The main aim of the essay is to analyse resources that delineate and criticism on key flexibility in the organisation behaviour that relates to employee productivity and motivation. The essay will study the fundamentals of employee motivation, to accomplish consequential productivity in a workplace. This essay is based on one aspect which is motivation in this case of organisational behaviour. The essay will demonstrate the relevance and significance of motivational aspect of organisational behaviour within the workplace. Lastly, the essay will provide recommendations for organisational effectiveness with concerns to motivation by applying the understanding of hypothetical theory. There are various theories about motivation that will be debated below. Though, it is not possible to identify a precise theory that delivers a single universal realism. Motivation is a compound perception influenced by many individual and situational variables. The basic procedure of motivational procedure is what takes to inspire people to work. According to Hellriegel & Slocum (2007) When deal with there are four different approaches they are as follows meeting the basic need of the employee, designing jobs that motivate people, rewards available when meet the expectation of the organisation and lastly treating people equitably. So, before we analyse the process of motivation it necessary to understand the definition of motivation. Motivation “is a process which starts or improves organisational behaviours, encourages an outgoing activity and directs activities towards specific targets” (Masden, K.B, 1968). According to Mullins, L. (2007) Motivation can be defined as the route and determination of action. It is concerned with a preferred with why individuals choose a specific course of action in inclination to others, and why they endure with a chosen action, frequently over an extended period and in the aspect of difficulties and problems. Hellriegel & Slocum (2007) believes that by motivating employees they will perform and achieve effectively within the organisations. But motivation isn’t same as performance. There are disadvantages to this to even the highly motivated employee might not perform well at their task, especially if they don’t have the capability to perform the jobs or work under distressing job condition. Even though job performance implicates more than motivation but it is one of the important factors in achieving a good performance. As suggested by Sasone et al (2000) there are two kinds of motivation, intrinsic and extrinsic. Intrinsic motivation was delineated as a motivation that reliant on inner factors such as the desire to work hard and the satisfaction of accomplishing something (reference, yr). For example, an employee of an organisation would be motivated to become the employee of the month, by finishing his/her task before the deadline. But extrinsic motivation was delineated as a motivation depends on external factors such as money. Employee’s can be categorized as extrinsic motivated if she/he is working to get money. (Deci 1975 cited in latham 2006) believed that the external factors such as money can have a negative impact on employee’s behaviour. He also believed that if the employee performs the task based on external factors, the employee will have less and less motivation towards their job, but if the employee’s are not driven by external factors they will incline to be in manipulation and hence intrinsically motivated (Deci, 1975 cited in latham, 2006). The understanding of the statement from Deci, 1975 is that external factors can reduce intrinsic motivation. But according to Bandura (1977) assumed the statement that intrinsic motivation was only influenced by internal factors. He also stated that it is essentially impractical to find situation where the presence of extrinsic factors are none (Bandura 1977).