James MacGregor Burns, Bernard M. Bass 1970's Transformational Leadership Theories The theory states that this process is by which a person interacts with others and is able to create a solid relationship that results in a high percentage of trust. Staff Motivation As defined, motivation is the process that initiates, guides, and maintains goal-oriented behaviors among individuals. This means that what causes a person to act, is called motivation. Motivating factors include achievement advancement, autonomy, personal growth, recognition, responsibility, and the work itself. In short, motivation are forces that activate behavior which involve the biological, emotional, social, and cognitive factor.
Organizational decision making process plays a crucial role in ensuring success of the company. Maintaining positive culture within the organization contributes in motivating the workforce. It has been found that the motivated workforce assist in improving
Secondly it promotes diversity and cultural awareness. Mentoring allows employees to build a relationship of trust and support. It gives representatives a chance to voice their worries, overcome obstacles, and discover arrangements. Therefore, it moves workers to perform to their most elevated
However, the premium driver of all is a sense of feeling involved and valued. This has several key components like involvement in decision making, listening to the new ideas, rewarding the employees` contributions, developing the employees in their areas, and caring about employees` health and safety. The aspects of work life that directly affect the level of employee engagements are briefed in the following figure. The figure
(ii) A willingness to exert considerable effort on behalf of the profession. (iii) A desire to maintain membership in the profession. Various research studies have revealed that commitment enhances job satisfaction, performance and reduces absenteeism. Professional commitment refers to a mindset reflecting loyalty
Reward systems offered by organisations are vital when it comes to encouraging team members to improve the way in which the team operates; rewards have the ability to influence motivation as well as the level of coordination and the quality of the group work within work teams (Levi, 2014). The rewards are considered to be positive outcomes that are aligned with the performance in reaching the organisational goal; one needs to consider the two general types of reward systems that motivate employees. These are known as intrinsic and extrinsic rewards (Nujjoo & Meyer, 2012). Intrinsic reward systems are regarded as a reward internal to an individual for example the feeling of personal achievement, professional growth or a sense of pleasure and accomplishment (Nujjoo & Meyer, 2012).
Researchers believe that leaders should adapt to the situation and also what is the most important is the essence of leadership than its style. It also talks about leadership as a character or quality. Managerial practises, trust in leadership, and performance is important part of an organization. When managerial practises are carried out effectively they positively affect employee trust in leadership, which in turn influence performance outcome. Also team work plays as a mediating role between trust and organizational performance.
Individuals are driven by purpose and they like to align themselves with leaders who are capable of making a difference 3. Creating a collaborative mind-set is important to an organisation and it helps align the business and is instrumental in aligning the purpose of the organisation and its goals. 4 Create a team, trust them and allow them to step into their leadership role. A leader’s responsibility is to create an environment where people and their talents flourish When a team is provided with purpose, they are capable of creating an infrastructure and establish a culture which has the ability to bring change at all levels in the
CHAPTER 4 4.1 INTRODUCTION In this chapter will be discusses in great length about the research methods that had been used in order to obtained both primary and secondary data in this study and explain in detail about approach undertaken as the research methodology to complete this enquiry. In decree to obtain good result and run across the objectives as planned, the right and suitable methodology needs to be used. Methodology is a method to determine the approach applied to direct the study or research. The objectives of this study will to be achieved by using two methods. The first method is through literature review, which is to gather information about the studied topic.
However, the need of strong emotional intelligence is require for the people who lead others. Ermer (2012) stated that the terms strong emotional intelligence and leadership have deep link as it helps the leaders to recognise the needs of their employees, there satisfaction level, retention and their performance. It is important for leaders to observe the level of satisfaction among its employees in order to motivate them and to help them in performing according to the high working standard so that they can benefit the organisation. Here are some of the factors that are important for an emotionally intelligent leader who possess the responsibility and proficient to lead people especially in an organisation (Houghton, et al.,