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Introduction about employee satisfaction chapter 1
Theoretical framework for leadership styles
Theoretical framework for leadership styles
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Recommended: Introduction about employee satisfaction chapter 1
Direction for Some, Support for Others – Case 7:2
According to the path-goal theory, why is Daniel an effective leader?
Path-goal focuses on job performance and satisfaction by focusing on what motivates the employee (Northouse, 2013). The relationship between the leader’s style, work setting and the characteristics of the employee are central in path-goal theory. Daniel is an effective leader because he changes his style (Gupta, 2009)of management and leadership based on the group of employees he is working with.
Most of the employees in the copy department are part-time college students and many of the tasks are redundant or repetitive so Dan places an emphasis on the work environment, allowing the employees to dress casual, offering flexible
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Dan’s part-time employees seem to appreciate his supportive approach. Dan understands that the number one priority of the college students is to be a successful students. Providing flexible work schedules allows students to work and go to class. Dan also understands that many of these students are away from family and friends and need a place where they feel cared for, welcomed, and accepted. Students speak of how The Copy Center becomes like a second family to them.
The desktop publishing employees possess some unique job skills, are much more self-confident and independent. They need less supervision and want to be left alone to do their job. Dan uses a much more hands-off approach and steps in only when an employee is struggling with a particular job or task.
One of the principles of path-goal theory is to make the end goal valuable to workers. What could Daniel do to improve subordinate motivation in this area?
Because different employees are motivated by different things, Dan will also need to use different methods of motivating his employees. Ashim (2009) refers to several things that Dan could do to improve employee motivation. They
This third case study takes place within the organization called TechnoloComm. The main character in this story is named Jessica Martinez, she was hired by TechnoloComm to work in the human resources department. Specifically, she is working on internal newsletters and publicity for the organization. Peter and Alex, are two men who are a part of her team that works together on the newsletter, communication training, maintaining the company’s website and organization publicity. Their boss’ name is Tom, he is there to check in on their progress and make sure everything is running smoothly.
This can be explained using expectancy theory which states that “individuals act depending on whether their effort will lead to good performance, whether good performance will be followed by a given outcome, and whether the outcome is attractive to them.” The key relationship in expectancy theory that would explain customer’s frustration with Dan is the Performance-Reward Relationship, or Instrumentality, which is links the effort an individual will put into their work to an extrinsic reward. A customer and manager like Brian Canlis or Steve Duffield sees that Dan is offering a substantially high extrinsic reward, one that they cannot replicate. For instance, Steve states “We can’t afford to do that…employees are the biggest expense, and they need to manage those costs to survive.” Because these managers cannot match the expenses, the coefficient ‘I’ for instrumentality in the formula motivational force equates expectancy, instrumentality, and valence would become much lower, especially when comparing their organizational rewards to that of the employees of Gravity. This lower coefficient according to expectancy theory would demotivate employees in other firms, making managers’ jobs
Though many kinds of physical work don’t require a high literacy level, more reading occurs in the blue-collar workplace than is generally thought, from manuals and catalogues to work orders and invoices, to lists, labels,and forms.
...-goal theory focuses on the personal characteristics of the follower in addition to factors in the environment that are outside the control of the follower. Environmental factors determine the type of leader behavior required and personal characteristics of the follower determine how the environment and leader behavior are interpreted. Both theories acknowledge the importance of followers and effectively compensating for their ability and motivational limitations. There is never just one way to succeed as an effective leader. It is a continual process of assessing and reevaluating the team and environment while adjusting the leadership style and behavior to maximize the performance and satisfaction of the team.
...r types of attention-getting materials to make sure that school-wide visibility was high. This program could also be implemented at a low cost; the cost of paper for copying along with other types of low-cost material could ensure the success of school program that could be done twice a school year in the semester setting. As an administrator, you could remind your students and staff that, “a price tag cannot be placed on a successful future,” and to donate time to promoting the ideas of planning for a successful future; whether in a job or higher education for all students.
The theory of goal setting was developed by Edward Locke and Gary Latham (1990) and states that there is a direct relationship between the setting of specific high goals and task performance. A higher degree of employee performance is obtained when specific goals are set compared to the performance achieved when employees are simply told to do their best (Latham & Locke, 2007). These findings have helped shape leadership styles and improve employee performance and job satisfaction (Posthuma & Al-Riyami, 2012).
Coaching is not an easy task and figuring out the best way to lead and guide employees can be overwhelming and challenging. Alex is now in a position where she has to be a motivator, leader, and a coach to several employees. She needs to understand the concept of coaching and the behaviors that go along with her coaching style. The concept of coaching helps develop and grow employees to achieve performance improvement, but it also helps the managers see how the employees embrace their job tasks and asses their results in comparison to the overall mission of the company (Bawany, 2015). Therefore, Alex needs to look back at her previous managers and determine what qualities and behaviors they possessed in order to improve her performance. Also, she must look at what personality traits James has and look at his previous managers to see which manager coached James to perform the best while working for the company.
To determine managers leadership style, Fiedler developed a test known as the “Least Preferred Coworker Scale” (LPC). The test is not on the person you dislike personally but the person you have the most difficult getting the job done with.
Path-Goal is another form of leadership development approach. It is about how leaders motivate their subjects to see them accomplish the given objective. According to this school of thought, an active leader should have the ability to drive their followers, as well as removing the possible obstacles towards the given goal (Baker, 2013).
Path Goal Leadership Theory is a theory that says a leader can reward a follower to achieve the results need for the project or organization (Dewan & Dewan, 2010). There are four styles of leader behaviors in this theory. They are achievement-oriented, directive, participative, and supportive.
Path-goal theory deals with the leader's style to motivate followers, to accomplish set goals (Northouse, 2010). The path-goal theory is simply the implication that a leader works with an individual to establish a goal. The leader does this by individual motivation to achieve the proposed goal, while working through obstacles that may hinder achieving that goal (Whitener, 2007). The basic assumption of path-goal theory is that the following motivates subordinates: the capability to perform the work, their efforts will result in a certain outcome, and the payoff will be worthwhile (Whitener, 2007). The path-goal theory is a pragmatic approach that the leader uses to motivate the followers to achieve the set goals.
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.
Many theories have been introduced to shape the leadership approach. As in today’s world, it is important for one to have the most resourceful skill when it comes to leadership. It is being fulfilled by incorporating proper leadership approach. To fulfill the social needs path-goal is useful for a leader than any other theories to be successful. This theory is based on emphasizing a leader 's technique or actions that fit the employee and work atmosphere in order to achieve a goal within an organization. For leaders in an organization, it is crucial to motivating the subordinates to achieve a goal. This theory specifically sheds a light on why it is beneficial for leaders to utilize path-goal model over other theories. On the contrary, the
A Leader is a person who influences a group of people towards the achievement of a goal. Leadership is what a leader does. According to Felix A. Nigro and Loyed G. Nigro in this book ‘Modern Public Administration’ they said that the essence of leadership is influencing the action of others: the essential quality of leaders is that they are convinced something must be done and they persuade others to help them get it done.
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations managers, due to the complexity of motivation and the fact that, there is no ready made solution or an answer to what motivates people to work well (Mullins,2002).