Motivation And Conflict Paper

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Motivation and Conflict Paper Danielle Ciago MGT/307 July 21, 2011 Tony Mahlmeister Motivation and Conflict Paper “Keep away from people who try to belittle your ambitions. Small people always do that, but the really great make you feel that you, too, can become great” Mark Twain. Organizations all over the world try to find different effective ways to motivate their employees. Motivation is the method that accounts for a person’s strength, direction, and determination of effort toward attaining a goal (Robbins & Judge, 2009). Different motivation theories are available for managers to use and not all organization use the same theory. Organizations also have to deal with conflict management. Different conflict management approaches are also available that managers can use. Motivation Theories The earliest theories of motivation are Abraham Maslow’s hierarchy of needs, Clayton Alderfer’s theory, Douglas McGregor’s theory of Theory X and Theory Y, Frederick Hertzberg’s two-factor theory, and McClelland’s theory of needs. Abraham Maslow’s hierarchy of needs consists of five needs that must be met psychological, safety, social, esteem, and self-actualization needs. Lower-order needs consists of psychological and safety needs that satisfies externally. High-order needs consist of esteem and self-actualization that satisfies internally. Clayton Alderfer’s theory is similar but the group names include; existence, relatedness, and growth. They do not have to be in a certain order. The next theory is Douglas McGregor’s theory of Theory X and Theory Y. Theory X means managers have pessimistic beliefs about employees, and tend to believe that employees essentially hate their work, forces work, look for a course, and show little aspiration. Theory Y means managers think that employees view work as normal and will exercise self-direction, look for
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