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A Question of Motivation: Leadership and Motivation Theories - Essay Example

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This paper aims to understand the underlying motivation and leadership theories that shape the motivation and behaviors of employees. It applies Herzberg’s theory of human needs and Taylor’s scientific management theory for the motivation theories, while it uses LMX theory and transactional leadership for the leadership theories…
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A Question of Motivation: Leadership and Motivation Theories
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Download file to see previous pages Jonathan responds to both satisfiers and hygiene factors. He motivates employees through providing a good and friendly working environment and building a trusting relationship with his subordinates. He is described as being friendly and relaxed in managing his people. Furthermore, Jonathan provides fair wages and bonuses. He promised Stephanie a $75 bonus, if she could sell ten bottles of truffle oil next week, and he is involved in any unfair wage practices (Robbins, & Judge, 2006, p.713). Because of these hygiene factors, Stephanie feels satisfied with her job. Aside from hygiene factors, Jonathan ensures satisfiers for his employees. He allows his people to grow skills and knowledge through job rotation. He also makes the work challenging by setting different goals for every subordinate. Hence, Stephanie feels motivated to do her job and to give her best at the culinary center, where she is recently assigned. Dan, on the contrary, does not provide satisfiers and hygiene factors. He has poor hygiene factors. He does not treat his employees kindly, such as when he berated Alex for eating lunch for thirty minutes, when employees are officially allowed forty-five minutes of lunch break. He uses demeaning words and shames Alex in public, thereby damaging his relationship with the latter. He also does not pay wages fairly because he pays a newbie employee $2 more than Alex (Robbins, & Judge, 2006, p.713). Because of the absence of hygiene factors, Alex is severely dissatisfied with his job. Moreover, Dan does not offer satisfiers in the job. Alex finds the work boring because it is monotonous and has not opportunity for growth. He is not recognized for his hard work and he feels being criticized all the...
The final leadership theory is transactional leadership, which has the elements of management-by-exception and contingent award. Management-by-exception has two forms, passive and active, where passive managers react, when problems arise, while active managers monitors deviations and mistakes for immediate correction. Contingent rewards rely on assigning work goals and performance objectives, providing feedback, and giving proper financial and psychological rewards for every goal achieved. Dan and Jonathan are transactional leaders, although Jonathan is a passive leader with fair contingent awards, while Dan is an active manager with unfair rewards. Jonathan does not breathe on Stephanie’s neck as she does her job, while Dan monitors even Alex’s lunch break. Dan does not pay his employees fairly, while Jonathan ensures that rewards are contingent on actual performance. The case study shows that Dan and Jonathan are both transactional and LMX leaders, but Dan uses them with an authoritarian and strict scientific management approach. Jonathan values satisfiers and hygiene factors for his employees to motivate them. ...Download file to see next pagesRead More
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