为了激励员工，一个好的管理者会让下属参与谈话，从而理解他们。然后，他会明确定义基于绩效的目标，并让这个人承担责任或实现他的目标。有灵感的员工会创新，富有成效，表现良好，因此很容易实现他们的目标，并因他们的成功而获得奖励。不幸的是，冲突会带来压力，从而降低生产力。因此，有效的管理应该避免压力或优先处理压力，以提高员工的效率。一个有明确方向的强有力的领导是减少冲突和激励下属的最好方法。通过有效的沟通管理组织变革(西澳大利亚政府，2013)是提高现代商业实践效率的关键。重点更多的是奖励出色的表现，而不是解决冲突。冲突管理是一种微妙的艺术，有效的管理者可以利用它来实现组织变革。所有员工一开始都充满动力。管理层需要提供一个合适的工作环境，并奖励高绩效(Barbuto & Xu, 2006)。
公平对待员工，不论环境如何，这是在管理冲突和激励员工的同时实施变革的积极步骤。通过在系统中引入透明度，管理层可以鼓励员工保持积极性并表现良好(Rensis & Likert, 1976)。研究表明，有积极性的员工是最好的员工，如果奖励或激励机制的透明度也被启动，那么员工往往会在大多数情况下表现得更好。作为一个高效的管理者，我相信员工的积极性是组织成功的关键。众所周知，有积极性的员工会与其他团队成员合作。通过诚实和讨论当前的表现和未来的潜力，员工知道他们哪里做错了，以及如何解决关键问题。仅仅适当的计划是不足以激励个人的。他们需要了解计划以及他们的期望。换句话说，需要定义和监视它们的性能目标(Tjosvold & Tjosvold, 1995)。还需要定期对性能进行反馈，以确保满足所有的缺陷。准确的反馈有助于解决组织目标和个人目标之间的冲突，从而确保个人成员和组织的成长。
In order to motive employees, a good manager would engage subordinates in conversation, thereby understanding them. He would then define performance based goals clearly and hold the person accountable or achieving his goals. Inspired employees would innovate, be productive and perform well, thus easily achieving their goals and being rewarded for their success. Unfortunately, conflict creates stress, thereby reducing productivity. Therefore, effective management would want to avoid stress or address it on priority in order to increase employee efficiency. A strong leadership with clear direction is the best means of mitigating conflict and motivating subordinates.Managing organizational change through effective communication (Government of Western Australia, 2013) is the key to increasing efficiency in modern day business practices. The emphasis is more on rewarding good performance rather than resolving conflict. Conflict management, is a subtle art that effective managers capitalizes on to achieve much needed organizational change. All employees start out motivated. The management needs to provide a suitable work environment and reward high performance (Barbuto & Xu, 2006).
Fair treatment of employees, regardless of the circumstances is a positive step in implementing change while managing conflict and motivating employees. By initiating transparency in the system, management can encourage employees to remain motivated and perform well (Rensis & Likert, 1976). Studies show that motivated employees are the best employees and if transparency in the reward or incentive based system is also initiated, then employees tend to outperform most of the time.As an effective Manager, I believe that employee motivation is the key to organisational success. Motivated employees have been known to work in tandem with other team members. By being honest and discussing both current performance and future potential, employees know where they have gone wrong ad how to address the key issues. Proper planning alone is insufficient to motivate individuals. They need to be aware of the plans as well as the expectations from them. In other words, their performance goals need to be defined and monitored (Tjosvold & Tjosvold, 1995). Periodic feedback on performance is also needed to ensure that all lacunae are met. Accurate feedback helps in resolving the conflict between organizational goals and individual goals, thus ensuring the growth of both individual members as well as the organization.