emotional. Ambiverts are generally those who have a balance of
extroverts and introverts in their personality.
REASONS FOR STUDYING HUMAN BEHAVIOR
The study of human behavior is absolutely essential for anyone to make positive relations with others and avoid unnecessary
conflict. The study of human behavior needs to be part of any educational curriculum program because it helps one to
understand that it’s part of our human nature to make mistakes, that good intentions lead to mishaps and that unnecessary
things happen. Another consideration is that we are currently living in a multi-cultural society which includes diverse ways of
self-expressions and lifestyles which demands that one become aware of and cognizant of the myriad ways of living and how to
be and maintain good relations with others. We all stand to benefit when we are self-aware and cognizant of differences.
Getting along with others is essential to succeeding in life. If we are too quick to judge others and do so without awareness, we
run the risk of creating ill-will and generating personal conflict and hindering positive social relations. The two main purposes of
the study of human behavior in business programs are:
TANAUAN CITY COLLEGE ENTR02 – MODULE 1 HUMAN BEHAVIOR IN ORGANIZATION
 1. To anticipate of behaviors of others; and
2. To have an understanding of the actions of people.
SECTION 2. METHODS OF STUDYING HUMAN BEHAVIOR
Human behavior is a phenomenon which was observed, THE THREE-LEVEL METHOD APPLIED
described, and speculated on cursorily sans any formal and IN THE ORGANIZATION
written objectives and procedures. The maintenance of
good relationships between and among individuals and
groups was considered an
art which mainly used speculation, informal and irregular
observation of people and incidents. Philosophy based on
speculation and logic and physiology based on
experimental observation were the only two main
approaches to the study of human behavior.
The study of human behavior as a science began only in
the 19th century. It was an offshoot of the studies in
various disciplines like psychology, sociology,
anthropology, and economics. Its foundations are rooted
in these sciences. The methods used in the study of human behavior are the same as those in other sciences – experiments,
surveys and case method. It makes use of observation, interview, questionnaire, check list, scales psychological tests, and
statistics.
1. THREE-LEVEL METHOD
Milton proposed a model of studying human behavior at three levels: individual, group, and organization. It is called the I-G-O
Model. This classification is the basis for differentiating the content of the courses in human behavior offered at the three
program levels in schools. At the Undergraduate Level, the individual is the focus of attention; in the Master’s Program,
emphasis is placed on the group; and at the Doctoral Level, human behavior is studied at the organizational level.

2. INTERDISCIPLINARY MODEL.
Human behavior in organization is inter- and multi-disciplinary. At
the individual level, psychology provides knowledge of
perception, motivation and learning, while physiology and
anatomy gives information and principles on the body and how it
works. At the group level. Sociology and other disciplines like
social work and education have given much contribution.
Sociology offers insights into the roles, norms, authority, power,
influence and status. Anthropology and other sciences like
economics, business, law and medicine have wrought more
changes and influences on human behavior at the organizational
level. Culture and its artifacts are the main contribution of
anthropology in the study of behavior in organization.
3. DEVELOPMENTAL MODEL
People grow and move to higher levels of resourcefulness, creativity, competency, and self-realization through proper
maintenance, recognition, and development programs. Keith and Davis call this the “human resources (supportive) approach.”
These basic and potent needs are recognized and fulfilled by the organization which considers them as “the central resource in
any organization and any society.
To the extent that people are well screened and selected, maintained and supported, recognized and developed, they can bring
in and develop the various artifacts of an organization : philosophy (mission, goals, objectives, aims), funds (equity, borrowings,
loans), values (needs, responsibilities), facilities (land, building, equipment, supplies), and technology (processes, knowhow).
People are the main crux and heart of the organization, the six components are at their beck and call. These six components
affect the individual who alters his behavior in a context which he himself has created.
4. SYSTEMS MODEL.
A social system is a complex and dynamic set of AN OPEN SYSTEM SUPPORTED BY EACH SUB-SYSTEM IN THE ORGANIZATION
relationships among its actors interacting with one
another. An organization is a social system
consisting of various parts at its subsystems. The
systems theory posits that the organization is an
open system with internal and external factors
impinging on its subsystems making it very fluid,
tenuous, dynamic and complex and these parts are
interdependent and interrelated with each other This concept is opposed to the traditional view of a closed system with
independent and uninterrelated parts.
5. CONTINGENCY MODEL
The varied factors in each problematic situation may constitute a unique condition. The problem- solver must explicitly consider
the specific conditions to which a problem relates instead of simply prescribing a solution which may have worked elsewhere but
under different conditions. This means that “no solution can work under all circumstances.” Every problem must be studied and
analyzed in light of complex factors that may br highly interrelated with each other.
SECTION 3: MOTIVATION
Motivation is the strength of the drive towards an action. Motivation refers to a whole class of drives, needs, and similar forces
that prompt a person to act in a certain way or to develop a tendency for specific behavior. People form many habits and those
habits make a person do what he does almost instinctively. Thus, becoming part of the person’s nature. Examples of habits are
reading books, playing online games, and baking.

