Motivation, Conflict Resolution, and Leadership Approach in Organizations

This report discusses the significance of motivation in businesses and satisfaction of job, motivation theories and their applications, techniques and tools that enterprises should apply to motivate their personnel and teams, strategies to get over conflicts in teams, and appropriate leadership approach to get over lower job retention rates and lack of communication issues.

Individual report

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK...............................................................................................................................................3
Techniques and tools that the enterprise should apply to motivate its personnel and teams. 3
Motivation theories and their application to the organisation's circumstances......................4
Strategies that should be utilised to get over conflicts in teams.............................................5
Appropriate leadership approach to get over the lower job retention rates and lack of
communication issues.............................................................................................................6
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
The significance of motivation in businesses and satisfaction of job is crucial for the
attainment of enterprise objectives and goals. Motivation must be a priority for enterprises to
make employees their significant asset and for the purpose of retention. There are many
motivation theories that generally provide a relation or have an impact on job satisfaction
outcomes (Anwar and et.al., 2020). The report is addressing the motivation theories their
applications, plan of action to be used to get over conflicts and appropriate leadership approach
to get over various issuing.
TASK
Techniques and tools that the enterprise should apply to motivate its personnel and teams
All managers struggle sometimes to keep their employees motivated, but good managers
understands that motivating their employees is central to their total prosperity. There is not one
way to keep personnel involved and inspired, some particular and effective methods which when
practised, can have a significant and permanent impact on work motivation and productiveness
(Dawson and et.al, 2018). Such 6 strategies are the most popular methods to motivate the
employees.
 Encourage opened connection: For keeping employees engaged, open communication is
essential. No one wishes to work for an unpleasant boss. Motivate the employees by
applying methods to build effective communication with your team.
 Make an active work environment: Other very effective way to keep the employees
inspired and involved is to make an agile work environment. This is a expeditious project
management methodology which emphasizes determinate change and adaptation rather
than adhering to rigid structures. This method is typically utilised in software
development, but the rules behind it have proven effective in all industries.
 Become a person one want to work for: Almost all of us have bosses who make our jobs
a nightmare, whether it is not realistic anticipations, unvarying grumpiness, or a
misfortune manager can ruin a ambition job in record time. That is why it's important to
be the person want to work for in order to keep their employees motivated.

 Create workplace incentives: Offering bonuses and rewards for achieving particular
objectives is a better manner to encourage personnel to perform well at work. By making
work both rewarding and fun, the employees will be more inspired.
 Build camaraderie in the work environment: The full-time worker spends 40 hours in a
week in same workplace with same individuals. Manager should assure that the
employees feel good with the individuals they work with. It is very crucial in keeping
them inspired and engaged in their work.
 Invest in personnel satisfaction: Satisfied people are more efficient. When employees feel
comfortable coming to work, they are more engaged (Gottfredson and et.al., 2020).
Motivation theories and their application to the organisation's circumstances
Maslow's Hierarchy of Needs
The explanation for theory of Maslow is supported by the concept that individuals want
more of there desires to attain in life, and that their requirements are prioritized as per their
significance. The content theory of satisfaction of job from Maslow's Hierarchy of Needs revolve
around the employees requirement and the elements that provide them with an accurate level of
satisfaction. On the basis of basic human physical, social and psychological requirements,
Maslow formulated his five stage theory that classifies individual requirements into various
categories and prioritizes their fulfilment (Liu and et.al., 2020). These categories are arranged in
order of priority. These are Physiological needs (food, housing, clothing), Security needs, Social
needs, Understand needs (be recognized by others), need for self-actualization (the desire to
achieve or leave a legacy).
Hierarchy of needs by Maslow is the foundation for theories that try to illustrate
satisfaction of job. With the basic necessities of food, housing, clothing, physical protection and
socialising, they also require acceptance and appreciation from peers and parents (Mao and et.al.,
2019).
Herzberg's Two Factor Theory
This theory also known as the Hygiene of Motivation, arose from research conducted
among accountants and engineers. To ascertain what makes a person feel better or worse
regarding their work. Herzberg found that work causing happiness has 5 features: achievement,

recognition, the work itself, responsibility, and progress. Herzberg assessed organizational
policies, management approach, supervision, salary, workplace relations, and working conditions
as elements that demoralize personnel(Reid and et.al., 2018). Employees should be encouraged
promoted for extra accomplishments after they are done with certain career stages. However, the
two-factor theory has received considerable criticism. Golsha et al. (2011) notes that it is not
distinguished among psychological and physical prospects and does not explain clearly what
motivations are and how they are different from hygiene elements. Nor is it possible to express
satisfaction and dissatisfaction as a scale, rather than using numbers. Another point of
unfavourable judgment is that personnel is assumed to respond in the same way in similar
situations.
Strategies that should be utilised to get over conflicts in teams
There are 5 general methods for resolving conflicts in the work surroundings described as
follows:
1. Accommodation: This strategy of dispute resolution includes one party agreeing and providing
the other what it requires to solve the issue. In some cases, accommodation may be an
appropriate dispute resolution. This method provides the chance to resolve short time period
issues while working on long time period solutions (Saha and et.al., 2020).
2. Avoid: This method merely ignores the concept that conflicts can happen. By avoiding, one
can ignore that there is a problem. Avoiding conflicts may be the appropriate response when
there is no solution or when the irritated parties need time to cool off before confrontation. But
getting around it can take extra effort than dealing with the problem, and can create friction
among the split parties.
3. Compromise: It is also called as settlement, requires mutual agreement to resolve a dispute.
This strategy is a quick manner to resolve conflicts without turning them into big trouble. It can
also be utilised as a temporary manner to avoid the conflict until the parties are able to
implement a more lasting solution. Compromise is good when one can't completely satisfy both
sides while moving forward (Tuan, 2019).
4. Cooperation: Like the compromise method, collaboration involves working with one another
to detect mutually acceptable solutions to problems.

