Theories of Motivation for Conflict Management

Theories of Motivation for Conflict Management CONFLICT MANAGEMENT 1.1 Introduction of conflict management Conflict management is a practice that we can use to identify and handle conflict sensibly, fairly and efficiently. Since conflict are always happen anyway, anytime, and anyplace. So it is very important that there are people who understand conflict and know how to solve them. This is important in today’s market more than ever. Everyone want to have a good place, good situasion that doesn’t have any negative conflict to make them feel more comfortable to work. But when we listen to someone talk about conflict management, our first idea and the meaning comes to our mind is problem in organization. Conflict is a natural part of life. Because everyone face their own conflict. Conflict is very hard to avoid when we work with other because people will always have different viewpoints and perception toward something. The way to handle the conflict determines whether it works and give advantages or disadvantages. It is very hard and really difficult for people to build a strong team or group. If we are facing the conflict, we can choose to ignore it, complain about it, blame someone for it, or try to deal with it through hints and suggestions, or we can be direct, find out what is going on, and try to reach a resolution through negotiation or compromise. We have to solve the negative conflict and increase the positive conflict , we have to plan everything in other to dealt with this conflict so it is not too easy to get pulled into the argument and create any larger mess. Actually that is depend how team member going to cooperate with each other, what type of resolution they want to choose. This all about their choice whether they want to move on or just give up with it. Conflict is not always a bad thing, though. Healthy and positive conflict is a result of working or team the cooperate well with each other to finish the task that be given. Conflict always happen because of differences between people that often make various teams more effective than those with similar experience. When people with a differ viewpoints, experiences, skills, ideas and opinions are given a task, a project or challenge, then the combination of the effort can be more effective than any group of similar individual could achieve. So, team members must be open to these differences and never let them rise and become a negative conflict. Understanding and appreciating the differences of the viewpoints that involved in conflict are major reason in its resolution. A team member have to develop this skill in order to maintain a positive conflict. According to Kenneth W. Thomas and Ralph H. Kilmann there are five conflict styles we can follow when the conflict happened and how to resolve to prevent the conflict or make it worse. These five styles are accommodating, avoiding, collaborating, competing, compromising. Well, a accommodating person is someone that having high capable to cooperate with their worker. This may be what he want or it opposing with hat he desired and cannot achieve his goal. This will be more effective when the other person recommend it to have better solution. An avoiding of the issue is the better way for person to avoid the conflict. But this styles will not help the team or the person to achieve their goal. But it can help the work become better or hen the person has no chance of winning. The collaborating is the situation where the leader and the member will cooperate together and make their dream come true. A great collaborating between them maybe help them to gain more benefit. It can be effective using in complex situation. Then the competing, competing is a situation where the leader and member having different opinion and compete with each other to achieve their goal. The person will act himself without getting any agreement from others, this only happen when emergency time or last minute task. Last, compromising,for this situation whether the leader or the members can achieves what they want. This can be a moderate level of cooperation. In this situation, they maybe need an other solution to achieve equally of their important goal. 1.2 Scenario of conflict management in group During our group assignment we face a lot of conflict. The most of all, the interpersonal conflict arise in our group. This occurs because we have different view about what should be done. This is because of personality different in group found that it is very difficult to cooperate with each other. Saying about personality different, I realize that each of the group member has their own personality, such as quiet person, it is very difficult to deal with this type of person because it is hard to make them give full attention and cooperation in doing the task, they being silence and less giving idea, they was like avoiding from the task. Not helping other to finish the task well.. Some of the group member, also have a stubborn personality, even very bossy, this make our discussion become difficult because this type of person keep rejecting the idea from others. Apart from that, we also have different perception. Each of us comes from different background, we have different experience and also different education level. This differences cause each of us have our own ideas and way of solving our problem during the task. Different background, our group came from different background because we all mixed together, international and local student. It is very difficult to have a conversation amongs us, because we have different slang. Some of the group member have their experience in doing this kind of assignment while other not. So this make this assignment become difficult to solve when we have different ideas based on the experience we have. About educational level, some of group member very good in academic while some differ, this make the lower one feel discourage and