Motivation and Conflict Management

1025 Words3 Pages

Motivation and Conflict Management

Organizations strive for creative ways to enhance employee motivation and resolve conflicts with the desire to have employees perform better within the workplace. To motivate one has to be motivated. Motivation within the workplace has to be constant and requiring a goal. Motivation, if not repeated will not last. Therefore, learning to determine how different organizations apply motivation theories to motivate employees, analyzing conflict management strategies and what approaches work best in different organizations will influence the success of an organization.

Motivation Theories and Organizational Behavior

Motivation is the concept of stimulating or arousing a person to achieve a goal. Motivation has much to do with desire and ambition, and if they are absent, motivation is absent too (What is Motivation and How to Strengthen It, para. 1). Motivation theories are unique to each organization. Some organizations have come up with motivation theories such as setting work goals, job performance evaluations, and fair treatment policies within the work environment to keep employees motivated. The impact that individuals, groups and structures have on behavior within organizations is Organizational Behavior. Motivation is affected by organizational behaviors, which is why different organizations apply motivation theories to motivate employees.

Applying Motivation Theories to Motivate Employees

Keeping workers motivated in today workplace can be not just a job, but also an adventure. In many organizations this is a challenge because the workplace is made up of a diverse cultural environment. Managers are still the driving force for any business and the responsibility and demand to ac...

... middle of paper ...

...ional behavior. Team B was able to discuss and analyze different conflict strategies used in the workplace. The research educates Team B to how organizations implement various theories and strategies in accordance with their work environments.

Works Cited

Lewis, Clive (2007) Human resource management international digest. Bradford: 2007. Vol 15, Iss.4: pg. 3.

Sasson, R. (2001-2010). SuccessConsciousness.com. Retrieved from http://www.successconsciousness.com/strengthen_motivation.htm

Swinton, Lyndsay (2006). Workplace Conflict Management: Strategy for Successful Resolution. Retrieved November 14, 2010 from http://www.mftrou.com/workplace-conflict-management-strategy.html

John R. Schermerhorn, James G. Hunt, Richard N. Osborn (2008). Organizational Behavior 10th ED. Retrieved November 12, 2010 from Academic Search

Show More
Related

  • Case Analysis: RL Wolfe

    3133 Words  | 7 Pages

    McShane, S.L., Olekalns, M. & Travaglione, A. 2013, Organizational Behavior: Emerging Knowledge, Global Insights 4th ed., McGraw-Hill, Sydney.

    Read More

  • Overview of the Management of Workplace Conflict

    3079 Words  | 7 Pages

    In several occasions, conflict occurs in the communication of one or two people. Several people have thought of conflict as cases involving pouring of furious anger in a communication process. Nonetheless, conflict is the misinterpretation of an individual’s words or values (Huan & YAzdanifard, 2012). Conflict can also be due to limited resources in an organization (Riaz & Junaid, 2010). Conflict may as well arise due to poor communication or the use of inappropriate communication channel of transmission of information between the involved parties. Management of conflict has various conflict management styles that include avoidance style, forcing style, passive-aggressive style, accommodating style, collaborating style and compromising style. Workplace conflict comes in two different kinds: task involving conflict, which focuses on the approaches used in resolving the problem and blaming conflict that has the aspects of blame and never brings element of resolving problems between the conflicting parties. In the perception of several individuals, relationship conflict is negative.

    Read More

  • Five Bases of Power: Coercive, Reward, Legitimate, Expert, and Referent

    1004 Words  | 3 Pages

    Robbins, S. P., & Judge, T. A. (2007). Organizational Behavior (12th ed.). Upper Saddle River, New Jersey, United States of America: Pearson Prentise Hall.

    Read More

  • Team Dynamics - Conflict Resolution Strategies

    1188 Words  | 3 Pages

    Kreitner, R., & Kinicki, A., (2004). Organizational Behavior (6th ed.). New York: McGraw- Hill/Irwin. pp. 406- 441.

    Read More

  • Transformational Leadership

    1366 Words  | 3 Pages

    McShane, Steven L.; Von-Glinow, Mary Ann: Organizational Behavior 6th Ed. Copyright 2013. McGraw-Hill Irwin. New York, NY.

