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how teamwork has an impact on motivation
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A leader in Human Resources (HR) Management must be a professional, dedicated to self-awareness and stewardship of the HR profession. HR management is an ongoing responsibility and an art that develops over time. It progresses with experience, observation, and interaction with employees. The critical understanding to leadership is being able to motivate employees to invest their personal interest in the organization and provide a purpose for the duties they perform. To do this, there are multiple facets to effective leadership to discuss; keeping in mind that individuality is key. Employees are people and with that comes psychological, physiological, and motivational differences. An effective leader must understand these differences …show more content…
Each style being a reflection of the leader’s emotional intelligence. Goleman (2009) refers to emotional intelligence as “the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions in ourselves and in our relationships”. Therefore, one can see the importance of self-awareness and recognizing your own feelings and actions and how they those you are leading. The first leadership style, commanding, is often associated with leaders that have a strong desire to win, high initiative, and a high level of self-control. While there are aspiring emotional intelligence competencies associated with the commanding leadership style, is also has the largest negative impact on the climate of your working environment if utilized inappropriately. It is a “Do as I say and not as I do” authoritarian style that may work in an immediate crisis or with problematic employees, but should not be used on a consistent basis with all employees. A leader that demands immediate compliance has a tendency to promote negativity, hostility, and creates an atmosphere that is not conducive to morale or efficient …show more content…
However, according to Chapman (YYYY), 88% of employees leave for reasons other than money, most often it is psychologically motivated. If team members do not feel appreciated and a valuable asset to the team, they are more likely to seek employment elsewhere. Hence, the importance of understanding the five different languages of appreciation and applying them to your team. The first language of appreciation is words of affirmation. Some employees, not motivated by money, find their inspiration and motivation through praise. When a leader uses the language of affirmation, they are verbally reassuring the employee of a job well done. The key to ensuring positive reception of affirmation is sincerity. A leader must have maintain self-awareness of their tone and body language if they want to maximize the response of the affirmation
Response: Recognition is a big factors that helps with employee satisfaction and motivation. When an employee is excelling in their work and completing all goals and objectives, there hard work is recognized by means of gifts, announcements, and even the prime parking space at the organization.
In a firm, management and leadership are important and needed. Leadership and management are similar. Actually, leadership and management are totally different. The leadership would influence the firm. The leader would have difference leadership styles to lead the subordinate.
The culture of appreciating employees for their hard work and achievements by incentives shows how the organization values their employees. Lincoln believed “Status is of great importance in all human relationships. The greatest incentive that money has, usually, is that is it a symbol of success... The resulting status is the real incentive... Money alone can be an incentive to the miser only. There must be complete honesty and understanding between the hourly worker and management if high efficiency is to be obtained”. This shows how harmoniously the labor and management have to work together to produce
Seemingly, there is much confusion surrounding the use of the concept leadership, especially when defining how the different types of leadership have influenced HRM. Preedy (1993:143) views leadership as the initiation of new structures or procedures for accomplishing an organization’s goals and objectives. If maintenance of goals and objectives is more important here, then this aspect can be favorably compared to the definition of management provided by Westhuizen, V. (1991:39). He defines management as the "accomplishment of desired objectives by establishing an environment favorable to performance by people operating in desired groups. Leadership can be defined as the ability to persuade others willingly to behave differently. Leadership
Leaders have a responsibility to ensure that the organization is running effectively. In addition, the decisions that are made should be in the best interest of the organization, therefore, the leader should ensure that the decisions are moving the organization closer to its vision. According to Manning and Curtis (2015), there are 10 qualities that influence the leadership process: Vision, Ability, Enthusiasm, Stability, Concern for others, Self-confidence, Persistence, Vitality, Charisma, and Integrity. Leaders have to consider these 10 qualities when making effective decisions about the organization. Conversely, when these qualities do not influence the decision-making process for leaders, the organizational leader is not possessing
“Leadership is the ability to inspire confidence and support among the people who are needed to achieve organizational goals” (DuBrin). In order to be classified as an effective leader, one must also be an effective manager. Effective leadership is proven to have the most results when using flexibility throughout the mission. There are six diverse styles of leadership which are significant ways to get results. These six styles consist of coercive, authoritative, affiliative, democratic, pacesetting, and coaching. Leading is a term that defines the daily actions of people happening around the world every day. The concentration a leader has is to get results. You need be aware that any form of results may possibly take time, therefor patience is a key. “Every business person knows a story about a highly intelligent, highly skilled executive who was promoted into a leadership position only to fail at the job. They also know a story about someone with solid—but not extraordinary—intellectual abilities and technical skills who was promoted into a similar position and then soared” (Goleman). Any person can use these six most effective types of leadership skills to be successful in their journey of attaining their mission. These types of leadership skills stem from a term called emotional intelligence. Emotional Intelligence is four capabilities which help the results of leading effectively and distinctively. Those who were found leading by the emotional intelligence were found to be much more outstanding, and those who lacked the set of emotional intelligence were underachieved. Effective leaders are attainable; however it will also rely on quality of performance, experience, motivation, and desire to acquire success. Jeffrey Preston Be...