TANAUAN CITY COLLEGE ENTR02 – MODULE 1 HUMAN BEHAVIOR IN ORGANIZATION

Many human needs are biological in origin. These are the primary needs which are essential for survival of the person. These
consist of the need for food, water, shelter, clothing, sleep and the like. However, there are also social and psychological needs.
These are the secondary needs which are learned or acquired as person matures. Taught by a friend to wear make-up, these
things will become part of the acquired or social need of the person.

A basic model of motivation is drawn above. Personal needs and drives produce some imbalance in the person’s natural being.
For example, the need for food produces discomfort in the form of hunger (tension). He identifies goals and then takes some
kind of effort to fulfill his goals. The basic goal is to eat in order to relieve himself of hunger. Effort in the model means he have
to stand up and do certain actions. He examines the environment around him by looking for food at home or outside the home.
Abilities will mean the ability to cook food or to buy food. The action, if successful, produces need satisfaction.
Socio-cultural values play an important role in
motivation and behavior. The following cultural
concepts are useful in explaining behavior
patterns:
1. Amor propio or self-esteem
This is a deep sense of dignity – a desire to be
treated as a human being rather than as a thing.
A Filipino is very sensitive to words or actions of
other which might be construed as violating his
amor propio.
2. Hiya or embarrassment
This refer to a feeling of inferiority, shyness, and
alienation which is a painful experience. This
usually leads to a Filipino to avoid hiya by
behaving in what is deemed to an acceptable way.
3. Utang na loob or obligation
This is a sense of gratitude for favors or help received from others. Because he has utang na loob, a Filipino would exert effort to
be able to repay sometime in the future a favor given to him though not necessarily in the same form as it was granted.
4. Pakikisama or getting along together
This is a desire for smooth interpersonal relations (SIR). Filipinos place a high value in developing or maintaining good feelings
with others. In group work, the tendency is to maintain rather than ignore pakikisama which may lead to inefficiencies.
Certain motives come about as a result of the cultural environment in which a person
lives. In western societies, David McClleland identified three (3) motives affecting
behavior:
1. Achievement motive
People with a high need for achievement have an intense desire for success. They work
hard and take carefully calculated risks. They take personal responsibility for getting a
job done.
2. Affiliation motive
People with a high need for affiliation are concerned with maintaining pleasant social
relationships. They want friendly interactions with others.
3. Power motive
People with a high need for power have a great desire to influence people and control
situations. They seek leadership positions and are willing to take risks to get there.

SECTION 4: NEEDS SATISFACTION MODELS

A. ERG Model by Clayton Alderfer. Clayton Alderfer made a similar point ERG Model by
when he proposed a need hierarchy with only three instead of five levels. Clayton Alderfer
He redefined the basic human needs as existence, relatedness, and growth
needs.
Existence needs include Maslow’s physiological and security needs.
Relatedness are needs for social and belongingness. Growth needs involve
both the desire for self-esteem and self-actualization. In the model,
continued satisfaction of the existence needs motivate a person to progress
further thereby allowing him to seek more growth like creating foundations
or being elected in a political position. The model also point out that once a
person has reach growth, he must be careful because a mere slip up might
cause regression on his motivation. A wealthy and powerful person who
lost a very dear loved one might fall into regression and little by little lose every motivation he has in his life. At a point in time
that he has lost everything, the only way for him to totally escape from reality is by committing suicide.
B. Hierarchy of Needs by Abraham Maslow. People have a variety of need; needs manifest themselves in many forms since it is
the most basic reason of behavior. Abraham H. Maslow place human needs in a hierarchy of relative prepotency. In this
scheme, there are lower-order and higher-order needs. The lower-order needs determine behavior until they are satisfied.
Once satisfied, they cease to act as motivators. That is when the higher-order needs are activated and they in turn organize
behavior until they too are gratified. That is why when a person already have every material thing that he want as well as being
surrounded by love ones, his motivation is to seek self-gratification (self-esteem) by running as mayor or other similar position in
the government.
Maslow postulated that there were several prerequisites to meeting these needs. For example, having freedom of speech and
freedom of expression or living in a just and fair society aren’t specifically mentioned within the hierarchy of needs, but Maslow
believed that having these things makes it easier for people to achieve their needs.
TANAUAN CITY COLLEGE ENTR02 – MODULE 1 HUMAN BEHAVIOR IN ORGANIZATION
In addition to these needs, Maslow also believed that we have a need to learn new information and to better understand the
world around us. This is partially because learning more about our environment helps us meet our other needs; for example,
learning more about the world can help us feel safer, and developing a better understanding of a topic one is passionate about
can contribute to self-actualization. However, Maslow also believed that this call to understand the world around us is an innate
need as well.
Although Maslow presented his needs in a hierarchy, he also acknowledged that meeting each need is not an all-or-nothing
phenomenon. Consequently, people don’t need to completely satisfy one need in order for the next need in the hierarchy to
emerge. Maslow suggests that, at any given time, most people tend to have each of their needs partly met—and that needs
lower on the hierarchy are typically the ones that people have made the most progress towards.
Additionally, Maslow pointed out that one behavior might meet two or more needs. For example, sharing a meal with someone
meets the physiological need for food, but it might also meet the need of belonging. Similarly, working as a paid caregiver would
provide someone with income (which allows them to pay for food and shelter), but can also provide them a sense of social
connection and fulfillment.

