Theories of Motivation and Conflict in the Workplace

Theories of Motivation and Conflict in the Workplace Abstract Conflict in any organization is a matter that can not be avoided. Conflict because from one viewpoint the individuals involved in the organization who have the character, vision, goals, and styles vary. In addition, the interdependence between each other that characterize each organization. Although not all adverse organizational conflict, moreover handled legitimately, can have a positive impact and will benefit the organization all in all. In addition, there should be transparency in managing conflict in organizations and patience as well as all parties involved in awareness and conflict within the organization. Introduction. This conflict is regularly associated with the individuals who are, conflict, violence and destruction. What has always lingered in our minds is the way by which the conflict that can happen, and how to define conflicts and how to handle conflict. The reaction regularly happens in life and cause us stretch, fear and tried to escape from dealing with conflict. At the same time, for individuals who adoration conflict is defined as an individual problem, and so on. Such is the diversity of views and reactions to conflict. The fact that the conflict is human nature. Conflicts are always together and grow dynamically along with human development. Conflicts can happen either on individuals, associations or organizations. At whatever point there is a conflict, obviously, will affect the parties involved either positive or negative from the point that indirectly may affect the performance and productivity of individuals and the organization all in all. In this manner, the perception of confl ict would facilitate forecasting methods, controls, changes and solutions to the problems that exist. In this regard, an initial exercise that needs to be researched is to identify the causes, factors and sorts of conflict, before the conflict management process, ie, problem solving or decision making implemented. Concept and levels of conflict. Conflict is a different idea from the perspective of politicians and members of management. With this, the scope of the investigation is very broad conflict is conflict, for example, family conflict, conflict within the organization, the conflict between the individual, the conflict in the middle of the house and so on. Generally, when there are different goals and different points of view, then there will be a variety of issues and differences in the perception of some aspects of the organization. In addition, the conflict is also defined as any form of dispute within the organization, both among people with one another in the assembly, in the middle between the council and the assembly with assembly or organization can also between the individual and the organization in general. Although the conflict refers to the need, importance, to something or someone in the middle of both parties with conflicting views. In my opinion, the conflict can be divided into two stages: the macro level and micro level. The macro-level conflicts usually occur at the level of institutions and conflicts are rare, for example, conflict is a conflict singles macro itself. Therefore, the micro-level conflict is like interpersonal and between organizations, it often happens in any place, for example between two or more parties. Process of Conflict. In addition, methods of conflict consists of four stages: first a potential conflict or incompatibility which is a source of conflict which is divided into three categories; communication, structure and personal variables. This is due to the differences and disputes between communities. Also, brains and personality conflicts will occur when viewed by the parties involved and bring the parties involved in emotions that lead to dissatisfaction, hate and fear. Therefore, there will be tension or pressure on the parties involved. Third is the intention to make the decision to act in a way misguidedly and causes disturbed or negative effects on the individual. Fourth is the action in which he makes the conflict became apparent that includes a statement issued, the action taken and the response by the parties involved in the conflict. This conflict will arise between individuals who do not take seriously in conflict. Resolving conflict in a team. Various ways that we can fathom conflicts like listening to all opinions or viewpoints of the actors involved and concentrated on talks on facts and behavior, not on feelings or personal elements. In addition, we also need to get the agreement and responsibility to find a solution and give encouragement to all parties to the conflict to cooperate to take care of problems accurately. All parties involved ought to play an important part in addressing conflict from spreading and provide an opportunity for all parties involved in the conflict to express his opinion. Identify conflicts are also important in resolving the conflict because this activity is necessary and requires special expertise. Conflicts can arise from a particular source or base of the problem, however the problem into a conflict if not managed with great emotions. Accordingly, we must pick which one to this problem, which became a problem because of emotional things. This problem is the underlying emotional conflicts w hile just exacerbate the problem alone. With this, we can handle the conflict regularly and can produce decent human beings. Theories of motivation and its effectiveness In prioritizing Herzberg two-factor hypothesis that encourages employees motivated intrinsic factor, namely the impetus arising from within oneself, and extrinsic factors, namely the impetus coming from outside oneself, especially from the organization where she lived up to expectations. Intrinsically motivated employees