...Running head: Motivation, Conflict, and Ethics Motivation, Conflict, and Ethics University of Phoenix Motivation, Conflict, and Ethics As an employee of a Medicare contractor communication is a vital aspect of the work environment. There is a 24 hour hotline which serves as means of communication between employees and human resources. The use of a 24 hour hotline as a communication method allows flexibility among the staff in receiving information. Professional, societal, and individual ethics are a very important part of the corporate culture. Being a contractor the company has to be trusted in dealings with companies and also personal information. Internal policies and procedures reflect a conscious effort to maintain high ethics among staff. They have gone so far as to establishing a dedicated phone number and email for employees to report any unethical behavior. This company does its best to hire employees with high individual ethical standards. Employees are also trained thoroughly on ethical procedures in the workplace that all staff are expected to adhere to. Motivational theories The motivational theories used by the Medicare contractor include production quotas, bonus incentives for hitting quality and timeliness requirements, and push days. The production quotas are reviewed on a weekly basis, and managers communicate the percentages to the employee: offering praise, pointers, or management help to bring substandard percentages up to expectation. Bonus incentives...
Words: 499 - Pages: 2
...LEADERSHIP, MOTIVATION AND ORGANIZATIONAL CONFLICT MOST PRESSING TOPICS IN ORGANIZATIONAL BEHAVIOR Organization behavior is the study of behaviors and attitudes of people in an organization. After all human behaviors and attitudes determine effectiveness of any organization. The approach used in studying OB is the system approach. In other words, this approach interprets people-organization relationships in terms of the whole person, whole group, whole organization, and whole social system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives. In this paper we propose to study leadership, motivation and organizational conflict, as among the most pressing issues in organizational behavior. Further, we shall discuss how these issues can be addressed. 1. Critical role of motivation It is critical for managers to understand why and how employees are motivated if they are to make full use of a worker’s capacity to learn and perform. For a manager, motivating employees to learn and perform at their best is a complex and difficult challenge. No two individuals, that is, no two employees including the two who are doing the same job are alike. At any time two different individuals will have two distinct needs and desires. Moreover, what motivates an employee to perform well today may not motivate him the next year, or next week, or even next hour. However, a motivated set of employees represent tremendous...
Words: 2740 - Pages: 11
...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...
Words: 1476 - Pages: 6
...Evaluating Performance through Motivation and Conflict Management MGT/307 February 08, 2010 The size of a workplace or organization is irrelevant went it comes to the need to survive. High-performance workplaces and organizations have abandoned the traditional organizational structure, and have adopted innovative techniques to improve operational effectiveness, workplace stress, and organizational dynamics. These high-performance workplaces and organizations encompass characteristics that keep them profitable and ahead of the competition. The emerging trends in organizational behavior introduced into the business world strongly relate to high-performance workplaces and the stress management techniques that have been implemented. Differences exist in the methods used by high-performance workplaces and organizations and the traditional organizational structure when it concerns how they manage and improve their operational effectiveness, stress, and organizational dynamics. A high-performance workplace or organization has a stronger approach to maintaining an effective workforce. The workforce remains effective by sustaining an appropriate balance between new technology and the workload for individual employees. The traditional organizational structure is content accomplishing tasks from a recognized and established method. The use of technology is an effective method of performance for employees, but accommodating this effective method is more stress. The methods...
Words: 1280 - Pages: 6
...Evaluating Performance Through Motivation and Conflict Management Decisions Motivation defined as the process which accounts for an individuals intensity, (how hard a person tries) direction, (leading to a specific point) and persistence (how long a person can maintain effort) toward obtaining a specific goal (Robbins & Judge). Managers daily deal with human behavior and understanding different types of human behavior is an added plus. Organized behavior defined as the study of human behavior within an organization. Earlier theories of motivation are based upon the hierarchy of needs. This theory comes from Abraham Maslow who suggests that within every human there is a hierarchy of five needs; physiological, safety, social, esteem and self-actualization. A closer theory to Maslows is the ERG theory; this theory is a remake of Maslows. The ERG theory was created by Clayton Alderfer, which argued Maslows theory due to Alderfer belief of humans being motivated by three core needs. The core needs fall under the category of existence, relatedness, and growth. Douglas McGregor, an economist and management professor, explained two distant views of human beings: one basically negative labeled Theory X (inherited dislikes) and one positive Theory Y (inherited likes). This theory is along the lines of managers who base the nature of humans on certain group types. The final theory from earlier theories of motivation comes from Frederick Hertzberg. Mr. Hertzberg’s...
