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MGT307 Wk 4 Learning Team Assignment Version 2




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Motivational Behavior and Conflict Management 1
Evaluating Performance through Motivation and Conflict Management
Instructor: <Name>
University of Phoenix

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Motivational Behavior and Conflict Management 2
The paper discusses different motivational theories, how they create an impact for an organization.
Furthermore, role of conflict management within an organization is also discussed in this study.
Motivational theories:
The purpose of motivational theories is identifying ways to fulfill employee needs and keep them inspired
for better performance. These concepts are based on the needs of the individuals. Some of these theories
are discussed below.
1. hierarchy of need theory
As per hierarchy of need, the wants of an individual can be divided into two categories:
higher-order needs
Constitute individual’s needs of pride, respect and to reach the top.
Lower-order needs.
Constitute individual’s needs of safety, survival needs and wants.
These needs are based on the individual’s position within the organization’s hierarchy. The higher he goes
in upper hierarchy the needs would be higher-order needs. Mangers inspire employees at different levels
with meeting up their desires and needs. (Schemerhorn, Hunt, & Osborn, 2008, Chapter 5, pg 7-9).
2. The ERG theory
This theory also divides individuals with respect to their levels of needs but needs are differently put here.
According to the theory people have existence needs, relatedness needs, and growth needs. The ERG
theory also believes that managers can motivate individuals by meeting their various needs. Unlike
hierarchy of need theory it proposes that lower level needs can also be fulfilled at higher levels of positions.
(Schemerhorn, Hunt, & Osborn, 2008, Chapter 5, pg 10-11).

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Motivational Behavior and Conflict Management 3
3. Acquired needs theory
The acquired needs theory relates needs of individual by achievement needs; affiliation needs, and power
needs. It propose that needs are developed out of life experiences and doesn’t relate to the hierarchy
position or standing.(Schemerhorn, Hunt, & Osborn, 2008, Chapter 5, pg12-13).
To understand better that how these motivational theories work and create impact over an organization one
has to understand the organization behavior. Organization behavior entails the attitude of individuals within
organizational culture or workplace environment. The behaviors of individuals can be categorized under
few heads but since environment plays an important role at how an individual respond to a certain situation
it is essential to understand the individual’s behavior with respect to organization. Previously the study of
organizational behavior included systematic or mechanic principles but now with the identified significance
of human behavior on the organizational culture it is given an equal part in the study of organizational
behavior. (Schemerhorn, Hunt, & Osborn, 2008, Chapter 1, pg 4-7).
Employees’ level of motivation
The behaviors and theories together can be categorized under two heads.
a) content theories
b) process theories
Content theories:
These theories are based on employees needs for job satisfaction. Motivated employees feel pride in their
work and feel happy coming to work. But if employees are dissatisfied of their job and think they are treated
with bias or unjust then their motivational level would decrease resulting in overall poor performance of the
individual.(Robbins & Judge, 2009, Chapter 5). When employees are low on morale and performing poorly
then the overall productivity of the organization would also suffer. When organizations have low returns and
revenues employees want to quit job and look for more prospective opportunities. Job quitting of present

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