who delighted in the work that will enable utilization of reactivity and innovation, working with a high level of autonomy and dont have to be watched nearly. Satisfaction here is not primarily associated with the acquisition of things that are material. Instead, they are more motivated by extrinsic factors have a tendency to look to what is given to them by the organization and its work is directed to the acquisition of the things he wanted from the organization. According to Frederick Herzberg said that there are certain factors in the workplace that can lead to employment satisfaction, while in different parts there are also different factors that may cause dissat isfaction. With this, satisfaction and occupation dissatisfaction related to each other. In this way, divided into two specific factors in the workplace is by Frederick Herzberg identified as hygiene factors and motivation. Hygiene Factors Hygiene factors (health factors) is an important factor for their work motivation in the workplace. These factors do not lead to positive long-term satisfaction. At the same time if these factors are not present, then the dissatisfaction that. These factors are extrinsic to work. Hygiene factors also referred to as dissatisfaction or maintenance factors necessary to avoid dissatisfaction. Hygiene factors (health factors) is the image of the needs of individual physiological factors that are believed to be fulfilled. Hygiene (health factors) include salaries, personal life, the quality of supervision, working conditions, the stability of the employer, the relationship between the personal, intelligence and corporate governance. According to the hygiene factor / extrinsic factors Herzberg will not further the interests of workers to form it big, but if these factors cannot be considered satisfactory in many respects, for example, inadequate wages, working conditions unpleasant, factors that will be spring potential discontent. Motivation Factors Satisfaction creates a positive motivating factor. In addition, there are factors in the workplace and motivate employees to excel work called satiety factor. Employees only find motivation factors intrinsic value (satiety factor). Motivator which symbolizes psychological needs is seen as an additional benefit. Factors associated with achievement motivation job content protection, recognition, challenging work, improvement and development in the job. In addition, factors intrinsic motivation is a factor that promotes the spirit to achieve higher employment. Meanwhile, the high level of satisfaction of needs motivation allows one to form a more than satisfying needs lower. Meanwhile, there is also a motivating factor according to Herzberg is working itself achievement, opportunities for advancement, recognition of others, and responsibility. In general hygienic factors, for example, salaries and employee relations support associate to survive in the workplace. Salary will only deliver instant motivation. However not in the capacity factor of motivation, for example, the appointment of permanent staff. Cause a decrease in employee motivation to work. To motivate subordinates. Job satisfaction is basically something individual. Most individuals have a level of satisfaction vary and in accordance with the prevailing value system in itself. When assessed against the perceived height of the votes in accordance with the wishes of the individual, the higher the satisfaction of such activities. With this, an outline of job satisfaction can be interpreted as being pleasant or unpleasant, which looked officer of jobs. According to Herzberg behavioral traits that satisfied employees are those who have a high motivation to work. In addition, they are also more than happy to do his job, while its workers are less satisfied they are lazy to go to work at the workplace, and lazy in doing their jobs. Therefore, it can be concluded that job satisfaction is a feeling or attitude of someone in their work, which can be affected by various factors, both internal factors and external factors. Motivation or encouragement movement behavior of organisms is continuing to carry out an activity that is stimulated by incentives. With this, the existence of behavior because of physiological or psychological stretch and leading to the achievement of a goal. In addition, the driving motivation is a desire to be effective and to achieve something. Motivation can also be regarded as a stimulus for the achievement of a stimulus or to avoid failure. Individuals who have the motivation means he has already acquired the ability to exceed expectations in life. Conclusion Conflict is a part of human life that can never be settled all through the history of mankind. Sociologically, the conflict is defined as a social process between two or more persons where one party looks to prohibit different parties to pulverize it or make it frail. In addition, the conflict is motivated by differences in the characteristics of the individual got an interaction. Examples of these differences are related to the physical characteristics, information, understanding, beliefs, customs, and so on. Individual characteristics also participate in social interaction. Therefore, conflict is a desirable situation in each community and not a society that has never had any conflicts between members or with other community bunches. References http://www.dawama.com/Pengurusan-Konflik/q?pid=1752doit=order http://cintahatikami.blogspot.com/2012/04/konflik-dalam-organisasi.html http://capoenk-news.blogspot.com/2013/02/6-cara-menyelesaikan-konflik-secara.html http://perilakuorganisasi.com/teori-erg.html Silhanek, B. and Decenzo, D.A. (2007) Human Relations: Personal and Professional Development. London: Prentice Hall. Robbins, S.P. nad Judge, T.A. (2009) Organisational Behaviour. 5th and. London: Prentice Hall.