...Evaluating Performance through Motivation and Conflict Management Robert Cummings, Katie Delong, Kara Gonzalez, Stephanie Hernandez, Rachel LaFontain MGT 307 April 25, 2011 David Parsons Evaluating Performance through Motivation and Conflict Management Organizations apply motivational and conflict management theories to keep employees aligned with the organization’s goals and to remain competitive in their market. Organizations employ individuals with different backgrounds and a management objective is to capture each difference and move forward with a common goal. Management is responsible for motivating employees and keeping them aligned with the organization’s goals. This paper will encompass organizational plans detailing motivational theories and conflict management plans as they relay to the differences in employee learning styles. Motivation Theories and Organizational Behavior Motivation states the “forces within an individual that account for the level, direction, and persistence of effort expended at work” (Schermerhorn, Hunt, & Osborn, 2008). Level is the effort that the individual gives, direction is the individual’s personal choice when making decisions, and persistence is how long...
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...Evaluating Performance through Motivation and Conflict February 19, 2011 Evaluating Performance through Motivation and Conflict In this paper Team A will discuss evaluating performance through motivation and conflict from a management point of view. The discussion will include motivation theories and organizational behavior, Team A will also discuss how different organizations apply these theories to fit the needs of the organization, as well as conflict management strategies and conflict approaches that best work within the organization. Conflict in the workplace is inevitable given the multiple personalities and behavioral traits that come along with them. Everything from culture and beliefs to personality and disagreements can play a huge role in conflict in the workplace. To manage conflict in the workplace successfully begins with effective communication but also requires the ability to adapt to changing conditions. This could mean strategically placing an effective leader in place to help manage possible issues that may arise. Leaders in the organization are responsible for maintaining a stable work environment so that everyone is successful by having strategies in place that promote a healthy work environment. For example, management should clearly define each employee’s role so that there is no question he or she knows what his or her duties are. One of the...
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...culture can impact on the performance of the business: 4 1.3 Discuss the factors which influence individual behavior at work: 4 2. Understand different approaches to management and leadership: 5 2.1 Compare the effectiveness of different leadership styles in different organizations: 5 2.2 Explain how organizational theory underpins the practice of management: 5 2.3 Evaluate the different approaches to management used by different organizations: 6 3. Understand ways of using motivational theories in organizations 7 3.1 Discuss the impact that different leadership styles may have on motivation in organizations in period of change: 7 3.2 Compare the application of different motivational theories within the workplace: 8 3.3 Evaluate the usefulness of a motivation theory for managers: 9 4. Understand mechanism for developing effective teamwork in organizations 10 4.1 Explain the nature of groups and group behavior within organizations: 10 4.2 Discuss factors that may promote or inhibit the development of effective teamwork in organizations: 10 4.3 evaluate the impact of technology on team functioning within a given organization: 11 References: 12 Introduction: Organization is the combination of people for allocating and using specific resources to produce goods and services. Organization can be different types. Producing goods and service may not always the main factor. To identify and understand organization, one must go through the organizational behavior...
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...Abstract Leading Change by John P. Kotter and Organizational Behavior and Management by Ivancevich are centered around the themes and concepts of an eight stage process that incorporates the ideas of establishing a sense of urgency, creating the guiding coalition, developing a vision and strategy, communicating the change vision, empowering employees for broad-based action, generating short-term wins, consolidating gains and producing more change, and anchoring new approaches of each author. Leading Change and the related text are findings that complement the explorations of each author. One may find the relationship between the books to be astounding as the authors appear to mirror each other’s ideas, but one author provides insight through the use of experience and opinions, while the other uses research and supporting evidence. An effective manager should be able to integrate the concepts of organizational behavior and leadership in order to properly communicate, implement, and transform the projects of an organization whose goal is to become more competitive. The text on Organizational Behavior has provided the research and theories on the effective use of human resources, while Kotter offers a situational approach that one can easily relate to. The integration of Kotter’s eight stage process along with the text by Ivancevich have provided me with a better understanding of leadership as an ongoing fundamental process and organizational behavior as a principle that...