shy to give an idea , this situation become a competing, they will act themselves without getting any agreement from other. this make our group lack of idea and suggestion duri ng the discussion doing the assignment. Not only that, each of group member has conflict within themselves which more known to intrapersonal conflict. This make one individual difficult to give full cooperation in doing our task. For example, a person in group found that it is very difficult to come early for the group meeting discussion because they have their problem. They know they should come early but they refuse to come because of the conflict within themselves. Some have personal problem like they don’t like one of the group member, this make them feel hesitate to come for meeting. They feel it is very hard to face each other. This make group discussion very difficult to do. While doing the task, we found a lot of difficulties. However, we able to manage and put everything in order. Based on the basic type of conflict, I found out that our group member face the goal conflict, this happen when our group member set their goal and it is imcompatible with each other. Everyone is set their own goal based on their own desire. So make each group arguing to each other to satisfy their desires and to achieve their goal. Besides that, this group also face the affective conflict, I can say this because some of my group member getting angry with other member, this occur when someone in the group did not give full cooperation and not serious with the task that been given, this cause some of member really angry among themselves. Conflict Resolution How we managed and resolved our conflict by conflict handling intention. These five type, competing, collaborating, avoiding, accommodating and compromising really happen during the group discussion. Competing, each of our group member have their own goal for the task, they have a desires to pursue their personal concern without thinking of other. They participate very eagerly and doing their best to make sure the work done fast, they don’t consider about others and don’t want to accept other opinion. This make the group leader have to set out the the best idea and force the member to vote which idea and suggestion is the best. Collaborating, group member try to work well with other to have full satisfaction of the task. Group member try to accept and try to think the idea and suggestion together, list down the idea and suggestion and agree with it easily. Avoiding, group member try to avoid the conflict to make thing better. They start to ignore and not giving full attention on the task. They just simply run away from the difficulty. Then group leader asking the member to listen first, then talk, speak out the. Try to keep the peo ple and problem separately. Accommodating, when the member seeks to satisfy their own interests but neglect it because they concern about others. This make us have to come by paying attention to the important interests that being presented. And last compromising, a group member willing to give up something. They make sure that their good relationships are the first priority and always keep the task in order. when the conflict arise, we use three types of way to prevent the conflict, the first types is trust and communication, this is the greatest way, we can prevent the conflict if the group member are trusting each other, my member tend to be more honest and being open communication among our self, the leader encourage the member being open in communication so that we all can understand each other more than before. Second , goal structure, goal should be clearly defined and the role plus the contribution of each other must clearly identified, so the leader have made the clear job, task and goal for each one of the member , so they are aware of their task and try to achieve their own goal and task. Third, by ignoring the conflict, sometimes it is good to just ignore the problem. From leader viewpoint, it is not worth the time to get involve and try solve it, if the problem is too much and we cannot find the solution, so we just try to ignore it and move on to other part. Motivation introduction of motivation Motivation is used in the workforce not just to attract individuals that organization but to keep them there. One definition of motivation ‘has to do with a set of independent or dependent variables relationship that explain the direction, amplitude, and persistence of an individual’s behaviour, holding constant the effects of amplitude, skills, and understanding of the task, and the constraints operating in the environment. As example, every member of the group must cooperates in generate the idea to make sure that the assignment that is given by lecture can be finished successfully Motivation results from the interaction of both conscious and unconscious factors such as the intensity of desire or need, incentive or reward value of the goal, and expectations of the individual and of his and her peers. These factors are the reasons one has for behaving a certain way.. 2.2 Theories of Motivation Cognitive Evaluation Theory This theory suggests that there are actually two motivation systems, Intrinsic and Extrinsic that form to two kinds of motivators that are intrinsic and extrinsic motivators. Intrinsic motivators can be as achievement, responsibility and competence, that come from the actual performance of the task or job the intrinsic interest of the work. Other than that, the kind of extrinsic motivator such as pay, promotion, feedback, working conditions and also things that come from a persons environment, and controlled by others. One or the other of these may be a more powerful motivator for a given members. Intrinsically motivated members perform for their own achievement and satisfaction. If they come to believe that they are doing some job because of the pay or the working conditions or some other extrinsic reason, they begin to lose