In The 1960S, Lewin Was One Of The First To Address Employees’

Employee motivation is, or at least must be, one of the key issues for directors, managers and personnel managers. The leader must be able to find the sensitive strings of his subordinates, which can be motivated by influencing them to achieve high performance. The correct use of motivation encourages staff to make more efficient use of their knowledge, skills, and talents. In today's turbulent, often chaotic environment, commercial success depends on the employee's talent and effort. Despite the many existing theories and practices, some of the motivation of leaders today remains a mystical term. This is partly due to the fact that people are motivated by different things and techniques.

In any workplace, workers are no doubt the essential mainstay that holds any business or corporation together. Employees achieve important tasks to help the company’s long term vision and goals to be successful and efficient. A business can’t be successful without a proper management that is why it is important for employees to enjoy going to work and they also have maintain a positive attitude while being productive and completing tasks. Motivation is what gives a person the purpose to perform or behave in a certain way with the desire or willingness to gain something. There are two types of motivations, motivation that comes from a person and motivation that comes from materially goals. It is very necessary that employers keep their employees motivated and encourage them to perform above expectations.

According to researcher Lindner (1998), motivated employees are needed in our rapidly changing workplaces to aid in the survival of organizations. Not only is it important to meet the needs of the consumer, it is equally important that to make sure that associates are taken care of and remain motivated. For this reason, Gibson, Ivancevich, Donnelly and Konopaske (2012) “states much of management’s time is spent addressing the motivation of their employees” (p. 125). According to the Encyclopedia of Small Business (2007), employee motivation is the level of energy, commitment, and creativity employees bring to their jobs; the inner force that drives individuals to accomplish personal and organizational goals (Lindner, 1988). Despite its obvious importance, employee motivation can be an elusive quest for managers due to the multiplicity of incentives that can influence employees to do their best work. The reality is that every employee has different ways to become motivated and the knowledge of how to motivate them is key to organizational success. It is imperative that employers get to know the personal needs and wants of their employees in order to establish tactics in which to motivate each of them. Once achieved, “managers are in a better position to encourage and reward employees to behave in effective ways” (Gibson et al, 2012, p.

All organizations aspire to be successful in this era of rapid development where the market is very competitive. Therefore, there is a need for them to motivate their employees since they are a critical strategic asset for dealing with such competition. Employees’ motivation can be described as the psychological process that causes workers to behave in a positive manner thus improving their performance behavior (Townsend, 2002). Companies irrespective of their size and market should strive to retain their best workers, acknowledging their significant role and influence to the organizational effectiveness. To achieve this, firms should create a strong and positive relationship with the workers. From the data obtained from various researches, it is apparent that employee motivation improves performance through reducing absenteeism as well as increasing renovation among workers (Norsworthy &Zabala, 1990). The relationship between motivation and performance is clearly depicted in Southwest Airlines Company where the firm invests on its human resource to improve its productivity.

Over the last several years, the issue of employee motivation inside the workplace has been increasingly brought to the forefront. The reason why is because, globalization has been having an effect on the ability of firms to compete (which is placing more pressure on them). To deal with these challenges, most organizations are relying on their employees. The results are that those employers who are able to use this resource will be able to make adjustments quickly. This is when the firm will be able to maintain their dominance in the marketplace.

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

Conflict is inevitable in all organizations, project teams are no exception (Nicholas, 2012, p. 535). Negative effects of team conflict have usually been focused by the early conflict scholars. However, is conflict always detrimental to team performance? Recently, with the significant changes happened in the study of conflict in the organizations, the view of conflict has been changing gradually (Brown, 1983). It also poses a great challenge for the managers who are given high expectations especially when conflict occurs (HAMMER, 1994). Conflict may be classified on the basis of organizational levels, such as intrapersonal,

Conflicts are realities of life and can be defined as a “situation of competition in which the parties involved are quite aware of the incompatibility of future condition whereby each party wishes to occupy a position that is incompatible with the wishes of the other” (Olu & Adesubomi, 2013, p. 2). They have no boundaries. They occur whether we like it or not, especially when there is disagreement and misunderstanding which stands as major key characteristics of human relationships. The relationship could be domestic, national, or international (Spiroska, 2014). Furthermore, conflicts happen when people are incompatible. In the organizational setting, conflict could arise due to failure of the employer, not honoring certain agreed bargaining. Henry (2009) indicated that if the workers’ right and prerogative is not appropriated rightly, it could cause conflict; such workers’

In a perfect market place, the labor force would function at the highest standards of operational efficiency, with increased performance and with high levels of return and organizational profitability. In practice however, the performances of the staff members are linked to a wide array of features, generically including factors which motivate the employees, as well as factors which demotivate them.

