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Motivation and Leadership

 

Motivation plays a critical role in employee productivity and quality.
Motivation helps an individual accomplish his goals.
The leadership traits of an effective leader impact motivation. Every organization requires leadership.

The leader should encourage people to plan and teach the key decision-making factors. Seeing others do well will also motivate him to do the same. Self-motivation is necessary for success. Individuals with self-motivation can find a goal and strength to complete his work.

A leader should understand the personal problems of his employees and make them stronger emotionally. Once the leader is self-motivated, only then he can motivate others to achieve their organizational goals.

As a leader, he must find ways to motivate his employees to encourage productivity. Communication is a powerful tool that makes employees feel important. Leadership can use this tool to create an atmosphere that brings forth employee motivation.

The work environment is an essential factor to foster employee engagement. The leaders must understand what motivates their employee in the company. One’s motivation is related to money, benefits, praise, etc. The leader needs to schedule meetings and spend time with his team. A successful leader should assign groups and encourage employees to work together. Also, he needs to give them the resources and places. The positive attitude of a leader helps the team to keep pressing on until they succeed.

Self-promotion, political savvy and communication are the three influencing skills of the experienced leaders. Successful leaders trust their employee because teamwork builds trust and trust builds growth. Inspirational leaders should create a safe and trusting environment. Recognition and positive feedback are powerful motivators to increase employees’ productivity.

If employees identify themselves with its vision, they will have a desire to achieve the goals of an organization. There are several different styles of leadership such as transformational leadership, transactional leadership, and situational leadership (Almansour, 2012). The transformational leadership is the ability which involves evaluating associates motives, satisfying their needs and valuing them (Frances & Cohen, 1999). According to Bass (1985), transactional leaders give rewards and punishments to encourage performance, making the leader connection essentially an economic transaction. Situational leadership theory is based on the interaction among the dimensions of association behavior and task behavior, as well as follower readiness or maturity for performing a specific task (Hersey & Blanchard, 1996). Leaders’ attitudes and styles affect employees’ capacity to perform. It is important that leaders show the bigger picture and employees can see how what they are doing at the moment will ultimately contribute to an end goal. The employees are more motivated when the leaders offer opportunities for advancement. When the leaders are effectively motivating teams, success is inevitable.

Reference:

  • Almansour, Y. M. (2012). The relationship between leadership styles and motivation of managers conceptual framework. Journal of Arts, Science & Commerce, III(1), 161-166.
  • Bass, B. M. (1985). Leadership and Performance Beyond Expectation. NY: Free Press.
  • Hersey, P., & Blanchard, K. (1996). Great ideas revisited: Revisiting the life-cycle theory of leadership. Training, and Development, 50(1), 7-42.

Farhana Akter

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