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Evaluating Performance through Motivation and Conflict Management Discussion
It is important that motivation and conflict management have the right balance to obtain the company’s obligation to their employees as well as the correct amount of balance for the behavior and structure of the company. An organization’s purpose of having a manger is to help when viewing motivational practices within the company. Organizations look for tactics that are motivational and techniques that can improve the employee’s job performance and morale. Some motivational theories are job rotation, job enlargement and job enrichment.
This paper describes a brief summary about discussing how different organizations apply motivation theories to motivate employees, analyzing conflict management strategies used in the workplace and analyzing which conflict management approaches work best in the organizations, and why?
Application of Motivation Theories to Motivate Employees
When you think of employee motivation, many things may come to mind: more money, a bigger office, a promotion, or a better quality of life. The truth is, no matter what we offer people, true motivation must come from within. Motivation starts with a good leader. A good leader thrives on communication by motivating employees toward a shared vision, and the motivation comes by communication within the team. Once a vision and vision statement are established, the leader then communicates high performance expectations and expresses confidence that followers can attain these goals.
This communication has to appeal to the team members to motivate and rally them, and earn their enthusiasm. This enhances follower self-esteem and self-confidence. Sharing information and ideas encourages team members to indulge in open discussions before the leaders make a decision. Organizations can motivate employees by identifying the individual employee’s position in the need to move up the ladder and create...
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