Leadership Theories and Behavior Approaches - Essay Example

Leadership theories and behavioral approaches al affiliation) Introduction There are various leadership theories that canbe utilized to boost the morale and behavior of the employees. Since the organization is made of people from different parts of the world, leadership theories and behavioral approaches that will enable employees to work together as a team, boost their morale as well as solve the internal crises has to employed. Utilization of effective leadership style will direct the employees were working in the company all over the world to do the right thing (Hornsby, Kuratko & Zahra, 2007). The company requires better leadership approaches in order to solve the technological equipment challenges as well as the communication and cultural differences that exist among the various groups of employees. The research paper will help to identify the different leadership theories and behavioral approaches that can help promote teamwork and employee motivations as well as dealing with the challenges faced by the employees working in the company and located in various parts of the world. Leadership theories and behavioral approaches that will be utilized to enhance employee performance in the high tech company One of the theories that can help boost the performance of the team at their places of work is motivation theory. Various motivation theories have been dissected and created over the past century with the aim of helping understand the human behavior. Motivation is as the general individual willingness and desire to do something (Choi, 2006). Motivational theories will be very essential and will form vital parts of creating team success and behavior of the employees in the company. Executives have to understand what motivates the employees before coming up with up strategies that will help direct them in the right direction. Motivational theories thrive from the center of influence and thereby inspirational and practical leadership. Some of the strategies that can be employed by the executives and the stakeholders of the company in order to promote employee motivation includes, feeling of being part of something, promotion, responsibility and empowerment, stimulating works, learning and growth, sense of achievement and recognizing their ability. Effective planning on the employee motivation will enable the company to reach and motivate nearly all the employees located in the various offices around the world such as Mexico City, Chicago, settle, Bombay, London and Tokyo and many others. Maslow’s hierarchy of needs will help identify the various motivational needs of the employees and thereby intervening to help them achieve it. The desire and develop and grow is often evident after the employee’s need has been met at various level (Choi, 2006). Understanding the employees working in the company as well as their requirements will enable the executives located in different parts of the world to come up with practical measures that will be essential in enhancing performance at all the levels involved. Herzberg’s two-factor theory will be vital in identified the factors that cause employee dissatisfaction and those that promote job satisfaction. Identification of the two sides will enable the company to eliminate issues that promote dissatisfaction through fixing poor company policies, supporting and creating a culture of dignity and respect, ensuring that wages are competitive as well as providing practical, non-intrusive and supportive supervision. Moreover the company can maximize on issues aimed at improving employee satisfaction such as giving as much responsibility to each member of the team, recognizing workers contribution, providing opportunities for achievement as well as providing opportunities to advance through internal promotion. McGregor’s Theory X is a vital motivational theory that can help motivate and manage individuals. Utilization of theory Y by the executives and managers of the company will help produce better employee performance and allow people to develop and grow their roles unlike theory X that is with the achievement of poor results (Choi, 2006). Theory Y is with various motivational points such as application of self-direction and self-control in pursuit of the objectives of the organization without the threat of achievement and external control. The theory enables employees to utilize high degrees of ingenuity, imagination and creativity of solving the various challenges that are in the organization. Theory X states that some employees have to be by threat of punishment for them to work. Managers in the company should be able to utilize theory Y with an intention of improving performance among the employees. Dr. Bruce Tuckman established the storming, forming, performing and norming model in 1965. The theory is a helpful and elegant explanation of behavior and team development. The model reveals that as a team develops ability and maturity, leadership styles is often changes and relationships are established. The model will be effective in controlling the behaviors of the employees as well as nurturing new leaders. The first stage of the model is as forming. Employees at this stage often depend on their leaders for direction and guidance. The role of each individual at this point is often unclear. Leaders at this stage have to direct the employees about the team’s purpose, external relationship, and objectives. Storming is the second phase associated with the model (Cassidy, 2007). The stage often witness power struggles among the team members. Leaders have to direct the team to remain focused on its goals and to avoid distraction by emotional issues and relationship. Compromise is necessary for the team’s success. The third stage of the model is norming. The team at this stage often responds well to their