There was limited value back in 1950 to identify leadership traits, although some weak generalisations did emerge (Shaw, 1961). Leaders do tend, on average, to score higher on measures of ability, sociability, and motivation. Leadership is different with management in terms of the function according to Kotter (1990). He argues the importance of leadership and consigns management to a lesser role. The function of leadership is to create an agenda by establishing direction and strategies to achieve goals (Kirchner, 1990). The principle is also supported by Santora (1991) when she also poses a fundamental challenge to the distinction between leaders and managers. She also agreed that leadership functions are to develop people, motivate, and inspire …show more content…
Needs, pay check, company policy, supervisory style, status, security, and working conditions are reviewed by hygiene as the elements that usually lead to job dissatisfaction. Although this theory is about half of century old, recent research suggests that many employees still respond in ways of the theory prediction (Bassett-Jones and Lloyd, 2005). In essence, the theory proposes that the motivating factors are the primary determinants of employee satisfaction. These intrinsic factors are sense of achievement, recognition, possibility of growth, responsibility and the work itself. Therefore, there are criticisms of Herzberg’s theory. Some researchers claim that salary, working conditions and interpersonal relations may also act as motivators (Bowen and Ostroff, 2004). Also, advancement, responsibility and achievement are the only way to increase work motivation (Ogbonna and Harris, …show more content…
He argued that employees have innate needs and identified nine but only focus on five of these as shown in Figure 1. He also argued that these needs are organised in the hierarchy, with lower order biological and safety needs at the bottom, and higher order self-actualisation and transcendence needs at the top. This theory is still influential, particularly in recognising that behaviour depends on a range of needs, drives, and motives.
The theory held that human capital i.e. employees was more important than physical assets (Becker, 1962). The result of this particular application is a trained human agent-worker-whose enhanced productive capacity is manifested in a stream of services of enhanced value (Reder, 1967). The job characteristics model suggested that increased job satisfaction, motivation and performance are all related to complex jobs (Hackman and Lawler, 1971). Figure 2 illustrates job characteristics that are related to positive outcomes. Those five main characteristics are skill variety, task identity, task significance, autonomy, and feedback, where each one of these led to one critical psychological state. Experienced meaningfulness is produced from skill variety, task identity and task significance, whereas the remaining autonomy and feedback characteristics contribute to experienced responsibility
What is it that gives us motivation to work? The meaning of work is 3 fold in that includes economic, social and personal factors. In order to be motivated people need, economic rewards, intrinsic satisfaction and social relationships as people are self interested and will
To Kotter the purpose of leadership is to propel an organization into the future by finding opportunities and successfully exploiting them. Effective leading is having a vision and being able to get buy in from people and by empowering them, one can create substantial change (CITE KOTTER HBR 2). It is also important to note that Kotter describes leaderships as strategic procedures that makes an organization adaptable to substantial change (CITE). With this purpose and definition in mind, one can hypothesize that to successfully lead during change a leader needs to; have a future expressed by a vision, align employees to the vision and empower them to overcome problems related to the transition in implementing change.
In developing this paper on leadership, I examined what was most important to me as a leader. As I reflected on my leadership philosophy, I thought about my experiences and the principals that I have learned through my own self-discovery and the observation of other leaders that I have had throughout my life. My leadership philosophy paper will focus on what leadership is to me, core values, and knowledge of others. In thinking about my definition of leadership, I thought of what was most important to me in and as a leader.
Talent development is comprised of organizational human resource processes that are designed with the intent to aid in the motivation, development/growth, attraction, and retention, of productive and engaged employees. In order for a human resource or talent development program to be successful, the employee/individual must be motivated to not only participate in the activities but to learn and apply what has been learned to improve performance. Professionals in the HR/Talent Development department need to understand how to apply motivational tools, processes and theories in order to continuously meet and adapt to the changing needs of their employees, due to the fact that every individual is unique/different. 1. The need-based theories that
1) Introduction Management and leadership practices are helpful and useful to individual's prosperity and that of our organization. Leadership and management theories concentrate on what qualities recognize and distinguish between leaders and followers in an organisation. Leadership can be characterized as a procedure by which an individual impacts others to accomplish a target and coordinates the organization in a way that makes it more coherent and cohesive. On the off chance that you have the longing and willpower, you can turn into an effective leader. Great leaders are creating and developing through a ceaseless procedure of self-study, experience, training and education.
