1. Applied Motivational Theory
Without salaries or benefits at stake, leading volunteer teams begins with the leaders ability create a motivational environment where the right team members are drawn together; connecting personally with the vision of the organization. Establishing and sustaining such an atmosphere calls for leaders who value team member personally, encourage feedback, and celebrates successes. Therefore, it is imperative for a Chi Alpha leader to understand the various theories of motivation and to apply those relevant concepts for inspiring diverse volunteer teams.
Although our door should remain open to all, one essential motivational element is ensuring one has the right core members. Collins (2001) refers to this as the
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In Good to Great, Collins proposes that finding the best people depends on a rigorous search; “consistently applying exacting standards at all times” (2001, Kindle location 895). However, it is not enough to apply these standards in our search for others if we do not apply them to ourselves. Pastor Wilson (2013) provides an honest description of a similar struggle with the wrong team member; confirming that “letting the wrong people hang around is unfair to all the right people” and “equally unfair to the people who need to get off the bus” (Collins, 2001, Kindle locations 980, …show more content…
The Arbinger Institute (2010) speak of this concept in their book, Leadership and Self-Deception, as the misconception of people to view others as objects rather than people. In leadership, supervisors who address team members as assets instead of recognizing and meeting their needs are “in the box.” To successfully partner with local churches, we must expand beyond the Chi Alpha perspective to recognize the various local church paradigms that will shape this new ministry. In the case of conflict, if proper diligence has been given to develop the right team, leaders should strive to help the team member discover the role that best fits their specific gifts, talents, and abilities before considering the final option of removing them from the team (Collins, 2001, Kindle location
An aspirational goal for any department is for all members to hold and support the same values at all times. However, that is almost impossible due to the diversity of its members. Members have different backgrounds, different experiences,
As a former Robotics Club Team Captain and Historian of Patriot High School’s Student Council, I understand the importance of combining leadership and collaboration. While...
People may possess a multitude of skills and qualities that make them leaders but only a select few contribute to their success. These qualities help to distinguish them as leaders in their homes, committees and more. As a leader, one should always strive for their “team” to get better rather than just being good (Halverson). pushing them can be effective in helping them to get more done and improve their skills. A leader would not work his followers to the bone for they would tire out easily. this could end up decreasing productivity while people would look forward to working. By wanting to improve, a team can push through barriers as opposed to only trying to reach a certain level. Th...
In the lecture presentation by Dr Homes (Homes) he discussed how the strength-finder is a tool that he uses in his operations to help and identify strengths that both compliment and fill missing gaps. These assessments help identify compatibility. Compatibility includes your co-workers, superiors, subordinates and other in the work place but also in your personal life. He discussed the need to understand the strength of others so that we can relate to them better. And by relating better, we are able to manage, motivate and lead them better. He clearly articulated the value of the strength finder assessment for better leadership.
We all benefit from having a clear goal and a sense of purpose in our every action. From the small to the large, it is important to know that we are contributing to the big picture. We are building a mountain, one rock at a time, and sometimes it is easy to get lost in the hills. We need a strong leader who can point us in the right direction, show us where to put our shovel and show us why we are here today. We are only as great as those whose shoulders, and works we stand upon today. We need to be that leader that paves the path for those next to us and coming behind
There are opportunities for a ‘natural leader’ to emerge on a daily basis among staff and volunteer managers alike. Eagly and Joannesen-Schmidt (2001) published an article titled “The Leadership Styles of Women and Men” noting the traits of a natural leader. A natural leader is inspiring to themselves and other employees, enables professional growth, and encourages staff rather than dictate what job needs to be done. In the Salvation Army, the mission is to bring aid to those in need with a passion and empathy for others. Program leaders should be aware of their responsibility as the heart and the brain of the organization (Eagly and Jonannesen-Schmidt,
believes group members are not as ready as they should be. Here leadership style focuses on helping these team members develop confidence and trust in their own abilities.
Although today’s culture is for students to sit, listen, and learn, Edmundson and Freire indicate that there are valuable rewards in provoking students to critically think and analyze the material provided, but say little about ways to keep students motivated. Further research indicates that motivation plays a significant part in keeping the interest and focus of students and teachers. Adjustments to educational culture are insignificant if strategies for increased motivation in the classrooms aren’t utilized.