5. Compete: Competition is an unaccommodating and excessively aggressive method utilised by
individuals who insist on winning an argument at any cost. It is often not a solution.
Appropriate leadership approach to get over the lower job retention rates and lack of
communication issues
To overcome the issues of lower job retention rates the following are the approaches.
1. Work on boss first: It can be tempting to blame the team for poor communication, but it
should not happen. Goldberg recommends solving own communication problems first.
"He thinks every manager should look for therapy to understand how their situation has
affected their communication”. One can also work with coaches to interpret assessment
results and improve communication with the team.
2. Build a culture of trust: The moment an employee avoids communicating, manager have
a communication problem. To fix this, always asking for feedback, thanking the team for
sharing their thoughts, and take responsibility for any misunderstandings. Also, never
retaliate against an employee who raises a disagreement. Review the following tips to
help effectively respond to difficult feedback. Practice active listening and do not disturb
speakers. Also, use a positive tone and body language in virtual interactions. Encourage
follow-up - let employees know when it's time to update.
3. Listen and learn: Even a leader is not always an expert. One can learn a lot from team,
especially when it comes to how best to communicate. When choosing a communication
method, remembering that it is to communicate with others, not to yourself.
4. Communicate more than necessary: At some point, manager may wonder if there is too
much communication. Giving space to team members is important, but it's also important
to go the extra mile to improve communication. "Communicating more than necessary
means using short and simple language, communicating in multiple ways, getting what
you're trying to say in different ways, and getting your message across. It means asking
questions to find out," says Goldberg. “This is especially important when working
remotely,” she adds.
Many corporations have not stopped hiring during the pandemic, and many others have ramped
up their hiring rate in recent months. If company feels it is in danger of losing top talent, it needs

to act quickly to strengthen its employee retention strategy. Here are some areas where attention
can gain employee job satisfaction and improve the potential to retain precious personnel.
1. Onboarding and orientation: This process should teach new hires not only regarding the
job, but also regarding the organisation culture and how they can contribute and succeed
within it. The training provided from day one, can fix the tone for an employee's whole
time period in the organization.
2. Mentoring program: Pairing new hires with seniors is an important constituent to add to a
sophisticated onboarding procedure, particularly in a remote work surrounding. Seniors
can bring entrants into the organisation, provide guidance, and serve as mentors. New
members learn from experienced ones and provide seniors with new perspectives.
Existing employees, as well as team job satisfaction and retention, can largely benefit
from these relationships.
3. Employee compensation: It is imperative that organisations pay their employees
competitively. This means employers should regularly measure and adjust salaries. Even
if company can't currently offer a raise, one should consider whether he can offer other
compensation forms. Improving health care and retirement plans also assist increase
employee job satisfaction.
4. Benefits: Perks can differentiate workplace for prospective hires and rehire current
employees while encouraging personnel morale.
CONCLUSION
Motivation is crucial for individuals to be productive within an organization, and
management or leadership style plays a vital role. It is not necessarily based on monetary
rewards, but non-monetary reward strategies can also be utilised to bring the best out of
individuals. Individuals have expectations, but the leadership is accountable to formulate and
coordinate the appropriate theories to bring job satisfaction to personnel. However, there is no
authoritative theory that can be utilised and they can be used in combination. When it comes to
workforce empowerment, we need to provide a platform for raising concerns about how to
encourage and motivate employees.

REFERENCES
Books and Journals
Anwar, N. and et.al., 2020. Green Human Resource Management for organisational citizenship
behaviour towards the environment and environmental performance on a university
campus. Journal of Cleaner Production. 256. p.120401.
Dawson, S. and et.al., 2018, March. Rethinking learning analytics adoption through complexity
leadership theory. In Proceedings of the 8th international conference on learning
analytics and knowledge. (pp. 236-244).
Gottfredson, R. K. and et.al., 2020. A critique of the Leader-Member Exchange construct: Back
to square one. The Leadership Quarterly. 31(6). p.101385.
Liu, C. and et.al., 2020. Motivating information security policy compliance: The critical role of
supervisor-subordinate guanxi and organizational commitment. International Journal of
Information Management. 54. p.102152.
Mao, J. and et.al., 2019. Growing followers: Exploring the effects of leader humility on follower
self‐expansion, self‐efficacy, and performance. Journal of Management Studies. 56(2).
pp.343-371.
Reid, S. W. and et.al., 2018. Blazing new trails or opportunity lost? Evaluating research at the
intersection of leadership and entrepreneurship. The Leadership Quarterly. 29(1).
pp.150-164.
Saha, R. and et.al., 2020. Effect of ethical leadership and corporate social responsibility on firm
performance: A systematic review. Corporate Social Responsibility and Environmental
Management. 27(2). pp.409-429.
Tuan, L. T., 2019. HR flexibility and job crafting in public organizations: The roles of
knowledge sharing and public service motivation. Group & Organization
Management. 44(3). pp.549-577.