Ltc pp mgt307_wk4 Copyright 2013 Edward F. T. Charfauros. Reference, .
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Transcript of Ltc pp mgt307_wk4 Copyright 2013 Edward F. T. Charfauros. Reference, .
Celine Israel, Kodi Womack, Tawnya
Tanudra, Edward Charfauros
1. Introduction2. Motivation Theories
Evaluation3. Organizational Behavior
Analysis4. Motivating Employees By
Motivation Theories
Application5. Workplace Conflict
Management Strategies
Analysis6. Conflict Management
Approaches for Organizations
7. Conclusion8. References9. Questions and Answers
Employee motivation is the ideal
path managers use to achieve
desirable organization outcomes.
According to the Schermerhorn,
Hunt, and Osborn’s book
organizational behavior, tenth
edition, chapter 1, being a
manager is a unique challenge
that carries distinct performance
responsibilities that link closely
with the field of organizational
behavior. Managers help other
people get important things done
in timely, high-quality, and
personally satisfying ways (the
management process section, p.
13, para. 1).
MOTIVATION THEORIES EVALUATION
We define motivation as the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.
MOTIVATION THEORIES EVALUATION
According to Robbins and Judge in the book organizational behavior, thirteenth edition, chapter one, when managers motivate employees, direct the activities of others, select the most effective communication channels, or resolve conflicts among members this is leading.
MOTIVATION THEORIES EVALUATION
ORGANIZATIONAL BEHAVIORANALYSIS
Physical working conditions were
initially the earlier focus
Later interest had broadened
including human factors within
industrial engineering and
administration principles
This stimulated research for group
dynamics, individual attitudes,
employees and management
relationships. A discipline of devotion toward
scientific comprehension of
individuals and groups within
organizations, and organizational
processes, structures, and systems
performance implications emerged
from the foundation of
organizational behavior discipline.
ORGANIZATIONAL BEHAVIORANALYSIS
Employees are asset to the
organization Employees motivation comes
through a hierarchy of needs
Highest point of motivation for
employees is the point where
management meets the self-
actualization needs for employees
The lowest need are physiological
needs Theory X assumes that people do
not want responsibility and try to
avoid work Theory Y assumes that people are
anxious to take responsibility and
strive to work
MOTIVATING EMPLOYEES BY MOTIVATION THEORIES
APPLICATION
Organizations motivate employees by
giving challenging tasks that enable
them to develop Employees values challenges and
freedom to perform tasks than their
salaries Money is a strong motivator
Organizations motivate employees by
providing self-actualization needs
according to the hierarchy of needs
Organizations also use motivators in
hygiene factors to improve performance
Motivators include responsibility and
challenging work, which lead to job
satisfaction Lastly, Organizations apply this theory
to motivate employees and improve
performance.
MOTIVATING EMPLOYEES BY MOTIVATION THEORIES
APPLICATION
Understand the situation Why there is conflict
Acknowledge the problem
Consider all emotions
Be patient Take time to evaluate Review relevant information
Avoid using intimidation No coercion Feelings will resurface
Never solves problems
WORKPLACE CONFLICT MANAGEMENT STRATEGIES ANALYSIS
Focus on problem over individual
Don’t blame Evaluate actual situation
Mediation guidelines Controlled emotions Express feelings calmly
Open communication All parties able to express
All viewpoints validated
Act decisively Mediator makes a decision on
resolution
WORKPLACE CONFLICT MANAGEMENT STRATEGIES ANALYSIS
Lose-Lose Conflict Avoidance Accommodation/Soothing
Compromise Win-Lose Conflict Competition Authoritative Command
Win-Win Conflict Collaboration Problem Solving
CONFLICT MANAGEMENT APPROACHES FOR ORGANIZATIONS
Evaluating motivation theories and
conflict management help
organizations to achieve optimal
performance
Organization members are motivated
according to their interests and needs
Fair process for resolving conflicts
involve evaluation, communication,
and mediation
Best approach entails balance of
cooperation and assertiveness
Most appropriate approach depends on
an organization’s goals, resources,
time constraints, and needs of
members
CONCLUSION
Schermerhorn, J. R., Hunt, J. G., & Osborn, R. N. (2008).
Organizational Behavior (10th Ed.). Hoboken. NJ: John Wiley
& Sons.
Robbins, S. P. & Judge, T. A
. (2009). Organizational Behavior
(13th ed.). Upper Saddle River, NJ: Prentice Hall.
Smith P. G. (2011). How to resolve workplace conflict.
Management and human resources. Copyright 1999-2011
by attard communications, inc. and by the individual
authors. Business know-how is a woman-owned business
and a registered trademark of attard communications, inc.
Phone: 631-467-8883. Retrieved from
http://www.businessknowhow.com/manage/resolveconflict.
htm
REFERENCES