leader’s facilitation. Unity and commitment are often active with the team engaging in social activities and fun. The leaders should be able to enable and facilitate performance of the employees at this state. Performing is the last stage of the model. At this stage, the team often works together and solves their disagreements that ensue from within. The leaders at this stage often oversee and delegate. The company’s executives should be able to take employees through the steps and arrive at the final stage where employees will be responsible and committed. The importance of internal environmental factors such as culture, language, political and technological differences Internal environmental factors impact on the performance of the employees in various ways. Technical challenges, for example, can reduce the speed of employee performance and should, therefore, be a consideration. Causes of technological challenges within the organization have to be identified and adequate measures taken. If the challenge is as a result of employees being unable to utilize the technology in place, then the human relations department should come up with effective ways of dealing with the issue such as training of the workers in new technology (Hornsby, Kuratko & Zahra, 2007). Getting to know about the internal environmental factors will be of the essence in anticipating threats and come up with strategies that will enable the managers to turn the threats identified into their competitive advantage. Getting to know about the culture of the employees and the place of work will enable the managers to identify customs, beliefs and practices of the employees and utilize them in enhancing performance of the team. Language tends to influence his internal environment and can impact negatively on the performance of the employees. The team should be able to speak in one language if the company has to make achievements. Internal political environment should be fair to all the employees and should aim at enhancing performance among the employees. Policies that demotivates employees should be fixed and replaced with those that promote teamwork. Steps to be in order to enhance employee’s performance Various measures can be in order to solve the issues that exist within the place of work. Together with the team, the management should be able to identify the factors that can help motivate the employees by employing the various motivational theories. The management will then plans together, complete with time scale and actions to include this factors into leadership and team practices. Moreover, the managers should identify the factors that are demotivating the employees and come with strategies that can help control the behavior and direct them towards doing the right thing (Choi, 2006). Various challenges within the organization such as technological challenges can be and dealt with through training and other practical initiatives. The management should be able to work closely with the team to enable them eliminate the demotivating factors. After the demotivating factor is with, the company should come up with a plan aimed at inspiring, motivating and rewarding members of the team. The actions should be in various stages and evaluation of the program has to be done to identify any improvement and areas that need stressing. The company should often maintain leadership practices while at the same time conduct a one on one review to keep the team inspired. Competences developed Researching and writing on the leadership theories and behavioral approaches utilized in solving internal organizational issues have enabled me to identify the various manners by which employees can be motivated. The research findings have enabled me to realize that there exist various ways in which employees in a certain organization can be motivated with an intention of increasing performance. The motivational theories such as McGregor’s Theory X and Y, Herzberg’s two-factor theory and Maslow’s hierarchy of needs are some of the theories that can be utilized by the leaders in various organizations to identify the needs of the employees and direct them towards achievement of the organizational goals. By utilizing the best leadership theories and behavioral approaches, the management of companies will be able to solve the internal crises existing within the multinational organization. In addition, the morale of the employees as well will be boosted and the challenges that negatively impact on performance such as culture, language, politics and technological challenges will be identified and solved (Hornsby, Kuratko & Zahra, 2007). The knowledge acquired from the management research will enable me to be an effective leader and manager. An effective manager and a leader is the one who is able to influence the employee and direct them towards achievement of the organizational goals. The research has enabled to me identify factors that demotivates employees at their place of work. Demotivating factors have to be identified and eliminated. This can only be achieved by working closely with the employees. The knowledge and competencies gained will enable me to be an effective manager and the one who will work closely with the team to promote performance. References Cassidy, K. (2007). Tuckman Revisited: Proposing a New Model of Group Development for Practitioners. Journal Of Experiential Education, 29(3), 413-417. doi:10.1177/105382590702900318 Choi, J. (2006). A Motivational Theory of Charismatic Leadership: Envisioning, Empathy, and Empowerment. Journal Of Leadership &Amp; Organizational Studies, 13(1), 24-43. doi:10.1177/10717919070130010501 Hornsby, J. S., Kuratko, D. F., & Zahra, S. A. (2007). Middle managers perception of the internal environment for corporate entrepreneurship: assessing a measurement scale. Journal of business Venturing, 17(3), 253-273. Read More