Managerial Organizational Conflict Assessment Answer

Attitude towards the work has always been dependent on various motivational factors, some can be intrinsic or others can be extrinsic (Newman, 1975; Milliman et al, 2003). After involving in this course, I have understood the way an organizational environment is managed and how important it is to align the personal goals with that of the organizational goals to bring out more benefits. 

Moreover, I have come to the understanding that motivation plays a vital role in work performance. I have understood that the alignment of personal goals and organizational goals together brings out the strong benefits to the person and the organization as well. Therefore, based on this understanding, I have decided to develop below mentioned five key skills that can help me in staying motivated at my work station and bring out fruitful results:

- Improving communication skills: It will help me in understanding what the management wants from me and how tasks need to be delivered. Proper communication is the key to successful work achievement.
- Aligning personal and professional goals: A proper alignment with these two will ensure that I develop myself along with helping the organization grow further.
- Improving relationship with colleagues: Improved relationship is considered as a sign of a healthy work environment which will allow me to perform better.
- Improving negotiation skills: This will allow me to negotiate with the management to give me more autonomy at my work so that I can align my work as per my personal understanding. A working structure as per personal understanding and preference is bound to motivate me towards it.
- Improving the team player skill: Being a good team player brings motivation due to the improved task accomplishment and relationship with the colleagues.

The reason behind the selection of these skills is the lack of personal motivation and attitude towards my tasks. I rarely find any strong reason to conduct the work with enthusiasm. However, after understanding the various factors behind the motivation and the way it can be improved, I have realized that the elements such as alignment of personal goals with that of the organization will not only help me improve my personal lives, it will also help in the simultaneous improvement of the organization I am part of at present (Busse et al, 2014). 

I am pretty weak in all these areas and I believe it will take a substantial amount of my time in achieving all these skill-based goals. The evaluation of the improvement of these skills will be based on taking periodic feedback from my colleagues. It has been asserted by most of the researchers that demotivated employees within an organization not only hamper the overall productivity of the organization but also impact their personal lives as well. Moreover, as I want to improve my level of motivation and which I believe will gradually improve my attitude towards my work, it would be a good investment to learn the above-mentioned skills. 

As stated earlier, the improvement in communication skill is my first strategy. Most of the researchers have pointed out that improved communication within the organization leads to less confusion and more conduction of work (Clampitt and Downs, 1993; Fields et al, 1992). Therefore, I will improve on the way I communicate to my senior management, colleagues, and subordinates. It will help me in understanding what actually is expected out of me and then I can deliver the same with full clarity.

It has also been noted by most of the researchers that improvement in the relationship with the people working within the organization builds a friendly culture and environment that makes it fun to work in. Therefore, I will be investing my time in building a relationship with other employees and develop a better environment for myself. Along with the above, my goal is to structure my work schedules and assignments as per my work behavior without hampering the goal achievement of the organization, for which I have to negotiate with the management for the same. Therefore, I will be improving my negotiation skills to improve my work schedule or structure.

Some of the researchers have stated that working well within the team not only brings out better output, but it also makes one feel motivated towards the tasks and accomplishments (Kirkman and Shapiro, 1997; Bishop et al, 2000). Therefore, I will be improving the way I interact with others in a team and help others reach team goals.
All the above skill sets are my prime goal to achieve after a successful understanding of this whole course. Moreover, I would try to put things in perspective while improving myself within my current organization.

References

Bishop, J. W., Scott, K. D., & Burroughs, S. M. (2000).Support, commitment, and employee outcomes in a team environment.Journal of Management, 26(6), 1113-1132.
Busse, H., Aboneh, E. A., &Tefera, G. (2014). Learning from developing countries in strengthening health systems: an evaluation of personal and professional impact among global health volunteers at Addis Ababa University’s TikurAnbessa Specialized Hospital (Ethiopia). Globalization and health, 10(1), 1.
Clampitt, P. G., & Downs, C. W. (1993). Employee perceptions of the relationship between communication and productivity: A field study. Journal of Business Communication, 30(1), 5-28.
Fields, R. K., Quinn, P. R., &Blackley, T. (1992).U.S. Patent No. 5,111,391. Washington, DC: U.S. Patent and Trademark Office.
Kirkman, B. L., & Shapiro, D. L. (1997). The impact of cultural values on employee resistance to teams: Toward a model of globalized self-managing work team effectiveness. Academy of Management Review, 22(3), 730-757.
Milliman, J., Czaplewski, A. J., & Ferguson, J. (2003). Workplace spirituality and employee work attitudes: An exploratory empirical assessment. Journal of organizational change management, 16(4), 426-447.
Newman, J. E. (1975). Understanding the organizational structure—Job attitude relationship through perceptions of the work environment. Organizational Behavior and Human Performance, 14(3), 371-397.