SECTION 5: MOTIVATION-HYGIENE THEORY

According to Frederick Herzberg, the factors that produce job satisfaction are separate and distinct from those that lead to job
dissatisfaction. Herzberg found that that two sets of factors were involved instead. That means that the opposite of job
satisfaction is not job dissatisfaction but, rather, no job satisfaction. Likewise, the opposite of job dissatisfaction is not job
satisfaction, but no job dissatisfaction. Because it does not follow that if there is a feeling of no job dissatisfaction that you are
automatically satisfied with your job. Herzberg’s two-factor model is depicted in the two different sets of need below and the
corresponding factors that trigger them:
Need of Man Factors
a. need to avoid pain hygiene factors which induce pain avoidance behavior
(absence will result to job dissatisfaction) Job context or extrinsic of the job – pay, security,
work condition (other people will give you no job dissatisfaction)
b. need for achievement motivational factors or stimuli for achievement and growth need
(presence will yield satisfaction) Job content or intrinsic of the job – recognition,
advancement
and growth (job satisfaction is being felt inside the person)

SECTION 6: BEHAVIOR MODIFICATION

POSITIVE REINFORCEMENT
Burrhus Frederic “B.F.” Skinner developed a model based on the premise
that behavior is controlled by the nature of its consequence. The
likelihood that behavior will be repeated increases when it is
accompanied by favorable consequences while it decreases when it is NEGATIVE REINFORCEMENT
accompanied by unfavorable consequences. Behavior modification can
be accomplished in four ways: positive reinforcement, negative
reinforcement, punishment, and extinction.
Positive Reinforcement provided a favorable consequence that encourage
the recurrence of specified consequence upon correct behavior. Verbal
recognition of a good job encourages a person to do a good again.

TANAUAN CITY COLLEGE ENTR02 – MODULE 1 HUMAN BEHAVIOR IN ORGANIZATION

Negative Reinforcement is characterized by the removal of an unwanted consequence upon correct behavior. Being scolded for
a very bad behavior might result for the person to never repeat the bad behavior again.
Punishment is the provision of an unwanted consequence upon occurrence of incorrect behavior so as to discourage it.
Repeated bad behavior from a child forces his parents to give him punishment like taking his cellphone back or not letting him go
out.
Extinction may occur when behavior is not accompanied by any significant result. A person who feels excited to give a person a
piece of a cake he baked and never received any good or bad complement will never offer the same person anything anymore.
SECTION 7: ROLE OF EXPECTATION
While the needs satisfaction approach focuses on internal needs that arouse behavior and behavior modification concentrates
on external reinforcements, social learning theory stresses the importance of cognitive processes instead. People select
behavior patterns by direct experience or by observing others.
Social learning theory stresses the importance of cognitive
processes. In Bandura’s bobo doll study, a child who sees a man
hit the doll also did the same hitting of the doll when it was left
to the child. In another study, a child who sees a man pull a
trigger of a toy gun to the bobo doll also pulled the trigger of a
toy gun to the doll. We learn from what we see other people
do. But we can also learn right behavior from them. If we
observed that a person was attacked by a dog when he teased
the dog, it will teach you through your cognitive process never
to tease the dog because it might attack you also.
The foundation of the expectancy theory was developed by
Victor H. Vroom. In essence, the expectancy theory states that
motivation is a product of three variables; namely valence,
expectancy, and instrumentality.
Valence is the value that a person places upon a reward. For
example, a father tells his daughter he will give him an iPhone if
all her grades are 90% and above. Since she love to have that phone, valence will have an effect on her motivation. She will be
motivated to reach the goal because of the reward.
Expectancy is the confidence that effort will lead to the result. In the example, the daughter is very confident that she can
receive more than 90% grade in all her subjects. In this case, expectancy will have an effect on her performance. She will double
or triple her efforts to reach the goal.
Instrumentality is the strength of belief that a reward will be given once task is accomplished. In the example, the father is a
very successful businessman. In this case, instrumentality will have an effect on the reward satisfaction because her father has
the ability to fulfill his promise of reward thereby also increasing her motivation to reach the goal.
SECTION 8: EQUITY THEORY (John Stacy Adams)
The equity theory suggests how employees judge the fairness of the company’s reward system. Fairness of the reward system is
evaluated on the basis of: (a.) the ratio between an employee’s outcomes and inputs, and (b.) on how this ratio compares with
those of others.
A reward system is considered fair when:
Outcomes by a person = outcomes by another person
Inputs by a person inputs by another person
Inputs may consist of effort, education, experience, seniority, and task difficulty while outcomes may include pay and benefits as
well as social psychological rewards. The referent person may be another worker or even some other person outside of the
company. For example, employee A and employee B both are cum laude and came from prestigious universities. They both
entered the company on the same month and year. Both are performing excellent in their field of work. After six months, both
got regularized but employee B got promoted to a higher position. Given that both almost have identical inputs, the output here
is considered not fair. Motivation of employee A might be dampen or otherwise be rejuvenated since he will prove that he also
deserve a promotion.
III. Viable and vibrant Activities
Description of the Learning Activities
Activity Number 1: Motivation Test
Description: This activity is a self-assessment form. You will assess yourself in terms of your motivation in accomplishing or
achieving tasks or goals. You will also be analyzed as either having low motivation, with moderate motivation, or with high
motivation. Read the statements and kindly rate them as it fit your personality. "Not at all" means the statement does not
apply to you even once in your life. "Rarely" means you have applied it in your life a few times before. "Sometimes" means
more often than rarely, you have applied it in your life. "Often" means you are applying it but sometimes failed to do. And "Very
Often" means you are applying it always. The link to this activity will be available in your Moodle account