Teamwork harnesses individual accomplishments toward organizational objectives and is the key to spreading my 4th ABCT vision. Leaders and Soldiers alike, create synergy and a positive organizational environment by sharing in each other’s accomplishments and foster a culture of interest, instead of indifference. My intent is for 4th ABCT to develop an understanding of this team mentality, realizing how as individuals we are limited to the sum of our efforts and achievements, while as a team our efforts and achievements are multiplied. Pride, performance, and camaraderie in our organization will increase motivation because each individual achievement is shared by all. I will look to CSM Ivor, my brigade staff, and “battalion command teams” (Battalion Commanders and CSMs) to share and embody my vision of teamwork and foster the same within their commands. They will be my guiding coalition and lead agents for change, and I expect them to build our team through coaching, teaching, and mentoring their subordinates. This exemplifies engaged leadership and shares my vision because leaders are investing time in training and counseling our soldiers, and empowers our subordinates to execute it. I think that once we start acting like a team again pride in the unit will surge as leaders demonstrate engaged leadership with increased counseling and active mentorship programs. Members of the unit will spend more time together, strengthening professional and personal bonds and incorporating families at after hour unit evens. Our success will ultimately be realized when I MAJ Cobb more at church on Sundays than on my appointment
At the core of any organization is its main purpose. This purpose drives
Throughout my life there has been many activities and teams I've been a part of. Such as cheer, dance, school plays, sports teams and church activities. In order to lead and help others, it’s key to first make sure you are organized and in control of yourself and your situation. If you do this you are better able to understand what others are going through and actually have time to care, listen, and do something about it. It's also extremely important, I've found, to have a good motivator or motivation.
To become a truly effective leader, one must encapsulate the various behaviors related to the aforementioned course learnings in his/her persona and demonstrate such behaviors daily. This course has allowed me to identify four behaviors that all leaders must portray to be effective. The first of which is that a leader must be inspirational. To do so, a leader must set the appropriate vision and direction for the organization and provide a path to achieving defined goals. Additionally, a leader must induce the proper levels of motivation so that each employee has sufficient incentive to work towards the organization’s goals. As discussed in the class, motivation can be accomplished by factors such as rewarding hard work and providing the correct opportunities to employees. While these are motivating in that employees desire to be fairly compensated and to be doing work they deem valuable, inspiration comes more from organizational culture. A leader will be inspirational by setting a tone that appreciates each employee’s contribution, no matter how small in scale it is. Further, employees are inspired when they work collaboratively in a group setting and can capitalize on individual strengths to drive organizational goals.
The Right People University of Bridgeport ITKM 548- Research Paper Introduction Any organization is nothing without the people. People are the lifeblood of an organization as the management of work has to be done by the people though all the works are done through robots and computers. So, having a right people in an organization is a boon and is very challenging task whereas, hiring the wrong people means increasing cost as well as wasting time of the company too(Hethfield, 2016). It has always been a great challenge for Human Resources (HR) Manager to hire the right employee who can pay back in employee productivity, enhances the work culture and have the ability to make a positive impact on the work environment.
When I was first elected vice-president in my sophomore year, the club was fading: we had maybe twenty total members, of which ten or fewer regularly showed up to meetings and events. We didn’t have many service projects to offer, and we spent much of the year doing little in between big projects. By the time I graduated, thanks to my efforts and the efforts of others on the leadership team, Service Club had been transformed beyond recognition. Our membership boomed to over thirty active, engaged members, and we started no fewer than six new projects (including a drive to create gift baskets for a local domestic violence shelter, a new recycling program, a program where students learned to sew mittens for donation to local homeless shelters, and a partnership between Larimer Humane Society and Service Club that I orchestrated wherein Service Club members provided manpower for big Humane Society events). Perhaps most importantly, we found passionate sophomore and junior students to take over the leadership roles that would be vacated when we graduated, thereby ensuring Service Club’s newfound vitality would be continued for years to
Servant leadership, having experienced it personally in my religious organization that despite the fact that leaders have to lead by examples, the challenges is when followers or committee members produce less result overtime. Followers or committee members in church often believes that to be a leader and a servant at the same time, they can step in and complete most of the on-going church programs or tasks. Therefore, being aware of this attitude by followers or committee members, team leadership could be apply team leadership to supplement servant leadership that facing this kind of