Management and Motivation, Essay Example

Management is the art where things get done through people. Management is done by managers who manage other people to carry out their responsibilities (Frey and Osterloh 78). The duties are involving and interlocking e.g. formulating policies, control, planning and directing.

All organizations have a duty to manage its people, and therefore, Managers should first understand the employee’s needs, and what drives them towards good performance. The intrinsic and extrinsic concepts of Motivation are tools that are very essential when it comes to management. The theory Y and X in terms of motivation by managers has different impacts on employees (O’Neil and Drillings 89-90).  Very close and strict supervision of workers kills their morale and end up avoiding responsibility, but when allowed to participate in decision making it makes them feel being taken as part of the organization, this motivates them. Employees are supposed to be rewarded for every job done, through money or promotions, appreciation, cheer or trophies. These do motivate the workers by creating a drive to continue working and makes them feel part of the organization. As management in order to motivate the workers, some incentives are put in place, if workers efforts get recognition by the management through rewards; it has a positive impact on their performance. This reward should be done at the right time but not after a long time because it has greater impact when timely. The management roles should be interlocked with the workers motivation for it to be effective and produce good results (Frey and Osterloh 2002).

Coordination and Communication

Communication is the flow of information in an organization; this is enhanced by the coordination within and outside the organization boundary. It can be verbal, written or unwritten and the right transmission should be put in place (Christensen and Ganesh 24).

The concept used should be well understood by the sender and recipient to ensure good communication. Information flow should be very clear to avoid giving information to wrong recipient or misunderstanding. Different networks can be used to communicate within one organization, depending on the organizational structure. Health communication does increase the knowledge gain, as the expectations and requirements are met. Communication of directives from management should flow from top to bottom in a hierarchical order. The best medium should be chosen to ensure the recipient gets the information without distortion. This will eliminate complains of failure to receive the information at the right time, e.g. workers being the last to know, when changes affecting them happens.

Reporting should have an upward flow, from supervisor to top managers. This eliminates conflicts among the middle managers. Coordination among departments should be enhanced; marketing department should communicate with the production department to ensure right products are available when needed.  This does boost business performance at a great length. To ensure good coordination and communication, develop the skills awareness, by improving on what you know; one must establish the need for each type of communication, when to communicate etc. The information should be very easy to be understood by the recipient; consequently, to coordinate well it should be two way. Therefore, feedback should be expected or received which stands as evidence that, information got to the right person.

For good outcome in communication, training is required to equip the staff with the right skills. Communication if done in the right way and coordination enhanced in any organization, costs are reduced, conflicts and all departments plus management levels work in harmony (Christensen and Ganesh 54).

Conflict Management and Negotiation

Conflict is disagreements which is natural and can originate from ignored needs, different perceptions, emotions and feelings, power and principles and beliefs. Conflict does not always have negatives; it’s healthy when managed effectively (Cole 324).

Implementatation of good process of managing conflict in an organization can result to enhanced interpersonal relationship among workers and top management. When a conflict arises, various procedures can bring good results between the groups involved. As a manager, first analyze the type as well as the nature of the conflict, in order to have clear understanding. Involve a neutral person to negotiate between the conflicting groups. This will eliminate taking sides. Applying the best management strategy depending with the nature of conflict e.g. collaboration, competition, compromise if concerned about interest of a given group, avoidance can be healthy when you have low interest on your groups’ interests (Cole 325).

When negotiating, it is very important to discuss interests instead of stated positions. Ensure such interests are satisfied since they may affect the workers morale. Favour should not pave way during negotiations but, concentration should be on inventing options of satisfying the interests. As a manager, one should ensure understanding of areas of disagreement and common agreements and Document them. As a negotiator, one should ensure both parties are committed to play their part in the agreement. After the negotiations, do ensure each group implements the decisions made during negotiations. The follow up should be done to ensure that, the partners involved get the required support from the organization. By doing this, all parties are left happy, in good relationship and their interests taken care of by the management. The workers morale is not affected and at the same time they get motivated. The conflict appears healthier when competition becomes the solution to the conflict, though care should be taken to avoid unhealthy completion that can injure other employees’ motivation.

The organization no matter the size should practice good management that recognizes the needs of its workers. There should be laid down procedures of managing conflicts be it internal or external. Also good communication tools and skills should be availed to the entire organization, this makes coordination easier.

Works Cited

Cheney, G., Christensen, L.T., Zorn, T.E., and Ganesh, S. Organizational Communication in an Age of Globalization: Issues, Reflections, Practices. Long Grove, IL: Waveland Press, 2004.

Cole, G.A. Management: Theory and Practice. 5^th Ed. London: Martins the Publishers Limited, 1996.

Frey, Bruno and Osterloh, Margit. Successful management by motivation: balancing intrinsic and extrinsic incentives. New York: Springer, 2002.

Kleinbeck, Uwe. Work motivation. UK:  Routledge, 1990.

O’Neil, Harold and Drillings, Michael. Motivation: theory and research. UK: Routledge, 1994.