Essays on Importance of Goals in Motivation and Leadership Essay

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The paper 'Importance of Goals in Motivation and Leadership' is a good example of a Management Essay. In the contemporary business world, leaders are faced with the arduous task of motivating their employees in a bid to create a sense of accomplishment to both the employees and other stakeholders in the organization. The ability to motivate employees through goal setting and goal attainment is one of the measures of successful organizational leadership. This paper, therefore, discusses the critical role played by setting goals in an organization with respect to improving leadership and motivation within the organization.

As such, the paper will explore the various literature on leadership and motivation to effectively present the theories and their applicability at a multilevel perspective. Further, the paper will explore the various influences that goals have on organizational behavior and the dynamics involved in streamlining these behaviors to organizational goals. More than ever before, organizations are faced with a rapidly growing pool of highly competent professionals. Organizations have also set up stringent human resource practices that have created cut-throat competition allowing only the best candidates to join organizations.

However, it is the fundamental role of every organization’ s leadership to articulate the institutional objectives and goals to these employees (Armstrong & Armstrong, 2012, p. 73). For an organization to achieve consistent and top-notch results, the organization's leadership has to ensure that every team player in the organization has a clear understanding of both the goals of the organization as well as the strategies in place to aid in the achievement of these goals (Tosi & Pilati, 2011, p. 42). Intrinsic Vs Extrinsic Motivation in Leadership. Vast literature addresses the role of leadership in goal setting.

However, a common line draws from most of the scholars who have delved into this subject; that there is an undeniable link between goal setting and employee motivation and leadership. In looking at the existing motivation theories in relation to goal setting today, there are two main levels involved. These are broadly categorized as intrinsic and extrinsic motivation. The major emphasis in analyzing these two categories of motivation is to determine the impact that they have on employee behavior as well as showcasing the extent to which they affect goal setting and attainment. Intrinsic motivation, also known as self-motivation, according to Lin, is defined as what people will invariably do without external influence (Lin, 2007, p. 58).

This theory explores the individual motivation factors and asserts that individuals will normally work towards personally purposeful goals. For the success of intrinsic motivation to be attained, therefore, the individual has to be given a set of both challenging and attainable goals to achieve. At an organizational level, it is the key responsibility of the organization leadership to offer continuous feedback to employees so as to fully tap the potential of self-motivation.

Moreover, setting attainable goals will be a sure tactic to keep employees motivated and feel in control of the outcome of their activities. At a team level, intrinsic motivation plays a more crucial role as it allows in sharing out responsibilities (Miner, 2005, p. 36). A team leader should be able to align goals to each team member with an understanding of the individual’ s motivating factors and self-esteem. Essentially, a team leader should be able to delegate duties based on knowledge of what each team member finds most fulfilling and is equally capable in.

REFERENCES

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Armstrong, M., & Armstrong, M. 2012. Armstrong's handbook of human resource management practice. London, Kogan Page.

Dartey-Baah, K. and Amoako, G. 2011. Application of Frederick Herzberg's Two-Factor theory in assessing and understanding employee motivation at work: a Ghanaian Perspective. European Journal of Business and Management, 3(9), pp.1--8.

Lin, H. 2007. Effects of extrinsic and intrinsic motivation on employee knowledge sharing intentions. Journal of information science.

Locke, E. and Latham, G. 2006. New directions in goal-setting theory. Current directions in psychological science, 15(5), pp.265--268.

Manzoor, Q. 2011. Impact of employees’ motivation on organizational effectiveness. European Journal of Business and Management, 3(3), pp.36--44.

Miner, J. B., 2005. Essential theories of motivation and leadership. Armonk, NY [u.a.], Sharpe.

Naile, I. and Selesho, J. 2014. The Role of Leadership in Employee Motivation. Mediterranean Journal of Social Sciences, 5(3), p.175-179.

Sansone, C., & Harackiewicz, J. M. 2000. Intrinsic and extrinsic motivation the search for optimal motivation and performance. San Diego, Academic Press.

Steel, P. and K"onig, C. 2006. Integrating theories of motivation. Academy of Management Review, 31(4), pp.889--913.

Tosi, H. L., & Pilati, M. 2011. Managing Organizational Behavior Individuals, Teams, Organization and Management. Cheltenham, Edward Elgar Pub.

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