Business Final Research Paper
BUSINESS FINAL RESEARCH PAPER
This research aimsat finding how motivation, leadership and conflict resolution resultsin an organization’s success and enhancement of motivation. Itoutlines the organization’s management role in establishingsuccess. This research acts as additional information to the alreadyavailable literature. Indeed, it points at inspiring managers inimproving their leadership skills. The eight-page paper obtained itsinformation from, existing organizations, libraries, and internetsources. The research topic was based on leadership, staffmotivation, and conflict resolution. It has been conducted on anonprofit organization that deals with AIDS clients. The findingspoint out that it is possible to obtain high employee performancethrough strategic leadership skills.
Wellness for All isa nonprofit organization based in Bolton, New York. The organizationcaters to Aids patients by proving them with medical help, financesand educational information. Currently, it has been rated among topten largest humanitarian groups dealing with Aids. The organizationstaff includes researchers, clinicians, and community specialists andstrategy planners. It hosts two annual conferences on Aids. Themeetings are based on solving epidemic issues, and it provides aplatform for science, leadership and community services improvement.Through brainstorming, they address significant challenges facingtheir clients and how to solve them. Motivation has been recorded asa key factor in the success of Wellness for All. Being a nonprofitorganization, the management staff has had to devise methods ofsimulating workers willingness. They have established conflictresolution strategies to promote smooth employee relations. Throughthe years Wellness for All has created reforms in its organization.It has expanded its staffs and linked with other agencies. Also, itis a major participant of the biennial International AIDS Conference.It has traveled in many overseas countries with the goal of cateringpeople with Aids. The organization has employed the conferences inintensifying political and financial vows to suppress AIDS.Certainly, the team has embraced motivation, leadership and conflictresolution as their success pillars.
Wellness for All hasdepicted a good leadership in running it activities. The organizationhas employed a two-way strategic management to cater for individualsand the whole team concurrently. Leaders should use approachestargeted at empowering staff on all levels of the organizationstructure (Frankel, & PGCMS, 2017). The current director, Dr.Maxwell Bright, has shown a high ability to form comprehensivedecisions and stimulate his junior staff to improve theirperformance. Mr. Bright directs the conduct of his subject inachieving a common goal of helping their clients. Through thestrategies, Wellness for All has had to its staff do theorganization’s objectives. Mr. Bright who is a leadership degreeholder has portrayed skills and competence in leadership. Duringinteractions with colleagues, he poses social, communication,administrative and intellectual ability. The director has been on thefront line in setting goals to help improve society.
The organizationrecruits young leadership graduates to boost its workforce. Constantmentorship sessions helps increase young graduates’ competence(Chang, Longman, & Franco, 2014). Therefore they master theskills required in real leadership. With this, they lead older crewmembers. The organization sets conferences that build the essentialmanagement skills needed in leadership. The leaders are competent andcan perform work at high speeds. The Wellness for All staff crew istimely in preparing projects and plans. Aids patients require a lotof patient care and attention (Weiser et al 2015). Through theirpatience, they create that success according to all peoples desires.
The association’smanagement is keen in monitoring leadership on all sections of thesociety. The following tips have been utilized in mentoring the youngleaders in for leadership success.
First, they areadvised to review their assumptions regularly. Some of the factorsthat one may consider possible end up not working. Certainly, peopleplace expectations, however, due to change of things theirexpectations may fail and result to disappointments. Therefore, thenew leaders have to conduct many consultations while forming choices.Second, the leaders are advised to create transparency theirdepartmental activities. As a result, there is clear communicationamong stakeholders. Therefore, the organization can quickly set itsdevelopment objectives. Third, the leaders` practices on bridging thegeneration gap. The practice has been embraced through all levels ofthe organizational structure. It ensures smooth workflow since allstaff recognizes each other as workmates. Those who have served forlong in the firm respect the young leaders. Finally, the managementencourages innovative thinking. All staff is given priority topresent their ideas, and the managing committee reviews them.
The management ofWellness for All employs many methods to inspire employees inimproving performance. The organization was found to use thefollowing methods in motivating its workers. First, the team valuesemployee motivation as a source of success. It is clear that avariety of people require different stimuli to get motivated (George,2013). Also, some people change their behavior along moods. Workingin an environment with needy patients may sometimes be discouraging.Therefore, the organization’s human resource department analysisthe situations facing employees and devices their appropriateincentives. Though, some factors like personal issues may be beyondmanagement’s control. The management has always consideredimproving the situation of its workers and that of its clients.
