Motivation, Conflict, Negotiation, Stress & Recruitment

Posted on Mar 6, 2025 in Psychology and Sociology

Motivation

Motivation: Is the process that accounts for an individual’s intensity, direction, and persistence of effort toward attaining a goal.

Contemporary Theories of Motivation

  1. Cognitive Evaluation Theory: Proposes that when extrinsic rewards, such as pay, are given to someone for performing an interesting task.
  2. Goal Setting Theory: A theory that says that specific and difficult goals, with feedback, lead to higher performance.
  3. Self-Efficacy Theory: An individual’s belief that he or she is capable of performing a task.
  4. Reinforcement Theory: A counterpoint to goal-setting theory, says that behavior is a function of its consequences.
  5. Equity Theory: A theory that says that individuals compare their job inputs and outcomes.

Conflict

Conflict: A process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about.

The Conflict Process

Stage 1: Potential Opposition or Incompatibility

Different sources of conflict:

  • Communication: The potential for conflict increases when either too little or too much communication takes place.
  • Structure: The larger the group and the more specialized its activities, the greater the likelihood of conflict.
  • Personal Variables: Include personality, emotions, and values.

Stage 2: Cognition and Personalization

The conflict is: Perceived Conflict and Felt Conflict.

Stage 3: Intentions

Competing, Collaborating, Compromising, Avoiding, Accommodating.

Stage 4: Behavior

Statements, Actions, Reactions.

Stage 5: Outcomes

Increased or Decreased.

Negotiation

Negotiation: A process in which two or more parties exchange goods or services and attempt to agree on the exchange rate for them.

Negotiation Strategies

  • Distributive Negotiation: Negotiation that seeks to divide up a fixed amount of resources; a win/lose situation. (Make a first offer and be aggressive).
  • Integrative Negotiation: Negotiation that seeks one or more settlements that can create a win/win situation.

Stress

What is Stress? A dynamic condition in which an individual is confronted with an opportunity, a demand, or a resource related to what the individual desires and for which the outcome is perceived to be both uncertain and important.

Types of Work Stress

  • Challenge Stressor: Stress associated with workload, pressure to complete tasks, and time urgency.
  • Hindrance Stressor: Stress that keeps you from reaching your goals.

Potential Sources of Stress

  1. Environmental Factors: Economic Uncertainty, Political Uncertainty, Technological Change.
  2. Organizational Factors: Task demands, Role demands, Interpersonal demands.
  3. Personal Factors: Family problems, Economic problems, Personality.

Consequences of Stress

  • Physiological Symptoms: (Metabolism, Headaches)
  • Psychological Symptoms: (Boredom, Tension)
  • Behavioral Symptoms: (Change in productivity, Absence, Turnover)

Recruiting and Selection Process

  1. Plan: (The recruiting and selection process)
  2. Recruit: (An adequate number of applicants)
  3. Select: (The most qualified applicants)
  4. Hire: (Those people who have been selected)
  5. Assimilate: (The new hires into the company)

Plan for Recruiting and Selection

(Determine number of people wanted, Conduct job analysis, Prepare job description, Determine hiring qualifications)

Recruit Applicants

(Identify sources of recruits, Select the source to be used, Conduct the recruits)

Select Applicants

(Design a system for measuring applicants, Measure applicants against hiring qualifications, Make selection decisions)

Hire the people, Assimilate new people into the force.