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5.Explain the meaning of management role – plays.

6.Explain the meaning of modeling. Name the types of modeling.

7.How does evaluation of employees in an organization conducted?

8.Enumerate and explain the functions of personnel manager.

9.How often is it necessary to hold operational meetings in an organization?

Lecture 12. MOTIVATION MANAGEMENT

We will teach a kitchen maid to run the country.

Demagogy of L. Trotsky

Motivation is the process of inspiration of yourself and other people to act in order to achieve your personal goals or goals of an organization.

The structure of sense-conveying components of the section is given in table 5 and contains three content lines.

The notion “motivation” is a complex notion, including two extra ones: a need and a goal – an objective.

A need is determined by the inner state of an individual. A need defines the behaviour of an individual at the moment or in the long term. Inner state of an individual is his/her readiness (propensity) to act.

A goal is something an individual is going to reach at the moment or in the long run. Long term goal is reached by solving definite objectives (there are plenty of ways to achieve a goal). The goal set by an individual cannot be achieved if it does not correspond to the inner state of an individual. So there are some incentives to adjust inner state of an individual.

Motivation function is that employees of an organization do their job according to the delegated power and plan. Motivation management is the process of creating a drive to act to achieve the goal.

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Theory of motivation is divided into two categories: content and process.

Content theories of motivation explain the needs that motivate people in particular when volume and content of a job. These theories analyze the factors (mainly the structure of needs) that effect motivation.

Process theories analyze the allocation of human efforts to achieve different goals and human behaviour. Process theories assume the behaviour of individuals is not just determined by needs. In general, the concept of motivation comes to the following points. Having understood the problem and the possible reward, an individual correlates this information with his/her needs and possibilities, chooses pattern of

behaviour, elaborates certain attitude and acts going to obtain the result. The lecture plan of meaning orgraph is given in table 12.

Таble 12

The lecture plan of meaning orgraph

End of Table 12

Bibliography list for students` autonomous work [4, 6, 16, 18, 20].

Checklist questions

Enumerate the types of motivation.

1.Give the definition of the notion “principle”.

2.What is the difference between Maslow`s theory of motivation and ERG theory?

3.What is the sense of Gerzberg`s theory of motivation?

4.What is the sense of expectancy theory?

5.What is the sense of Porter-Lawler motivation theory?

6.What is the difference between Gerzberg`s motivation and PorterLawler motivation?

7.What is the sense of administrative methods of influence?

8.What is the sense of economic methods of influence?

9.What is the sense of social methods of influence?

10.What is the sense of psychological methods of influence?

11.Enumerate the methods employed to analyze personality traits.

12.What is the sense of social methods of management?

13.What is the sense of psychological methods of management?

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Lecture 13. CONFLICTS MANAGEMENT

Conflict itself is not a problem, the problem is what we should with our differences.

R. Fisher

Conflict is a collision of parties, opinions, forces; the upper stage of discrepancy development in relations between people, devices, systems, social groups. Social conflict is developed in a definite situation, where there is a social problem and the conflict has its structure: kernel and the subject of conflict, conflict bearers (parties to conflict), characteristics of behaviour. Social problem is an existing contradiction recognized by the subjects as significant discrepancy between the actual and due situation, between the aims and performance results, the discrepancy being emerged due to the absence or lack of goal attainment means, obstacles on the path, struggle about the goal between different agents, all that leads to dissatisfaction of social needs.

Conflicts can be both functional and lead to organization increase of efficiency and dysfunctional and lead to deterioration of personal satisfaction, group cooperation and organizational efficiency. Time of conflict depends on how effectively it is ruled. To rule the conflict it is necessary to realize the cause of conflict situation.

There are some effective ways to rule the conflict situation: structural and interpersonal management.

The lecture plan of meaning orgraph is given in table 13.

Таble 13

The lecture plan of meaning orgraph

End of Table 13

Bibliography list for students` autonomous work [3, 4, 6, 7, 9].

Checklist questions

1.Relate intergroup conflict with resource allocation, interdependence of tasks and communication.

2.Relate conflict between an individual and a group having differences in views and values, behaviour and life experience.

3.What are the reasons of intrapersonal conflict?

4.What is the difference between components of pre-conflict stage?

5.What is the reason of structural organizational changes?

6.What are the techniques top management can apply to reduce employees resistance to organizational changes?

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