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...PERFORMANCE MANAGEMENT 1 Objective Objective of this policy is to set a process for managing the performance of the employees so as to achieve the ultimate objective of the organization. By adopting this policy we aim to attain the following objectives: 1 To help employees setting their priorities (objectives) right at the beginning of the year; 2 To align the individual/employees objectives with departmental objectives and the departmental objectives with the organizational objectives; 3 To enable/facilitate evidence based decision making in: a. Determination of compensation packages, wage structure, Salaries adjustment/raises, etc.; b. Employees retention, succession planning, Training &development 4 To identify the strengths and weaknesses of employees to place right men on the right job; 5 To maintain and assess the potential present in a person for further growth and development; 6 To provide a feedback to employees regarding their performance and related status; 7 To improve the working habits of the employees. 2 Scope This policy is applicable to all regular employees of the Organization. 3 Accountabilities 4.1 The Vice Chancellor (VC)/Executive Director (ED) – Based on the five years plan shall ascertain the key result areas for the year. 4.2 Deans shall ascertain their individual faculty’s contribution to achieve the key result areas set by the VC/ED and shall be responsible for the development...
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...Desire for Performance Feedback 2 Action Plan 3 • Analysis 3 • Detail Behavior 3 • Resources 4 Summary 4 Self Reflection – II 5 What is your primary conflict-handling intention? 5 Action Plan 6 • Analysis 6 • Detail Behavior 6 • Resources 7 Summary 7 Self Reflection – III 8 Assessing Participation in Group Decision Making 8 Action Plan 9 • Analysis 9 • Detail Behavior 10 • Resources 10 Summary 10 References 11 Self Reflection – I Measuring Your Desire for Performance Feedback According to, the hands-on exercise (Kinicki, 2012, p201), I personally desire high degree of feedback. During this exercise I felt that I am a person who needs time to time motivation and recognition on very significant milestone achieved to gain self-confidence. The positive feedback that I used to receive from my superiors or next level managers always helped me to perform better. Our management used to believe that improving individual performance through goal-setting and providing timely feedback through recognition was an effective way to perform operations. At times, my manager used to provide instructional feedback when I used to handle new task in a project. Feedback depends on an individual perspective. Relating to the exercise I disagree with the fact that I can judge my performance at work and...
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...------------------------------------------------- Top of Form Case: Texas Roadhouse Won’t Scrimp on Making Employees Happy In: Business and Management Case: Texas Roadhouse Won’t Scrimp on Making Employees Happy “If we take care of our employees, they will take care of our customers” is a common phrase. In your experience, is it actually practiced or is it just a cliché on the wall? Discuss the implications of your answer. Solution: The above phrase holds true in today’s competitive world and is actually practiced, where the focus is on the customer. The phrase is very much applicable for the service-oriented companies, where employees play a huge role in the success of the company. It is believed that employee job satisfaction is directly related to customer satisfaction. The management should take decisions and develop measures to increase the motivation of its employees to serve their customers better. An employee can increase the service quality through five important dimensions, namely, discussed as below: Reliability: The ability of the employees to deliver the promised service to the customer, in promised time and error free transactions, would increase the customer base and boost sales. Assurance: The politeness, knowledge and courtesy of the employees towards customers, in dealing with the products sales and after-sales service, builds a huge amount of trust and confidence. Tangibles: The personality and well-dressed attire of employees, attractive and simple...
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...What is goal congruence? It simply means making sure your goals are in harmony with and aligned to what you really want in life. An Important Illustration: Let's say you hate your job so you set a new goal find another job. You're so desperate and emotional to leave your current work situation you focus your goal on what you are feeling in the moment. Your goal: Find a better job, that pays money, with less stress. Maybe you follow the SMART goals formula and add specifics that you can measure, such as you want to find this job within four months and your minimum salary requirement is 10% more than your current job. Let's say four months later you achieve your goals - you have a better paying job and less stress. However, you're still dissatisfied, because the new job is not challenging. Your workday seems extremely long and you're unhappy. When you ensure your goals are aligned with what really want in life then you will be happier in the long run. If you would have taken the time to focus on what you really wanted your job search may have taken you in a new direction. In the end, you'd be doing work you love, with more energy, and interest. You'd feel a sense of accomplishment and be happier. Never underestimate the power of effectively aligning your goal. It's the foundation for really smart goals. Objective: Setting Personal Goals that Will Spark Your Enthusiasm and Lead to Lasting Success You Want to Be With the 3% That Succeed! 97% of people do not know how...
