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Providing high quality of health care motivated the employees. It is a positive reinforcement. Giving outcome, which is good health care, helps employees to perform well. Moreover, distributive justice and informative justice also relate. All employees can get nutrition plans and free wellness exams. They are treated equally, so all of them have high motivation. Furthermore, they understand self-insure health plan and how it works. Knowing the structure of health care decreases employees’ uneasiness and they can focus on their working. Then, they perform well. Diamond Pet Foods uses motivating techniques effectively.
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By decreasing worries about health care and money, the employees are motivated. It is also a positive reinforcement. Giving
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If the department had a long history, I would be transformational leadership and changed traditional ways. The first period is important to decide whether the department succeed or not, so I use punishment and rewarding efficiently and motivate my employees. If the first-year works well, they will have confidence. To motivate them, I need a reward and coercive power. I also need emotional intelligence, good decision making, and tolerances for stress. If employees are depressed or angry, I help to solve the problem. Only hearing their story might help them. Also, sharing the happiness will increase their motivation. I want to keep their emotion in more than normal condition. Sometimes I have to choose the punishment to motivate them. Only rewarding doesn’t help them, so I need to good decision making for the timing to use punishment. In certain situations, I will need stress to make employees feel tense atmosphere. For example, after punishment. However, if I feel too much stress, my irritating will influence employees and create a bad atmosphere. For transactional leadership, I need a reward and coercive power, emotional intelligence, good decision making, and tolerances for
Employee job satisfaction is also an issue faced by Coastal Medical Center’s staff. It is important the employees enjoy their job so that performance will be efficient and of higher quality. When employees are satisfied and happy with their job, performance improves and it becomes apparent to the patients. It was also mentioned that the staff does not have a chance to be heard b...
provides very important approaches to leadership and ways of dealing with dilemmas, negative feedback, and other management issues. Although it has a few minor short comings, the book is well-written and properly structured, making it easy for the target readers to understand its content.
The relationship between transformational leadership and job satisfaction is one of the most critical success factors in any organization and has become one of the largest topics studied among psychology, management and organizational behavior researchers (Tsai, 2011). Job satisfaction refers to how satisfied an individual is with his or her job within their organization. There are many factors that determine the job satisfaction, and one of the factors is the type of leadership style. According to the first article that was completed, an effective leadership style of leaders in an organization is having the capability to provide motivational incentive and direction to their followers to achieve an organizational mission or goal (Walumbwa,
...ader should understand their employees. As discussed the authoritarian leadership is not the best way. As a leader one must include the subordinates into a team and respect their opinions. Leaders should know how to motivate by encouragement and to find out what your employees want and find a way to give it to them or to enable them to earn it.
The behavioral approaches of leadership are consisted of four parts and they are: task-oriented, relational-oriented, change-oriented, and passive behaviors leadership (Derure, 2011). Task-oriented is divided into four part and they are: initiating structure, contingent reward, management by exception-active, boundary spanning, and directive (Derure, 2011). The initiating structure of task-oriented can be built of group members, coordinating group, and determining standard of task performance to ensure that the task is perform (Derure, 2011).The transactional leader can be referred to the contingent reward because it is made clear to leader what task to perform and the rewards for meeting those expectations (Derure,
A cornerstone characteristic among those that have been successful in the society is that during times of stress and pressure, they still show that they are in control of things regardless of the issues that may or may not be within their control. In and during times of pressure, a successful leader inspires the rest of the workforce, people who on many occasions could have lost their faith in the cause because of the pressure. During such times, action is taken by a leader, a leader wouldn’t just sit back and watch as things go wrong while they are capable of making or bringing about changes that are crucial to restore order and productivity. In order for the leader to be effective in this area, they must be capable of properly conducting an assessment of a given situation before they take action. The results of the assessment should primarily provide guidance on the most feasible and effective course of action that the leader should consider taking (Collins, and Porras, 25-7).
Engaging employees and families in healthy work programs, regular check-ups and illness prevention strategies are smart investments.
The employee will be motivated to change and to know how to change to improve their health.
The style of leadership is very task orientated. Therefore, it would be easy to establish goals and quotas for followers to target in order to achieve higher levels of pay, promotions, or incentives. For example, a restaurant manager may design a contest in his or her restaurant that can reward the highest seller a bonus. This type of leadership has many avenues to inspire employees by rewarding them. Equally, with rewards however, they can come with punishment. Leaders are able to have measurable result that can also have consequences.
The company motivates employees by providing “reward” and “engagement”. Reward is evaluating the employees properly and giving reasonable salary, and are divided into three parts:
I will handle my team being a transformational leader. To build a strong and effective team I will actively encourage creativity among the followers and provide them new opportunities to learn. I will also openly communicate with my followers so that they can feel free to share ideas and I will also recognize their unique contributions. I will align the individual goals with the organizational goals and motivate them toward achievement of these goals thus the organization could progress toward success. I have learnt number of new ideas, concepts and theories regarding leadership in this class that has helped me to analyze what leadership qualities I have currently and what other leadership qualities are required to become a successful leader.
We, as people in the workforce, are depended on to follow through with work commitments. A healthy employee is able to do more and feel well enough to enjoy it. We strive to do our best but how can we when we have low morale at the office. Healthy employees directly impact the bottom-line of all companies, from the sole proprietorship to the large corporation (1996). Keeping health-care costs low, boosting morale, increasing productivity, and reducing the absent rate is a payoff that every good business owner should recognize. When a small business is trying to become larger, having employees who are healthy and stress free is important. Losing a member of an already small number due to being ill is not the way to succeed. Working in an environment that is happy and productive is the perfect place to work, regardless of what the job is.
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.
Initially, transactional and transformational leadership are different in terms of implementation and its outcomes. However, transformational leadership was developed from transactional leadership (Downton, 1973). Bass (1985) defined transactional leadership as an exchange activity that leaders execute to motivate subordinates in order to achieve their tasks by giving out reward or punishment correspond with their performance. Additionally, active and passive management by exception are taken into account when it comes to misconception and faults. Bass (1985) stated that transformational leadership emphasizes the value of subordinates, encourages them to perform extra effort, and assures their comprehension on organization’s goals and objectives. Besides, idealised influence, inspirational motivation, intellectual stimulatio...
An important part of the retention of staff, reducing staff turnover and minimising absenteeism at work is ensuring that staff are properly motivated. This is not as easy as it sounds. At first glance, you might be tempted to think that merely increasing wages is the way to motivate! Not so. Most thinkers on the subject would argue that motivation is a far more complex issue than merely 'money'.