Management: Applying Theories for Motivation, Conflict & Job Retention

This report examines the practical application of management theories, focusing on enhancing employee motivation, resolving team conflicts, and addressing issues related to job retention and communication. It identifies tools and techniques for motivating employees using theories such as the Two-Factor Theory and McClelland's Needs Theory, emphasizing the importance of engagement, recognition, and work-life balance. Strategies for overcoming team conflicts, including embracing conflicts, providing guidance, and effective communication, are discussed. Furthermore, the report explores suitable leadership approaches like participative, transformational, and transactional leadership to improve job retention rates and communication within the organization. The analysis underscores the crucial role of motivation and leadership in fostering a productive and positive work environment, ultimately contributing to the achievement of organizational goals.

Management Putting
Theory into Practice

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
Tools and techniques to motivate the employees by using theories of motivation and explain
how it can be applied to organisation circumstances..................................................................3
Strategies to overcome the conflicts in team...............................................................................5
Suitable leadership approach to overcome the issues of lower job retention rates and lack of
communication............................................................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
The report highlights about management putting theory in practice in which different
tools and techniques are determined in order to motivate the team and employees by using
theories of motivation. It also covers the strategies which can be sued by organisation in order to
overcome the conflicts in teams. The project also includes some suitable leadership approaches
which helps in overcoming issues of lower job retention rates and lack of communication. There
are various approaches of leadership and management which helps in improving the performance
and productivity of employees within workplace (Koster, 2017).
TASK
Tools and techniques to motivate the employees by using theories of motivation and explain how
it can be applied to organisation circumstances
Motivation is a procedure of guiding, maintaining and inspiring employees to maintain
goal oriented behaviours. It plays an important role in organisation as it allows developing
competencies, growing interest, developing talents, boosting engagement, being creative and
changing behaviour towards work. There are various tools and techniques to motivate the
employees and improve their performance such as providing training opportunities, recognising
achievements, ensures healthy work life balance, offer personal enrichment program and develop
comfortable and inspiring workplace (Avbar, 2016). Through these techniques, company can
motivate their employees and encourage them to work in effective and efficient manner. In order
to motivate the employees, it is important to focus on boosting the engagement level by
organising social activities and encouraging staff to participate in business activities.
Organisation must also focus on changing the behaviour of employees towards the work so that
they can contribute their productive outcomes in accomplishing the goals and objective of
business. The behaviours of employees can be change by allocating them task according to their
interest and preference. Company can also provide healthy work life balance to their employees
by offering them flexible and remote working, encourage breaks, regularly review workloads and
encourage managers to focus on productivity rather than hours (Kuntz, Connell and Näswall,
2017). Theories of motivation which can be implemented by organisation while managing the
conflicts are two factor theory and McCllenland theory of needs.
Two Factor theories:

It is one of the theory which must be implemented by organisation in order to reduce the
conflict between the employees. The theory includes two factor which influences the motivation
in workplace such as motivators and hygiene factors. The motivator factor helps in encouraging
the staff to work harder whereas hygiene factors don't encourage employees to work harder but it
makes employees feel unmotivated when they are not present (Galli, 2020). Through
implementing this theory company can motivating their employees and also reduce conflicts
among them by recognising their efforts and providing career growth opportunities. The hygiene
factors generally include company policies, supervision, salary, security and working conditions.
It is important for company to pay employees according to their performance and achievement in
order to reduce the conflicts between staff.
McCllenland's theory of motivation:
McClleland's theory of motivation is another theory which must be implemented by
organisation for reducing the conflicts between the employees. This theory depicts three driving
motivators such as need for achievement, power and affiliation. In order to reduce the conflicts
between the staff it is important to focus on the needs.
Achievement:
In this need employees generally have urge to achieve something bigger and want to
become accomplished names in their respective field. Organisation must organise recognition
program for their employees so that they fee valued, appreciated and recognised for their
performance and achievements (Hattie, Hodis and Kang, 2020). When employees are recognised
they contribute their productive outcomes and also the conflicts within organisation gets reduced
by paying attention on their task.
Affiliation:
The other need of motivation is affiliation in which people want to develop social
relations with their colleagues, managers and superiors. It is the responsibility of manager to
organise social activities so that employees can interact and build strong relations. Social
gatherings and meeting helps in reducing the conflict and build connection among employees.
Power:
Power is another need in which employees have desire to gain authority and control over
others. Organisation must delegate the powers to staff according to their performance so that
they can take effective decision in order to make business successful.

