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Evaluating Performance Through Motivation and Conflict

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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 most common reasons for conflict in the workplace is employees have an unclear definition of their responsibilities (Rau-Foster 2000). Employees must be reminded they are there to accomplish the goals of the organization. “Conflict arises from a clash of perceptions, goals, or values in an arena where people care about the outcome. The breeding ground for conflict may lie in confusion about,...

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