Evaluating Performance Through Motivation Conflict
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- Date Submitted: 08/11/2010 07:07 PM
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Evaluating Performance through Motivation and Conflict
Organizations all around the world are constantly looking for ways to motivate their employees. In this paper, four topics regarding performance through motivation and conflict management is outlined. Motivational theories and organizational behavior is the first topic that this paper discusses. How different organizations apply motivation theories to motivate employees is the second topic. The analysis of conflict management strategies that the workplace uses is the next topic; and finally the best approach of conflict management that works best in any organization and why these approaches work.
Many believe that a manager’s number one job in the workplace is to make sure the work done through the employees. The easiest way to accomplish anything is to find a way to motivate them. Research shows that motivated employees are far more creative and productive. Unfortunately, the opposite is also true in this situation. People will do what they want to do unless they are motivated to do something else. Some examples of motivation are, positive reinforcement, effect discipline and punishment, satisfying employee needs, the treating of employees equally, setting up work related goals, the restructuring of jobs, and rewards based on job performance. One of the most famous theories of motivation is Maslow’s hierarchy of needs. Abraham Maslow produced five levels of basic needs with his theory. Maslow characterized basic needs as needs for self-actualization, needs for self-esteem, needs of love, safety and security needs, and physiological needs. The physiological needs are air, food, water, sex, sleep, and any other necessity needed to exist. The safety and security needs include security of employment, health, environment, resources, and property. The needs of love include family, friendship, love, and intimacy. The levels of Maslow’s theory are self-explanatory (Zhang, 2010). Organizational behavior is a...
Organizations all around the world are constantly looking for ways to motivate their employees. In this paper, four topics regarding performance through motivation and conflict management is outlined. Motivational theories and organizational behavior is the first topic that this paper discusses. How different organizations apply motivation theories to motivate employees is the second topic. The analysis of conflict management strategies that the workplace uses is the next topic; and finally the best approach of conflict management that works best in any organization and why these approaches work.
Many believe that a manager’s number one job in the workplace is to make sure the work done through the employees. The easiest way to accomplish anything is to find a way to motivate them. Research shows that motivated employees are far more creative and productive. Unfortunately, the opposite is also true in this situation. People will do what they want to do unless they are motivated to do something else. Some examples of motivation are, positive reinforcement, effect discipline and punishment, satisfying employee needs, the treating of employees equally, setting up work related goals, the restructuring of jobs, and rewards based on job performance. One of the most famous theories of motivation is Maslow’s hierarchy of needs. Abraham Maslow produced five levels of basic needs with his theory. Maslow characterized basic needs as needs for self-actualization, needs for self-esteem, needs of love, safety and security needs, and physiological needs. The physiological needs are air, food, water, sex, sleep, and any other necessity needed to exist. The safety and security needs include security of employment, health, environment, resources, and property. The needs of love include family, friendship, love, and intimacy. The levels of Maslow’s theory are self-explanatory (Zhang, 2010). Organizational behavior is a...