motivation. The belief is that the presence of powerful extrinsic motivators can actually reduce a persons intrinsic motivation, particularly if the extrinsic motivators are perceived by the person to be controlled by people. In other words, a leader who is always dangling this reward or that stick will turn off the intrinsically motivated member. Acquired Needs Theory ( mcclellan) For this theory, some needs as a result of life experiences such as need for achievement, accomplish something difficult. For example, in a group need to do things for themselves to make sure their work done and perfect. Beside that, in a group need for affiliation, from close personal relationships to make rewarded for making friends. Other than that, we also need power and control other. This is able and get what they through controlling others. Expectancy Theory (Vroom) This theory bring together many of the elements of previous theories. It is the combination of the perceptual aspects of equity theory with the behavioral aspects of the other theories. Basically, it comes down to this equation: M = E*I*V Motivation = Expectancy * Instrumentality * Valence Motivation is the amount a person will be motivated by the situation they find themselves in. It is a function of the following. Expectancy is which the group of the persons perception that effort will result in performance. In other words, in the group the persons assessment of the degree to which effort actually correlates with performance. For instrumentality can be perception of the group that performance will be rewarded or punished. The group’s assessment of how well the amount of reward correlates with the quality of performance. Valence also can perceive strength of the reward or punishment that will result from the performance of the group. If the reward is small, the motivation will be small, even if expectancy and instrumentality are both perfect. 2.3 Types of motivation and scenario: Motivation is the drive or urge that stimulate one’s desires and energy in people to be continually interested and committed to a job or a task that is given to them in order to attain a goal. There are two different types of motivation that we can use while progressing to finish our task. That is, Positive Motivation and Negative Motivation. Positive Motivation is the type of motivation that can become our inspired, the drive is put on the member in order to increase the urge. For example, we can give any praise and credit for group member work. As a group leader, she or he should praising group members that are contributing the matter in group. This will encourage them to do more than that. From that, all group member been inspired to give more alternative. Next, all group member should showing their interest in the welfare of other group, This will encourage them to contribute and cooperate, they will feel they are considered important. Negative Motivation is the type of motivation, that trigour fear in group members mind. By using this method, our work will done by persuaded negatively instead their own willingness. For example, we can threat group member. Group leader can threat non cooperative members not to be included on the attendance if they keep skipping meetings. Second, group leader will use their power as a leader to influence members to do their assigned jobs by setting rules to those that don’t do their work will not be included in the final product. 2.4 how to subordinates (job satisfaction/ non-cash incentive) For job satisfaction, there many aspect of this, but all is depending on how each individual feels how this job satisfaction is important. Our goal is to understand the job satisfaction, or how please someone is with their job and sense of achievement they get from doing it. Well, reward and job satisfaction make us to think about causes for job satisfaction is rewarded to a person while doing their job. From our group assignment, we think about the reward that we will get as a prestige we get for doing a job. For example, we are thinking how the contribution that we give fully in doing the task and feel satisfy with the work and the whole contribution that be pour out. After all the contribution have been given, we will hope for the best result for the task. So this can be a job satisfaction. Jod satisfaction in performance, the relationship between and satisfied a person is with their performance. Giving a good performance sure will give you more satisfaction, so the leader will give an appraisal to boost up the confident level inside the each member . so by this, everyone in the group will being motivated and willing to contribute more on the task. Besides that, non- cash incentive being part of the motivation for the group member, we have to noted that with non-cash incentive reward, each person will doing their job more better , and they get more attracted and hold more to their interest, getting them more excited about the possibilities, and motivating them to act in a way that meets task objective. The non-cash incentive that we do in our group is, after finish the task, we will have a simple and small party. The leader find the best time to gather the group member and having some fun after the task done. This will make them more relaxing and feel excited. References Analytictech.com,(2015).Motivation.[online]Availableat:http://www.analytictech.com/mb021/motivation.htm[Accessed 14 Jan. 2015]. Cherry,K.(2015).WhatIsMotivation?.[online]About.comEducation.Available:http://psychology.about.com/od/mindex/g/motivation-definition.htm[Accessed 14 Jan. 2015] EducationPortal,(2015).WhatIsConflictManagement?Defination,StylesStrategiesEducaionPor[online]Availableat:http//educationportal.com/academy/lesson/whatisconflictmanagementdefination-styles-strategies.htm1 [Accessed 14 Jan 2015]. Wright.edu,(2015).ConflictManagement:StyleandStrategy.[online]Availableat:http://www.wright.edu/~scott.williams/LeaderLetter/conflict.htm [Accessed 14 Jan. 2015].