The organizationuses several occupation aspects to keep employees motivated. First,the organization establishes motivation needs. The requirements aredivided into three categories that include achievement, power, andaffiliation. The employees are inspired to realizing biggerorganizational goals which include attending to internationalclients. The organization awards groups and individuals who result tohigh performances. Also, the staff is motivated by building aworldwide reputation associated with its works of charity. Theorganization offers job promotions to top performers. Good performersare raised to higher ranks, and this creates a source of motivationto all staff. With the organization`s leadership and reputation,workers are proud to be its affiliates (Twigg, & McCullough,2014). The stimulus spreads to their patients who gains trust withthe group.
Second, Wellness forAll uses motivators and hygiene factors to stimulate their staff.Motivators are the incentives that encourage the humans while Hygienefactors are those considered necessary for humans’ wellbeing.However, the hygiene factors may not directly motivate the staffalthough their absence may result to demotivation. Wellness for Alluses several hygiene factors to keep their employees motivated. Theseinclude:
Adequate payments,with this employees, fulfill their basic needs. The payments are madein time. Second, the organization provides employees with adequateworking space. The staff has break periods in which they relax andhave refreshments. Their office is equipped with seats and desks thatmeet health standards. The agencies use modern computer systems witha fast internet speed. There is enough workforce ready to cater forall staff and clients’ needs. With the technology advancement, theemployees conduct online searches related to their customers’needs. Through, the internet one accesses useful information frommultiple databases. Also, the online platform is used as acommunication where they interact with their clients.
The managementcommittee for Wellness for All conducts analysis on the staffmotivators and de-motivators. For instance, they carry out personalinterviews with employees to find out their strong points and areasthat require improvement. Individual interviews have born fruits inunderstanding employee motivations. The management obtains a strategyon managing each wants.
Following someleaders’ private conversations with the employees, the managementunearthed three behavior elements. First, some workers find itcomfortable while working unsupervised while others prefersupervision. Second, some workers enjoy receiving feedbacks abouttheir performance while others do not. Finally, some workers aredriven by a need for recognition and promotions while others do not.Indeed, the varying tastes require varying motivation approaches.
The conflict beingone of the factors that result to an organization lagging behind. Aconflict is regarded as a disagreement resulted from distinctinterests or ideas. For instance, an organizational conflict isperceived as a dissonance resulted by several individuals and groupswith differing goals, interests, and values. Conflicts are inevitableto human relationships (Lederach, 2015). In an organization theymostly exist between the directors, and workers. Therefore, manyfactors can result in conflicts, this include competition, humannature, power besides other many.
Conflicts areclassified into three types namely task, interpersonal, andprocedural conflict. Task conflict is regarded as a conflict resultedfrom differing arguments. Wellness for all has managed to suppresstask conflicts by engaging their peers in critical thinking.Interpersonal conflict is one resulted from disagreements oftenreferred to as personal. Coldness characterizes it, and it results tocommunication barriers. Wellness for All manages interpersonalconflicts through speaking out each other’s views. Finally,procedural conflicts are regarded as conflicts resulted by groupmembers’ disagreements on procedures to be followed in attaining agoal. Wellness for All has made it in overcoming procedural conflictsby weighing each other’s ideas and consequently emerging with acollective agreement.
In establishing itssuccess, Wellness for All has employed several conflict resolutionstrategies. First, the leaders and staff use multiple views toanalyze situations. One has to consult others on their opiniontowards the conflict. Consequently, a collective decision is formedon how to resolve the conflict. Second, the leaders embracecommunication as a tool of collaborating workers. Also, theorganization addresses internal and external problems viacommunication. The team has laid a conflict management system. Thesystem is continuously developed depending on the status quo.
Most organizationsoperate in unstable environments faced by fierce completion. Wellnessfor All have established several measures to help improve itsperformance Following the study’s findings, leadership, motivationand conflict resolution are significant aspects of any organization.Additionally, they act as interrelating elements. Good leadershipcreates motivation, and it also helps in resolving conflicts.Likewise, motivation and conflict resolution improves leadership. Themanagement has to establish appropriate strategic to favor the staffand stakeholders. The approach should minimize conflict and enhancemotivation. All employees should be informed of their responsibleduties and evaluated to ensure the right workforce standards.
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George, J. (2013). A Study on Factors Affecting Employees`Psychological Contract and Its Impact on Employee Motivation in BHELEDN, Bangalore. Asia Pacific Journal of Management &Entrepreneurship Research, 2(2), 96.
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Twigg, D., & McCullough, K. (2014). Nurse retention: a review ofstrategies to create and enhance positive practice environments inclinical settings. International Journal of Nursing Studies,51(1), 85-92.
Weiser, J., Beer, L., Frazier, E. L., Patel, R., Dempsey, A., Hauck,H., & Skarbinski, J. (2015). Service delivery and patientoutcomes in Ryan White HIV/AIDS Program–funded and–nonfundedhealth care facilities in the United States. JAMA internalmedicine, 175(10), 1650-1659.
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