All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve the situation may board on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). A major problem to address is how to keep the motivation level high in a company when the employees do not feel appreciated.
Although there are many outstanding, albeit necessary qualities of a good leader, it is the leader’s beliefs in which greatness is given its first breath, fostered by action, and spread throughout the institution. A great leader believes in encouraging, not destroying; in setting the precedence instead of yielding to prominence ; in collaboration, not division; in giving, not taking; and in having high standards and volunteering to be the first of many to be held to them. A great leader does not take advantage of the people being lead, but instead, creates an advantage for the people by giving them the opportunities to lead. Only when people take ownership of an institution will passion be cultivated, action be taken, and greatness be achieved.
Stuart (1996) recognizes leadership as discovering the way ahead and encouraging and inspiring others to follow (Barr & Dowding, 2012). When considering the selection of the person I believe is a leader in the field of healthcare leadership to interview for this assignment, I took this into consideration and looked for someone that demonstrated the ability to encourage and inspire others.
315), motivating other is to give recognition and praise can be thought as directly placing a positive reinforcement, that is reinforcing the adequate behavior by giving an award. A strong motivator is recognition because it is a regular human need. DuBrin (2013, p. 316), an outstanding of recognition, which include praise, as a motivator it that it is no cost or low cost yet powerful. Bob Nelson, a reward expert, reminds us that money is important to employees and recognizing others motivates them to elevate his or her performance. It has a huge return on investment in comparison to a cash bonus. DuBrin (2013, p. 318), according to equity theory, employee motivation and satisfaction depend on how properly the employees believe they are treated in comparison to peers. The theory debates that employees have certain beliefs about the outcomes they receive from their jobs, as well as the inputs they invest to obtain these outcomes. This theory has many implications for the leader who attempts to motivate subordinates. No matter how well a program productivity or cost-cutting is, it needs to still provide equitable pay. Also, the leader needs to see that subordinates perceive themselves to receive a fair deal in terms of what they give to and receive from the company. DuBrin (2013, p. 320), effective leaders are good coaches and good coaches are effective
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.
Being a leader is a matter of perception, it may be that people agree with specific leaders’ values and decision-making while others may disagree completely and fail to see them as a leader. A human resources director was a leader ahead of her generation, at...
I place a strong emphasis on trying to deeply understand my employees and utilize this information to strengthen my relationship with those individuals. Engaging in open communication even in difficult situations has been successful in most cases due to the fact that a solid relationship based on genuine caring has already been established. Motivating employees becomes less of a challenge when you understand their feelings and what inspires them. Investing time in understanding one’s emotions has been the cornerstone of my ability to develop meaningful working relationships. I believe that employees feel that I truly care about them and in turn they are much more likely to go the extra mile for me and our
Leadership is one of the most important facets in organizations. In most cases, leaders act with respect to organizational culture as well as the codes of conduct that determine the manner in which leaders relate with subordinates. Leadership entails the use of effective communication skills to get activities done in the workplace and to ensure that employees shelve their individual interests for the sake of their organizations’ shared targets. It is the role of leaders to ensure that consumers attain high quality products and services by making certain that members of their firms’ workforce are fully motivated to work effectively and utilize resources in an efficient manner (Bass, 22). With the increasingly sophisticated nature of the corporate world, leadership should not be based solely on the desire to control and coordinate affairs within the workplace, but leaders should also exhibit positive examples and continually monitor the changing trends in corporate governance to initiate the most relevant guidelines. Competitiveness can only be attained when leaders are in a position to set the right standards in their firms and coordinate affairs appropriately by understanding consumer and employee needs.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)