Activity Number 2: Hierarchy of Need Test

Description: You will assess your basic understanding of the basic human needs developed by Abraham Maslow. There are
statements you will read and you will have to analyze if the statement pertains to what kind of need. Your choices are
physiological, security, belonging, self-esteem, and self-actualization. This test is also a cognitive analysis on how you can
determine what a person's need is lacking or being described in each statement. Simply click on your choice and submit it after
completing the 10 statements. The link to this activity will be available in your Moodle account.

TANAUAN CITY COLLEGE ENTR02 – MODULE 1 HUMAN BEHAVIOR IN ORGANIZATION

IV. Opportunity to reflect and articulate students’ acquired knowledge.
Purpose of Activity Number 1: Motivation Test
1. to assess the motivation of students in achieving a specific goal or objective;
2. to determine the basic cognitive skill of students in analyzing statements;
3. to identify students with low, moderate, and high motivation;
4. to assess the internet connectivity of students;
Criteria for Evaluation
COMPUTATION
1. The number of times students checked each response will be counted and then multiplied using the following procedure:
Not at all = _____ x 1 = ________
Rarely = _____ x 2 = ________
Sometimes = _____ x 3 = ________
Often = _____ x 4 = ________
Very often = _____ x 5 = ________

2. Answers will be added to get the total score.

Total Score: ____________
ANALYSIS
Based on their score, the following will be the analysis of the students’ motivation level:
Score 44-60
 Wonderful! You get things done, and you don't let anything stand in your way. You make a conscious effort to stay self-
motivated, and you spend significant time and effort on setting goals and acting to achieve those goals. You attract and
inspire others with your success. Treasure this - and be aware that not everyone is as self-motivated as you are!
28-43
 You're doing OK on self-motivation. You're certainly not failing - however, you could achieve much more. To achieve
what you want, try to increase the motivation factors in all areas of your life.
12-27
 You allow your personal doubts and fears to keep you from succeeding. You've probably had a few incomplete goals in
the past, so you may have convinced yourself that you aren't self-motivated - and then you've made that come true.
Break this harmful pattern now, and start believing in yourself again.
Summary and Reflection
A learning journal about this activity will be accomplished by the students.
Purpose of Activity Number 2: Hierarchy of Needs Test
1. to assess the understanding of the students on the levels of human needs ;
2. to determine the basic cognitive skill of students in analyzing statements;
3. to identify students with issues in comprehending complex terminologies ;
4. to assess the internet connectivity of students;

Criteria for Evaluation

The correct answers to the test are part of the pre-determined setting in the google form. There are 10 items with a total 10
points also. The test is in a multiple choice format.
Summary and Reflection
A learning journal about this activity will be accomplished by the students.

V. Textbooks and other References

1. Management of Human Behavior in Organization by Concepcion Rodil Martires and Galileo S. Fule

TANAUAN CITY COLLEGE ENTR02 – MODULE 1 HUMAN BEHAVIOR IN ORGANIZATION