Individual level theory:
The self-determination theory (SDT), which emphasizes human drive, is one hypothesis at the
individual level. According to SDT, people are inherently attracted to partake in activities that
gratify their need for relatedness, competence, and autonomy. According to SDT, when these
requirements are met, people frequently feel intrinsic motivation, which results in favorable
outcomes including improved performance and work satisfaction.
Team level theory:
The stages of group development model by Bruce Tuckman is one hypothesis that addresses
team dynamics. Tuckman asserts that groups go through a number of developmental stages,
including forming, storming, norming, performing, and adjourning. Group members concentrate
on creating relationships and goals during the formation phase. Conflict and rivalry arise as
group members vie for power and influence during the storming period. While the performance
stage is marked by high levels of cooperation and production, the norming stage is defined by
the emergence of agreed values, norms, and goals. The group completes its assignment and
breaks up at the adjourning stage.
Organizational level theory:
The leadership contingency theory is one organizational level theory. According to this notion,
there is no one "best" way to run an organization; rather, the optimum leadership approach will
vary on the circumstances. Which leadership style will be most successful depends on a variety
of factors, including the personality of the leader, the culture of the organization, and the
surrounding environment.
How do these theories help explain "organizational behavior?"
These three theories, which concentrate on various levels of analysis, assist in explaining
organizational behavior. SDT explains why people act in particular ways, Tuckman's model
describes how teams grow through time, and contingency theory describes how leaders can
have an impact on behavior in various organizational settings.
What are the challenges, problems, or difficulties in behavior as suggested by each of your theories?
SDT: The problem is ensuring that employees' fundamental psychological requirements are
satisfied in order to promote intrinsic motivation. Employees may become disengaged or
burnout if the needs are not addressed.
The Tuckman model Navigating the storming stage, which can be marked by conflict and
competitiveness, is challenging. It could be challenging for the group to move on to the norming
and performing stages if these problems cannot be solved.
Consequences theory Finding the best leadership style in a particular circumstance can be
difficult and necessitates a complete grasp of the organizational culture, the leader's personality,
and the surrounding circumstances.
What are the potential strategies and solutions (to the challenges) as suggested by your theories?
