Reflective Report: MGT600, Management, People and Teams, Module 1-2

This reflective report analyzes key organizational concepts covered in the MGT600 module, focusing on management, motivation, and communication. The report delves into the role of management, exploring organizational behavior and the importance of leadership skills. It examines motivation, power, and influence, including Maslow's hierarchy of needs and factors affecting motivation. Furthermore, it discusses communication, conflict, and negotiation, highlighting the significance of conflict resolution in the workplace. The author reflects on how these concepts relate to their personal experiences and how they can be applied to enhance work potential, contributing to a deeper understanding of organizational dynamics. The report includes figures illustrating key concepts, along with a comprehensive bibliography.

Running head: REFLECTIVE REPORT: ORGANIZATIONAL CONCEPTS
REFLECTIVE REPORT: ORGANIZATIONAL CONCEPTS
Name of the Student
Name of the University
Author Note

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Table of Contents
Introduction..................................................................................................................................2
Analysis.......................................................................................................................................2
Conclusion...................................................................................................................................8
Bibliography................................................................................................................................9

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Introduction
The study is a reflective essay focused on understanding the essential concepts connected
with the essential discussion concerning the significance of the learning modules. The first
module is concerning the role of management. The second module is in regards to motivation,
power and influence. The third module is in regards to communication, conflict and negotiation.
The report will consider how much of these very important organizational concepts have been
explored through the module learning.
Analysis
The most important factors and aspects related to organizational management and
development were learnt and understood through the three modules. The first module was in
relation to organizational behavior and management. The role of the management was very
important to understand for me. Organizational behavior is essentially dependent on how
efficiently management can control the functions of an enterprise. The topic is relevant to me as I
want to take on roles of leadership in the future. Understanding how leadership works thus
becomes very important for my growth. In the past I have worked for some organizations as
intern. I did see that the management used to take decisions in various ways that eventually
affected their business growth prospects. Some of the important things learnt from this model
were aspects related to organizational behavior (OB). Two skills are important which are
technical and communicational. I learnt the various factors that affect OB like psychology,
sociology, social psychology and anthropology. The reversal theory was an important theory in
the process. The theory is based on how one understands individual needs, experiences the
world, focuses on change and forms approaches. The key variables were essential learnings

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related to OB. The variables were productivity, absenteeism, turnover and abnormal behavior
concerning dependent value. Concerning independent value the variables were individual, group
and organization system. This will help me to understand organizations better in future.
Figure 1: Organization management aspects
(Source- Hersey, Blanchard & Johnson, 2007)

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Figure 2: Organizational Management framework Chart
(Source- Westernacher Consulting, 2019)
Figure 3: Organizational decision making
(Source- Westernacher Consulting, 2019)

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The second module was in relation to the crucial organizational factors of motivation,
power and influence. Motivation, influence power and politics. This was an important module as
through the deeper concepts connected with organizational behavior and organizational
development were understood. The factors of motivation are related to those of power and
politics and guide the productivity functions of workplaces. Hence, this part of the learning is
important for me to understand how much motivated one needs to be and how motivation can be
garnered or assessed in organizational environments. In the past I have been demotivated both
during my studies and the internships that I took. I was unable to understand the flow of power in
organizational hierarchies and how the same affected motivational standards. I was able to learn
the intrinsic concepts of direction, intensity and persistence. Some of the most important
learnings emerged from the Maslow’s theory of hierarchy of needs. I understood that motivation
is actually based much on the perception of the individual. Gradually increasing through esteem,
social, safety and psychological factors and leading up to self-actualization. I understood that the
hygiene factors as important as motivator factors for the development of essential work oriented
mentality. I learnt greatly about how self-determination and team efforts can lead to enhanced
performances of people. This will help me to stay motivated in the future.

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Figure 4: Maslow's Hierarchy of needs
(Source- Lee & Hanna, 2015)
The third module was in relation to communication, conflict and negotiations. Workplaces have
to experience their fair share of conflict as a lot of pressure is exerted on the workforce combined
with gradually increasing expectations. Negotiation and conflict removal helps to stop the
organization from experiencing strong challenges for productivity (Helms & Oliver, 2015).
Without proper negotiation and removal of conflicts, the management of the organizations will
definitely fail. I believe in order to survive in the corporate environment communication skills
are a high priority. In my past experiences I have been affected due to lower communication
level. Thus, the concepts were important for me to understand. The most important thing I learnt
from this module is that conflict is bound to arise in organizations and requires communication
to tackle the same. The types of conflicts helped to differentiate between conflict levels. The
difference between functional and dysfunctional conflicts helped to understand the types of
conflicts that are more problematic for organizations to bear. The stages of conflict process

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helped to understand how each step can be managed to ultimately result in effective conflict
resolution through effective communication. Understanding this was important as I will need to
use the same in my future corporate endeavors.
Figure 5: Conflict management
(Source- Rahim, M. A. 2017)

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Figure- the negotiation process
(Source- As provided by the author)
Conclusion
The modules have helped me to learn and grow as a person. I have grown as an
individual that can provide efficient organizational performance. I believe I will be able to use
the knowledge of leadership, motivation and communication oriented conflict resolution towards
optimally enhancing my work potential. The study will help to gain effective growth.
Preparation and planning
Defining the ground rules
Justification andd clarity
Bargaining or Problem Solving
Resolution and Closure

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Bibliography
Hersey, P., Blanchard, K. H., & Johnson, D. E. (2007). Management of organizational
behavior (Vol. 9). Upper Saddle River, NJ: Prentice hall.
Kanfer, R., & Chen, G. (2016). Motivation in organizational behavior: History, advances and
prospects. Organizational Behavior and Human Decision Processes, 136, 6-19.
Lee, J. M., & Hanna, S. D. (2015). Savings goals and saving behavior from a perspective of
Maslow's hierarchy of needs. Journal of Financial Counseling and Planning, 26(2), 129-
147. Rahim, M. A. (2017). Managing conflict in organizations. Routledge.
Organizational Change Management | Westernacher Consulting. (2019). Retrieved from
https://westernacher-consulting.com/en-in/services/project-and-change-management/
organizational-change-management/
Williams, T. A., Gruber, D. A., Sutcliffe, K. M., Shepherd, D. A., & Zhao, E. Y. (2017).
Organizational response to adversity: Fusing crisis management and resilience research
streams. Academy of Management Annals, 11(2), 733-769.
Helms, W. S., & Oliver, C. (2015). Radical settlements to conflict: Conflict management and its
implications for institutional change. Journal of Management & Organization, 21(4),
471-494.