    Read More

  • Theories of Motivation

    1158 Words  | 3 Pages

    Motivation is therefore the force that transforms and uplifts people to be productive and perform in their jobs. Maximising an employee's motivation is necessary and vital to successfully accomplish the organisation's objectives and targets. However this is a considerable challenge to any organisation's managers, due to the complexity of motivation and the fact that there is no ready made solution or an answer to what motivates people to work well (Mullins, 2002).

    Read More

  • Conflict Resolution

    1118 Words  | 3 Pages

    Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).

    Read More

  • Conflict Resolution

    1336 Words  | 3 Pages

    workplace include greater total resources, greater knowledge band and a greater source of ideas. However, these advantages can also bring on conflict within teams and the entire workplace. Varney (1989) reported that conflict remained the number one problem within a large company. This was after several attempts were made to train management in conflict resolutions and procedures. However, the conflict remained. The conflict possibly remains because the managers and leaders did not pay attention to the seriousness of the issue. In order to maintain an effective team, leaders and team members must know and be proactive in the conflict resolution techniques and procedures.

    Read More

  • Manipulation of Employees

    873 Words  | 2 Pages

    The key to understanding what employees’ motivations are, and how managers can support them in their aims and objectives, is to understand that different people are motivated by different things. Managers should make a conscience effort to stay in touch with the interest, skills and abilities that their employees possess. Given the opportunity, it is possible that employees can provide valuable information about how to motivate each other to do a better job.

    Read More

  • Motivation and Leadership

    1594 Words  | 4 Pages

    Motivation is the reason or purpose behind action, or what causes one to act in a particular manner. Motivation can either be intrinsic or extrinsic in nature, yet it rests solely within the power of the individual actor to be motivated (or not) by intrinsic and extrinsic motivators. Motivation is an extremely important topic of discussion in the larger discourse on leadership. It is important because it provides the basis for human action, or inaction. Leaders must be able to understand what motivates their followers in a hope to use that knowledge to guide them to behave in a certain way that is beneficial for the organization. To do so, it behooves leaders to understand the basic concepts and theories of motivation that abound.

    Read More

  • Motivation in The Workplace

    1780 Words  | 4 Pages

    Employee motivation has always been a central problem in the workplace, and, as an individual in a supervisory position, it becomes one’s duty to understand and institute systems that ensure the proper motivation of your subordinates. Proper motivation of employees can ensure high productivity and successful workflow, while low worker motivation can result in absenteeism, decreased productivity rates, and turnover. A large body of research has been produced regarding motivation, and much of this research is applicable to the workplace. Due to the nature of man, motivation varies from individual to individual, and, because of this, there is no one system that is the best for ensuring worker motivation in every organizational situation, and, as a product, many theories have been created to outline what drives people to satisfactorily complete their work tasks. Throughout the course of this document, the three main types of these motivational theories will be outlined and examples of each, as well as how these theories can be used to further strengthen and sustain worker motivation....

    Read More

  • Employee Motivation is the Key to Success

    1396 Words  | 3 Pages

    The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that’s easier said than done! Motivation practice and theory are difficult subject, touching on several disciplines.

    Read More

  • The Importance of Motivation in an Organization

    1539 Words  | 4 Pages

    Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations managers, due to the complexity of motivation and the fact that, there is no ready made solution or an answer to what motivates people to work well (Mullins,2002).

    Read More

  • Workplace Conflict Management

    1317 Words  | 3 Pages

    The basics of conflict management include improving communication, teamwork, and a systematic approach to solving the disagreement. This paper explores various techniques that can be utilized to manage conflict in the workplace.

    Read More

  • Reflection Paper On Personal Learning

    2945 Words  | 6 Pages

    Motivation, as defined in class, is the energy and commitment a person is prepared to dedicate to a task. In most of organisations, motivation is one of the most troublesome problems. Motivation is about the intensity, direction and persistence of reaching a goal. During the class, we have learned a substantial theories of motivation and many theories of motivations are used in real business. Each theory seems to have different basic values. But, they all have been analysed for one reason, recognising what motivates and increases the performance of employees. Ident...

    Read More

More about Motivation and Conflict Management

Open Document