Words: 319 - Pages: 2
...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...
Words: 998 - Pages: 4
...and Workplace Rewards Assessment Aubrey Snyder Human Motivation PSY/320 July 25, 2011 Laurel Taron Job Redesign and Workplace Rewards Assessment Motivating employees demands a clear understanding of motivational theories and human behavior, alike. Only then will the employer be in a position to reach the true self of his or her employees. Understanding human behavior and motivation and in turn knowing how to apply this information to the workplace potential is essential to good management, which allows employers to successfully motivate employees as well as ensure employee satisfaction (Reeve, 2009). Employee motivation and satisfaction are positively related to performance and productivity. So, motivational strategies can purposefully be used as a catalyst that is very beneficial for the employer and the employee alike (Reeve, 2009). An organization’s success is built on its employees’ performance. Companies offer innovative ways to engage employee’s motivation, essentially enhancing the employee’s drive and determination. In addition to increasing motivation, companies create effective ways for employees to manage conflict. Without patience and care, an organization can be faced with damaging results. Each company has its own way of analyzing and resolving unwanted conflict, usually with the help of its ethics program. Employees play a major role in the company’s success. Therefore, conflict and motivation management should be created with employee’s needs and...
Words: 2117 - Pages: 9
...Out of Their Way * 2.5.6 Summary * 2.6 Examples of Team Cohesion: The Good * 2.7 Examples of Team Cohesion: The Bad * 2.8 Conclusion * 2.8.1 Ways to Increase Team Cohesion * 2.8.2 Potential problems * 2.9 References 3 Communication * 3.1 Introduction * 3.2 Miscommunication * 3.3 Communication Breakdown * 3.4 Planning for Communication * 3.5 Communication Tools * 3.6 Personality Types * 3.7 Conclusion * 3.8 References 4 Conflict * 4.1 Conflict Defined * 4.1.1 Conflict in Groups and Teams * 4.2 Types of Conflict that a Team Can Face * 4.2.1 Positive conflict * 4.2.2 Negative conflict * 4.3 Why is Conflict Resolution Important in a Team Setting? * 4.4 What are the Symptoms of Team Conflict? * 4.5 What are Appropriate Solutions to Conflict? * 4.6 How Can a Team Prevent Negative Conflict? * 4.7 How Do Teams Prevent Damaging Conflict? * 4.8 Resolving Conflict * 4.8.1 How Can Teams Resolve...
Words: 413 - Pages: 2
...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwer...
Words: 2425 - Pages: 10
...The success of the organization is not only about how well the organization is financially doing. Includes employees have motivation enough to put forth his or her best effort and, as a result, being more productive. Motivation requires getting individuals of the team to be able to pull his or her share of the weight, to give his or her loyalty to the team. Including having the ability to carry out accordingly to the purpose of the organization. Most think to improve employee motivation. Is created by giving out some type of monetary reward such as bonus or increase in pay. As noticed through out this course this seems to be a common theme in a lot of the companies. A monetary award of this type may appear to be a logical solution for increasing employee motivation. It seems many employees have complaints that they are over work and under paid. Is this absolutely a comprehensive way of increasing motivation amongst employees? So, employees will continue to be able to perform at his or her optimal in his or her position? One model that Gratton and Truss refer to is what is known as “three-dimensional model of people strategy” The foundation of this model includes three segments. The first segment of the model is the vertical alignment. This part of the model is about people strategy and business goals. The second segment is the horizontal alignment. This section of the model is about individual Human Resource policies. Last is the Action or also known as the implementation dimension...
Words: 1459 - Pages: 6
...HR Performance Issues and Motivation Vada Taborn BUS610: Organizational Behavior Instructor: Martin McDermott Date: December 22, 2014 HR Performance Issues and Motivation It is common for motivation to be used in the workplace in order for goals to be reached by employees. In the workplace, it is absolutely necessary that both management and employees are able to concentrate on their work. There are many things that can motivate someone into acting or behaving a certain way. A person’s productivity can be determined by the motivation that they receive not only from their work environment but also from outside influences. Money is not the only influence that can motivate an employee. Sometimes showing an employee how much their hard work is appreciated can motivate them into working harder. There are many motivational problems that can make it very difficult for goals to be reached. Motivational problems may come from the workplace, while others occur outside the workplace, but all of them can influence a worker’s performance. A person’s personal life can be the most common motivation problem. It is necessary to separate personal life and work but it is sometimes difficult to do and family affairs may affect performance at the workplace. There is always a need to be able to totally focus on work in order for organizational goals to be reached. The issues that a person has in their person life can be motivation problems that make it hard for goals to be attained. Some of the personal...
