Organizations and management have an obligation to the company and employees to obtain the right balance for the organization’s structure and behavior. The right balance will consist of the appropriate motivational theories and the best conflict management approach. This piece will provide a brief overview of different motivation theories, how the theories can be applied as well as conflict management strategies and approaches.
Motivation Theories and Organizational Behavior
When looking into motivation from an organizational behavior perspective there are some key theories that can be evaluated. Need theories such as Maslow's Hierarchy of Needs pyramid focuses on what an individual actually requires. The Goal Setting theory of Edwin Locke shows that a leader may set a goal and have an employee strive to achieve it for a reward. This concept is only workable if the individual believes that he or she is able to achieve that goal. BF Skinner's theory of Reinforcement suggests that constant positive changes to the external environment of the company are more motivational than a specific reward. While the equity theory of J Stacey Adams offers the understanding of what one puts into a situation is what one should get out.
Different Motivation Theories Organizations Apply to Motivate Employees
“Motivation is the process that accounts for an individual’s intensity, direction and persistence,” as stated in Motivation Concepts (Robbins & Judge, 2009) and organizations have an obligation to motivate employees to keep productivity and creativity high and stress low. Organizations can achieve this in several ways.
There are need theories that focus on the needs of individual’s person needs such as Physiological, Safety, Social, Esteem, Self-Actualization (Maslow’s Hierarchy of Needs), Goal Setting theory, Self-Efficacy theory, Reinforcement theory, and Expectancy theory.
Maslow’s Theory plays... [continues]
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