Motivation and Conflict Resolution Conflict in the workplace is detrimental to employee motivation. An essential part of motivating employees is fostering trust and providing job satisfaction. Effectively resolving conflict is critical to the success of the organization, but is only one aspect of employee motivation. There are motivational theories that help organizations understand workplace relationships, organizational behavior, and their effects on employee motivation. Improved knowledge of employee motivation and workplace conflict help organizations develop effective strategies for conflict resolution. Motivational Theories Maslow recognized that people have more than financial needs and his theory offers managers tools to build team satisfaction. A manager does their best to build effective and productive teams (Robbins & Judge, 2010). Alderfer reduced Maslow’s five needs to three: existence for material and physiological fitness, relatedness for interpersonal relationships, and growth for the desires of continued growth and development (Robbins & Judge, 2010). Herzberg’s Two-Factor theory emphasizes using employee skills with the focus on the motivating factors and improved work quality (Robbins & Judge, 2010). McClelland’s theory helps to understand which employees will likely advance in the company (Robbins & Judge, 2010). McGregor’s X and Y theory implies a manager creates a work environment that provides opportunities for employees thus matching needs of the employees with organization needs (Robbins & Judge, 2010). Organizational behavior includes the studies of sociology, psychology, communication and management in the workplace. The goals include lowering absenteeism, deviant behavior, while increasing job satisfaction and organizational citizenship behavior (Schermerhorn, Hunt, & Osborne, 2008). Applying Motivational...
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Schermerhorn, J. R., Hunt, J. G., & Osborn, R. N. (2008). Organizational behavior (10th ed.).
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