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...skill needed to successfully lead the organization. The process of electing a leader is without doubt a huge task but the organizations need democratic election processes and strong accountability mechanisms. The mechanisms ensure that the interests of the company and the executive management properly align. The influence that leaders have on particular organization in its operational and strategic matters makes it difficult to appoint leaders to spearhead the activities of a company. This research bases its argument on the Totally Tubular Technology (T3) Company. The company needs to change its operational and leadership structure to achieve maximum returns due to is expansion to reach international markets. The study depicts the process of appointing a leader concerning the skills, knowledge and experience of the person. The appointing process involves the use of existing leadership theories and information from research articles based on how other companies in other countries carried out their elections. The development of the research includes the strategies, tools and processes that enables the leader to address concerns such as team work, conflict resolution and employee motivation. The research...
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...GHANA INSTITUTE OF MANAGEMENT AND PUBLIC ADMINISTRATION (GIMPA) GMBA 710: MANAGING ORGANISATIONS CRITICAL SUCCESS FACTORS FOR EFFECTIVE TEAMS: A CASE STUDY OF THE TEAM DOTED (GMBA GROUP C) DENNIS OWUSU - SEKYERE (215003500) LECTURER: DR. BEN SARPONG MENSAH DECEMBER 2014 TABLE OF CONTENTS Content Page Table of Content...................................................................................i Introduction ..........................................................................................1 Group Profile & Overview....................................................................1 Group Formation Process .................................................................2 The Evolution from Work Group to Work Team.................................4 Critical success factors for Effective Teams.........................................5 Leadership & Power.............................................................................5 Effective Communiation........................................................................5 Motivation…………………....................................................................6 Group Diversity....................................................................................7 Decision Making…...............................................................................8 Climate of Trust...
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...1. Introduction 1.1 Purpose The purpose of this report is to determine, discuss and demonstrate how the management of Wal-Mart Stores, Inc. can apply the concepts of organizing and motivating to reach the organizational objective of resolving the ethical issues regarding wages and employee welfare by June 2012. 1.2 Background Vesilind (1988) defined ethics as the study of systematic methodologies which can assist one in making value-laden decisions when one is guided by his or her individual moral values. Hence, one is said to be practicing ethics when he or she is implementing ethical values in decision-making. When managers and employees do not practice ethical values, an organization will face ethical issues. In this report, the organization that is being discussed is Wal-Mart Stores, Inc. In the United States, Wal-Mart Stores, Inc. run large discount department stores and also warehouse stores. Even though Wal-Mart is the largest groceries retailer, the management of it has caused many ethical issues regarding wages and employee welfare as they did not practice ethical values. Wal-Mart Stores, Inc. paid their workers low wages that are even lower than the federal poverty line. Bianco and Zellner (2003) stated that in 2001, documents filed in a lawsuit that is against the corporation showed Wal-Mart sales clerks earned $8.23 an hour, or $13,861 a year on average. The wages is definitely low and insufficient, especially for a family of three, as the federal poverty line...
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...organisational structures and behaviours. 2. Explaining the impact on performance of the business regarding organisation structure and culture 3. Factors that are influencing the individual behaviour at work 4. The impact of different types of leadership in organisations 5. Explaining how organisational theory underpins the practice of management. 6. Evaluating the different approach to management used by different organisations. 7. Discussing the impact that different leadership style might have in organisations in periods of change. 8. Comparing the application of different motivational theories within the workplace. 9. Evaluating the usefulness of a motivation theory for managers. 10. Explaining the nature of groups and behaviour within organisations. 11. Discussing the factors that might promote or inhibit the development of effective teamwork in organisations. 12. Evaluating the impact of technology on team functioning within the organisation. Facebook and Google Organisational Structure One of the most important levels of the organization, are their organizational structure and culture. Although there isn’t enough information given in the organizational chart to determine Facebook’s specific type of structure, we can reasonably assume that it would take on a centralized structure with elements of matrix structure, where the majority of decision making is performed by a small amount of people but...
