Evaluating Performance Through Motivation and Conflict Management
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Evaluating Performance
An Organization motivates its employees in different ways to seek their best performance. Successful evaluations of their motivation methods will allow an organization to use the best methods possible. An Organization must also have the management team prepared and trained with the right tools to handle any conflict management that happens to come into play. This paper will analyze motivational theories and techniques, conflict management, and how management uses these motivational theories to motivate employees extrinsically and intrinsically. In addition to this, the paper will also discuss the conflict management strategies used by management.
Motivational Theories and Organizational Behavior
When looking into motivation from an organizational behavior perspective one may take into consideration Maslows hierarchy of needs pyramid, which focuses on what an individual actually requires. Edwin Lockes goal setting theory states that leaders or managers will set goals that employees will strive to achieve for a reward. Skinners reinforcement theory suggests that making positive changes constantly to the external environment of the organization may be more motivational than rewards. And the equity theory as stated by J. Stacey Adams offers the understanding of what one puts into a situation is what one should get out of it.
Different Motivation Theories Organizations Apply to Motivate Employees
It is the obligation of an organization to motivate employees to keep creativity and productivity high as well as keep stress levels low. According to Robbins and Judge (2009) motivation is the process which accounts for the direction, intensity, and persistence of an individual. Maslows theory addresses the core needs of being human as well as the internal and external (minor) needs that individuals need to fulfill to keep them motivated in completing the task at hand. According to Robbins and Judge (2009) organizations apply the goal setting theory to establish specific goals for employees that challenge them and allow management to apply feedback to employees. Goals must be consistent and challenge employees therefore encouraging high levels of performance from each individual; however, each individual must accept the goal in order for him or her to be motivated.
To direct ones actions, organizations will apply the reinforcement theory which takes on a behaviorist approach and reinforces behaviors that are acceptable by the organization. Robbins and Judge (2009) states that the reinforcement theory is based solely on what will happen to an individual in regard to his or her actions; this is usually done with consequences or rewards. Organizations apply the expectancy theory, as suggested by Robbins and Judge (2009), to motivate employees by the principal that the strength of an individuals tendency to act a certain way depends on the strength of expectation. The expectation is that an action will have a certain outcome. Management can look at what employees expect from accomplishing goals and tasks to tap into individual needs to increase creativity, productivity, and motivation.
Conflict Management Strategies
One of the most important responsibilities of a manager is to recognize conflict and knowing when to use conflict management strategies. These