Words: 1326 - Pages: 6
...Final Reflection Paper – EDAD 637 Holly Berger Texas A&M – Commerce Introduction The study of organizational behavior in education can be quite complex considering that it relates to individuals in a workplace. When people are factors in any equation, topics such as emotions, communication, management, and much more should be considered. Throughout this course, I have learned a great deal about theories, history, change, and influential people. For my final reflection, I have chosen professional learning communities, conflict, and motivation as the three topics that I will address. I chose these topics for many reasons, but the main reason for choosing was simply that I wanted to follow my heart. It was important to me to choose topics that I could relate to or that I had a vested interest in. These topics are also very relevant in my current working situation. Through this reflection, I hope to gain further insight to these topics and to build my capacity as an instructional leader. Overview of Topics Professional Learning Communities A Professional Learning Community (PLC) is a group of educational professionals who come together to work collaboratively with the ultimate goal of improving student achievement. According to DuFour (2004), in a PLC, educators engage in on-going dialogue and questioning about teaching and learning. Engaging in meaningful collaborative conversations encourages deep professional learning, and this teacher learning may result...
Words: 1619 - Pages: 7
...Motivation and Stress: A Discussion of Management Recommendations for a Local Hospital The following report was written by a private consultant hired to examine the issues being experienced by Delmar General Hospital with their nursing staff. The report begins with a discussion of nursing, moves on to an overview of motivational theories, as well as stress and its effects on motivation. The issues occurring within this hospital with their nursing staff will be reviewed and interpreted by the private consultant. The private consultant will then conclude with a discussion of her final recommendations in terms of what can be done by Delmar General and their management staff to increase motivation and decrease stress levels, with examples from supporting research. No matter what ones goal may be, motivation always plays a big role in achievement. In the workplace, individuals must be motivated to perform their best however, frequent conflicts can often hinder ones motivation levels by causing stress. Managers within the workplace can attempt to achieve maximum productivity while maintaining a positive employee affect through the use of various kinds of motivational plans. The nursing profession is one of many within healthcare that deal with a lot of stress and motivational issues. Currently nursing is facing a series of issues that makes understanding stress and motivation very important for healthcare managers. It was estimated by the US Department...
Words: 5506 - Pages: 23
...the positive effects of effective communication on employee motivation and performance. Specifically, in intends to compare the results between service employees and manufacturing employees in terms of communication as a motivating factor. The theories used in this study to create a conceptual framework are Herzberg Two factor theory, Goal Theory, and the circular theory of communication. The concept is that when hygiene and motivator factors are high, goals can be developed, but can only be effective only if the message was disseminated effectively. The study uses quantitative research on service and manufacturing employees. They were surveyed using a semi-structured questionnaire with ranking questions and some open-ended questions. The study found that there were only slight differences in the motivator factors for both set of respondents but there service employees are higher in hygiene. Both industries, however, see communication as an important factor in motivation. However, they only experience high hygiene, but less motivator, which means that they are not fully motivated. It has been suggested that the companies of the employees surveyed should invest on improving the motivator factors within the working environment and improve communication flows. CHAPTER 1 THE PROBLEM AND ITS BACKGROUND This study examines the importance of communication on the performance and motivation of employees. The target samples of the study are employees...
Words: 11323 - Pages: 46
...and Schermerhorn (2007), a successful work environment “promotes participation, empowerment, involvement, teamwork, flexibility, self-management, and more. Along with these ideals, there are continuing calls for higher performance, greater efficiency, and lower costs” (p. 2). Health care organizations are faced with the daunting task of balancing organizational and patient expectations to deliver comprehensive and quality health care to patients while increasing productivity and efficiency within an organization. Increased productivity and efficiency within an organization depends on a strong organizational structure paired with the following key elements; effective communication, stable management, intrinsic and extrinsic motivation, successful conflict resolution practices, positive organizational culture, and an emphasis on the development of employees. Communication Management Style There are many various management styles for both organizations. An effective manager should know when the right management style needs to be used in an organization. Understanding how managers collaborate with individuals or groups in an organization in everyday situation can be the main key for assisting managers in becoming more efficient and effective in directing both their activities and working well with others within the organization. Management in health care plays a vital role when it comes to helping with change without patient care disruption. Both St. Jude Children’s Research...
Words: 1240 - Pages: 5
