Essays on Leading and Motivation Essay

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The paper 'Leading and Motivation' is a good example of a Management Essay. Leading and motivating team members have been considered as one of the key roles played by managers, in particular project managers. Managers need to realize that good motivation makes a team perform better as well as contribute extensively to the overall performance of the organization or success of a project. In order to effectively lead a team, managers should ensure that motivational factors, for instance, attitude, drive, and confidence are closely monitored because they determine the performance of a team.

However, true motivation can only be achieved if the individual aims and objectives of team members are strategically aligned with the organization’ s purposes. This implies that people working in the organization get motivated with management styles they relate to and on ideas they believe in. It is important to note that enhancing ad sustaining a high level of performance from employees or team members in the organization is critical to the success of leaders and managers (Fisher, 2000). Since performance is perceived as the tendency of increasing motivational ability, it becomes relevant to mention that enhancing employee and organizational performance involves creating working conditions that encourage employee motivation.

This is important in supporting team members to work towards achieving organizational goals as well as developing and promoting competence (Manion, 2005). The significance of understanding motivation theories in organizational leadership and management Motivation occurs in different forms, and thus managers should be well-informed that what motivates a single person will not necessarily be the same for all team members. This clearly indicates that managers or leaders should find it relevant to understand how individual motivation levels differ among his or her team members.

As a result, managers or leaders will be able to evaluate how such differences will affect the general drive as well as the focused ability of a team towards achieving organizational goals. Therefore, the ability of leaders and managers to understand motivation theories offers a significant basis for them to realize the various needs of their employees which in turn influences the motivation and behavior of the employees. In addition, understanding motivation theories enable leaders and managers to learn that the aspect of employee motivation should be handled individually.

It is important for leaders and managers to consider the multifaceted relationship of each person’ s needs, ideas, and decisions so as to take the best actions that can make them more comfortable (Nicholson, 2003). Studies show that extrinsic motivators, for instance, goal setting as well as developing performance assessment processes and rewards are the most fundamental design elements of the organization. This implies that motivation can be defined as something that drives people’ s actions and behaviors towards attaining the goals of the organization and a reward to satisfy their needs.

Managers need to understand that motivating their employees involves influencing them to work towards the direction set by them. This can be achieved by creating working conditions that encourage employees to persistently work harder to attain the goals of the organization (Shanks, 2011). It is important to mention that different people possess different values. Hence managers should understand that what motivates one person might not necessarily be a motivating factor to another. For example, certain people are motivated by money, while other people are driven by the ability to become creative and innovative as well as the opportunities to be promoted.

Therefore, leaders and managers should persistently ask themselves what exactly motivates their team members and determine what they might need to perform better in their assigned tasks. This calls for the leaders and managers to spend quality time with their team or employees to acknowledge their abilities. This is simply because the team may reveal certain motivating factors that can be easily implemented, and thus creating a big impact on the overall performance of the organization (Miner, 2012)

References

Alanazi, F.M & Arnoldo, R., (2003). Power Bases and their attribution. The Journal of Social Psychology, 143(3), 375–395.

Fisher, K. (2000). Leading self-directed work teams: An important approach to encouraging and developing new team leadership skills. New York: McGraw-Hill.

Frank A. Heller. (1971).Managerial Decision-Making: Evaluation of Leadership Styles and Power-Sharing among Senior Managers. Taylor & Francis.

French, J & Raven, B. (1996). The bases of social power. Information from Cartwright, D and Zander, A (eds.) on Group dynamics (pp. 607-623). New York: Harper and Row.

Manion, J., (2005). Developing from management to leadership. San Francisco. Jossey-Bass.

Mahfooz, A., (2009). Managing people at workplaces: leadership styles and influence strategies. Sage Publications.

Miner, J.B., (2012). Role Motivation Theories: People and Organizations. Routledge.

Nicholson, N., (2003). Ways of motivating problem people in the organization. Harvard Business Review, 81(1), 57-65.

O'Regan, N & Ghobadian, A., (2004). Leadership and Strategy: Ensuring it happens. Journal of General Management, 29(3), 76–92.

Richard L. D., (2008).The Leadership Experience. Cengage Learning.

Shanks, H.N., (2011). Management and Motivation, chapter 2, p.24. Jones and Bartlett Publishers.

Victor, D., (2006). Leadership Styles and Bases of power. Retrieved February 13, 2013 from,

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