Although motivating employees can be a challenge, a number of theories about motivation at work can be used as a basis for creating practices, procedures and processes to affect employee
In spite of the fact that’ leadership analysis’ is the art of breaking down a leader into basic psychological components for study and use by academics and practitioners, a sound leadership analyses
Leadership has been defined in a variety of ways, there are multiple authors and theorists who have tried to define and understand leadership, all leading to varying theories and conclusions, but one thing that is universally understood is the importance of effective leadership and how someone with good leadership skills can impact so many people around them. (Kakabadse and Kakabadse, 1999; Yukl, 2002; Northouse,2013) The main components that have been identified to play a role in leadership are relations between leader and subordinates, interaction form between leader and followers, the influence that the leader has, the way in which the leader behaves and finally a leader’s traits. (Yukl, 2002) These elements that make up a leader, are then used as building blocks to identify the way in which each specific leader deals with its followers.
Another solution to increase the amount of motivation within the employees would be adding flexible work arrangements. Flexible work arrangements allow the employees to feel a sense of choice, empowerment, and control. When the employees feel as if their voices are being heard, they gain a sense of power and importance within the workplace. “The benefits of flexible work arrangements include high levels of job satisfaction and reduced job stress” (Newstrom, 2015).
In this regard, leaders and managers can appear at any level of an organisation and are not exclusive of each other (Germano, 2010). Leadership theories identify leaders based upon traits as well as how their influence and power is used to achieve organizational goals and objectives (Germano, 2010). As such, trait based characteristics include leaders such as autocratic, democratic, bureaucratic and charismatic. On the other hand, leadership that is viewed from the perspective of the exchange of power and its utilisation to secure outcomes, are situational, transactional and transformational leaders (Germano, 2010). It is of paramount importance to consider the different types of theories of management and leadership and their potential impact on organizational strategy being that management and leadership plays a vital role in the success of businesses.
Individual Reflective Paper Introduction Leadership, a controversial concept, has been studied for centuries. Scholars who study leadership have argued with the insight of leadership for many decades and finally promote a wide range of understandings of it. This course “values and leadership” introduces the basic principles and concepts about leadership, and provides us with some conceptual knowledge and practical approaches to be an outstanding leaders. I chose to take this course because I am interested in the topic about leadership.
LEADERSHIP Ogbeidi (2012) found that leadership is referred as “ability to lead, direct and organize a group”. The study of leadership has developed scientifically through changing paradigms during its history where several models and theories have tried to explain the concept of leadership. Kuchler (2008) acknowledges that although subject of leadership is diverse and somewhat scattered but it tends to be one of the most widely discussed topics by the researchers all over the world. We found myriad definitions of leadership after studying detailed literature on it. The concept of leadership is described by different researchers with different perspectives.
This paper will examine the three leadership theories, identify how they apply to my practice, and explore how these theories interact with each other. The Trait Leadership Theory is based on the belief that a person is born with special traits contributing to natural leadership abilities. Studies of famous historical leaders have been used to identify various traits for this theory. Although the list of traits differs from study to study, there are five major traits that are consistent throughout most studies.
• AN EVALUATION OF LEADERSHIP THEORIES Leadership Hypothesi s (An assessment): The hypothesis of leadership have increased over the last decade and results in diverse concepts. The subject matter of these is to identify the feature which describes a leader. The well known theories are; Great Man Hypothesis (1840):
‘Organizations provide its managers with legitimate authority to lead, but there is no assurance that they will be able to lead effectively’ (Lunenburg, 2011). Organizational success usually requires a combination of both management and leadership. In today’s dynamic work environment, leaders are expected to challenge the present state of affairs, and to motivate and convince organization members. Managers are needed to assist in creating and maintaining a positive and well-functioning workplace. ‘Leadership and management are often considered practically overlapping concepts’ (Bohoris and Vorria, 2007, p. 1).