‘Employee relations’ is a term used to refer to a study of the rules, regulation, and agreements used to manage workers either as a collective group or as individuals (Leat, 2008, p. 3; Waiganjo & Nge 'the, 2012). Conflict at the workplace is the inevitable issues that stem from interaction between employees and employers. On the other hand, a strike is an industrial action and a collective way in which employees voice their dispute once negotiations do not bear fruits. According to Odhong & Omolo (2014, p. 147), employee relations examines various facets of correlation between employees as well as with their employers. The concept of employee relations is utilized to formulate ways of resolving conflict and aid in increasing the productivity in an organization by motivating the employees (Nikoloski, et al., 2014, p. 118). The issue addressed in this essay is whether the observed decline in strikes activity in Britain translates to lesser disputes cases in the workplace stemming from employer-employee correlation. This paper apparently shows that it does not seem to be the case. In this paper, the essay will explore the issue of conflict within employee relation. Then, the paper looks into the conflict patterns, specifically with respect to the trend of strikes in Britain over the years. Once the pattern has been established, the paper will discuss the rationale behind the observed trend and what it meant for conflicts in the workplace. Then, the article will

This research work will be centering on effective conflict management, its impact on employee’s performance, productivity as well as resolution, linking to the management and employees of the organizations. Conflict can be regarded as disagreement regarding interests or ideas (Esquivel and Kleiner, 1997). Managing the conflict appears when the objectives, goals or interests of the individuals or groups are frustrated or about to frustrate. Conflict is an inevitable part of life since the goals of different stakeholders such as managers and staff are often incompatible (Jones et al 2000, Bagshaw, 1998).

The relationship between employers and employees has long been the subject of widespread study and debate within the business world. This employment relationship can be defined as a complex system in which social, economic and political factors combine with an employee who exchanges mental and manual labour for rewards allocated by the employer (Encarta Encyclopaedia Deluxe. 2004). Industrial relations and human resource management advocates have traditionally held different views on the subject of organisational conflict. Many authors have argued that organisational conflict is inevitable in most work settings and that the employment relationship is essentially a trade-off ground (Alexander and Lewer, 1998; Deery, Plowman, Walsh and Brown

Employee motivation a powerful new model explores drivers of employee motivation, the levers the managers can pull to address them and the local strategies that can boost motivation despite organizational constraints. Finding of new research introduce a model that establishes the four basic emotional need people exhibit; they are the drive to acquire, bond, comprehend and defend. Also it exhort organizations take an holistic approach to satisfy employee’s emotional needs through its reward system, culture, management systems, and design of jobs. The potential benefit of a motivated workforce to an

Motivation is all grounds which cause someone to conduct a specific action or to tend to accomplish certain goals (Hauser, 2014). The most important factors is motivation which influencing human behavior and performance.The Project teams commitment directly related with the level of motivation which directly affect the overall success of the company or organization. Employees motivation crucially decide organiazational success as they are the major resources of organizations. To achieve overall organizational goal organization should acquire clear understanding between employees and develop the factors of motivation to increase the performance (Wan Fauziah Wan Yusoff, 2013). Managers have to start a motivation program when they see result of a motivaton is a happyier worker. Increased output, cost reduced, increase profitability is an result of effective motivation (Davidmann, 1989). Through a study figure out that, most employees can keep their jobs without being fired by working only 25% of their total ability when motivated same workers working 85-90% of their total ability to achieve goals (Rodda, 1997). HRM practices working as a lever to increase the motivation of employees. They have few variables like- training, competition, promotion, performance appraisal, incentive, rewards, skill based compensation which are the number of efficient factors (Fey, 2009). Through job satisfaction and postive motivation Human Resource Management practices directly influnces

Motivation is an internal process that energizes people to engage in certain types of behaviours. Frederick Winslow Taylor’s Scientific Management Movement, was one of the earliest attempts to understand and to deal with the problem of worker motivation. Some major contributors to motivation theories are Abraham Maslow for the Hierarchy of needs theory, Douglas Mc Gregor for Theory X and Theory Y, Frederick Herzberg for Motivation-Hygiene Theory.