Strategies to overcome the conflicts in team
In organisation many situation arises which influences the productivity and workplace
environment of organisation. One of the situations which affects the morale and motivational
level of employees are conflicts. It is important for company to focus on reducing conflicts so
that a healthy and positive environment can be maintained in organisation (Rayner and Morgan,
2018). There are various strategies which must be used by organisation in order to overcome the
challenges associated related to conflicts such as embrace conflicts, provide guidance, listen
carefully and continue to follow up on the conflict. Through these ways company can solve the
conflict in effective and efficient manner.
Embrace conflicts:
It is one of the strategies which must be implemented by organisation in order to reduce
the conflicts between the employees. When conflicts arise between the employees it is the
responsibility of manager to solve it rather than avoiding.
Listen carefully:
It is the responsibility of manager to listen the conflict carefully without making any
interruption. They must ensure that both the parties must represent their viewpoints regarding the
conflicts.
Provide guidance:
Provide guidance is another strategy which must be implemented by organisation in order
to solve the conflicts within workplace (Bozer and Delegach, 2019). Through providing
guidance, company can solve the problem and also clear their doubts in appropriate manner.
Communicate effectively:
It is also a strategy which can be used by organisation in order to resolve the conflicts in
effective and efficient manner. Manager must ensure that ether must be proper and effective
communication between the employees so that they can discuss their points, opinion and matter.
Suitable leadership approach to overcome the issues of lower job retention rates and lack of
communication
Leadership is a concept of providing guidance and direction to employee so that they can
achieve their vision and get better career opportunities. There are various approaches of
leadership which can be implemented by organisation in order to deal with the conflicts

(Deschamps and et. al., 2016). Through these approaches, company can solve the conflicts and
also engage employees towards work.
Participative leadership approach:
It is one of the approaches which can be used by manager in order to resolve the issues
within organisation. Through implementing participative leadership approach, company can
engage and encourage their employees to take part in business activities and contribute their
ideas and opinions. In participative leadership approach, the decision is taken by all the
employees rather than superiors only (Van Yperen, 2017). The employees work together for
addressing company issues and making decision effectively. There are various benefits which are
availed by organisation while implementing participative leadership approach as it helps in
solving the issues, encourage collaboration, facilitate free flow of ideas and improves the morale
of employees so that they can give better output in achieving the target. It also helps in creating
positive and healthy working environment due to which employees can work with dedication.
Transformational Leadership approach:
It is another leadership approach which helps in reducing conflicts within organisation.
By using transformational leadership approach, company can help employees to grow and
become leader by responding to the needs of followers and aligning the individual objective with
organisational. Transformational leadership helps in solving conflicts as it gives opportunity to
employees to build strong relationship with their colleagues, superiors and managers. This
approach also encourages learning and reduces the turnover rate of employees which helps in
increasing the performance and efficiency of organisation (Van Beverhoudt, 2021). Through this
leadership approach, organisation can also motivate their staff so that they can achieve their task
in significant manner. It also helps in bringing positive development among employees and
fosters the ethical work environment with priorities, standards and values.
Transactional leadership approach:
Conflict generally arises when there is disagreement, misunderstanding, miscommunication
and jealousy between the employees. Through implementing this approach, company can solve
the conflicts and work with dedication rather than raising conflicts (Tews and Noe, 2019).
Transactional approach is based on the system of reward and punishment in order to motivate the
employees. When staff gives their best performance they are rewarded and who fails to achieve

the task within deadline they get punishment. Manager clearly defines the rewards and
punishment and also by using this approach short term goals can be achieved quickly.
CONCLUSION
It is being concluded from the above information that motivation plays an important role in
increasing the productivity and efficiency of employees within organisation. The highly
motivated employee can contribute their best performance in accomplishing the task as
comparison to demotivated person. Leadership also plays a vital role in boosting the morale and
motivation level of employee. They focus on leading the team in effective manner and ensures
that everyone achieve their target within deadline.

REFERENCES
Books and Journals
Avbar, D., 2016. Motivation in the workplace and its influence on the effectiveness of
work. Revija Za Univerzalno Odličnost 3. p.222.
Bozer, G. and Delegach, M., 2019. Bringing context to workplace coaching: A theoretical
framework based on uncertainty avoidance and regulatory focus. Human Resource
Development Review. 18(3). pp.376-402.
Deschamps, C and et. al., 2016. Transformational leadership and change: How leaders influence
their followers’ motivation through organizational justice. Journal of Healthcare
Management. 61(3). pp.194-213.
Galli, B. J., 2020. Impact and Role of Motivation Theories in Continuous Improvement
Environments: A Reflection of Literature. International Journal of Service Science,
Management, Engineering, and Technology (IJSSMET). 11(1). pp.1-13.
Hattie, J., Hodis, F .A. and Kang, S. H., 2020. Theories of motivation: Integration and ways
forward. Contemporary Educational Psychology. 61. p.101865.
Koster, D., 2017. Motivation in the workplace.
Kuntz, J., Connell, P. and Näswall, K., 2017. Workplace resources and employee resilience: The
role of regulatory profiles. Career development international.
Rayner, J. and Morgan, D., 2018. An empirical study of ‘green’workplace behaviours: ability,
motivation and opportunity. Asia Pacific Journal of Human Resources. 56(1). pp.56-78.
Tews, M .J. and Noe, R. A., 2019. Does training have to be fun? A review and conceptual model
of the role of fun in workplace training. Human Resource Management Review. 29(2).
pp.226-238.
Van Beverhoudt, S. A., 2021. Self-Interested Behavior, Employee Motivation, Job Satisfaction,
and Workplace Performance (Doctoral dissertation, Grand Canyon University).
Van Yperen, N. W., 2017. Competence and the workplace.