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...and with the team as a whole. According to Moldjord, and Iversen, (2015), high performance teams have members whose skills, attitudes and competencies enable them to achieve team goals, make tough decisions, communicate under stress, manage conflict, and solve challenging task. By the end of this essay, it will be determined if this survey or questionnaire is sufficient to measure a high performing work team and if it can be utilized as such. High Performing Work Team Team performance is what contributes to a team success of failure. According to Thompson (2014), team performance analysis consists of productivity, cohesion, learning, and integration. This analysis identifies the factors on how team performance effectiveness should be evaluated. Productivity measure whether the team achieve their goals. It requires the team to have a clear goal and adapt accordingly as new information arrives, if the goals changes, and if the organizational priorities has shifted. Productivity is what evaluates the team’s output meets the standards of those who have to use it. It is imperative that each members of the team accept the identified goals to be effective. Another important factor in evaluating team performance is cohesion and integration of all team members. Every team members should work together as a whole. It is vital for everyone involved to behave accordingly with respect while working through any differences among them. When all members integrate themselves in achieving...
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...Psychology 5 1.2. Differences Between Psychology And Organizational Psychology 6 1.3. Current Psychological 9 Current Psychology of Basics Knowledge Management & Organizational Learning 9 Knowledge Management and Organizational Learning 9 Knowledge Management Processes and Goals 10 Current Knowledge Management Systems 11 Organizational Learning 11 Knowledge Management in Organizations 12 The Knowledge Management Processes Cycle 12 KM Strategies 14 Codification Sub-Strategies – Earl’s codification-oriented sub-strategies are: 15 2. MOTIVATION 16 2.1 Motivational Concept 16 Ego-focused versus other-focused emotions 17 2.2 HIERARCHY OF NEEDS 19 Herzberg’s Two-Factor (Motivation-Hygiene) Theory 20 2.3 MOTIVATIONAL THEORIES 21 MOTIVATION THEORIES ARE OFTEN CULTURE-BOUND 23 Maslow's Needs Hierarchy. 23 McClelland's Three Needs Theory 23 Adams' Equity Theory 23 Hertzberg's Two-Factor Theory 23 3. RECRUITMENT 23 3.1 Sources of recruitment 23 The traditional recruitment sources were: 24 The modern recruitment sources are: 24 3.2 Internal recruitment 24 3.3 External recruitment 25 3.4 Recruitment process 26 4. EMOTIONAL BEHAVIOR IN ORGANIZATIONS 27 4.1 Frustration and Anxiety 27 The specific goals are to help organizations, managers, and employees 27 Understanding the Causes of Conflict 28 4.2 Stress – Strain and Pressure 30 4.3 Drug use in the Industry 32 The Benefits of Going Drug-Free 32 U.S. Department of Labor 34 5. JOB...
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...Organizational Structure And Culture At Tesco Management Essay Published: 23, March 2015 An organisations structure can depend on its size, the sector it operates in public, private, or third sector i.e. voluntary or charitable, the number of people it employs and its physical resources. Following are three different types of organizational structures Functional organisational structure Functional organisations are organised according to technological disciplines. Senior functional managers are responsible for allocation of resources but the responsibility for the total product is not allocated to one person but rather to a senior management group. Coordination occurs through agreed organisational procedures, detailed specifications and regular meetings both ad hoc and structured. Generally products that require a high level of specialist knowledge require a functional structure. Divisional organisational structure Divisional organisations are commonly divided into smaller units of operation with each division being aligned to a sales or production unit with supporting sales, production, finance, HR, and marketing resources operating under a departmental manager but responsible to the unit manager and then upwards. 1.2 Organizational structure and culture at Tesco Professional Essay Writers Get your grade or your money back using our Essay Writing Service! ESSAY WRITING SERVICE Following are some of the features of organisational structure at Tesco Geographically...
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