Leaders as Motivators - Essay Example

Leaders as Motivators Student’s name Institution This section of the handbook will be focusing on the leader of an organization as a motivator. It is critical that the leader of the team to be savvy while at the same time ensuring that every member of the team attains their potential. Aspects of the work environment and nature such as routine or remuneration perceptions may result into the employee being less motivated than required. Motivation is a necessary component of the leader’s arsenal since it is the only way in which the team led may achieve cohesiveness and maximize its performance (Craig, 2006). The section will analyze the different strategies a manager may employ in the motivation of the people under them. Motivation refers to the process through which a person directs, controls and sustains given desired behaviors in other persons. Leadership may be defined as a process through which a person helps others achieve their own goals and those of the team through the mobilization and direction of resources towards a given objective. Overview According to the Expectancy theory of motivation person’s behavior are influenced by the expected consequences or results of the exhibited behavior (Vroom, 1964). It is common that a leader will from time to time experience members in their team that are not enthusiastic in their work. Team members that are not motivated in their work will negatively impact the overall effectiveness of not only what they are doing but also that of their entire team (Baldoni, 2005). This is because a worker who is not motivated may pass on such negative energy to fellow employees thus putting the organization at risk. A leader therefore has to be a motivator if the team is to be effective in accomplishing the set objectives. Workers of the current age unlike those of the Industrial age require leaders who can motivate and encourage them to perform their tasks and fulfill their potential. In order to be successful and effective motivators there are several strategies which may be employed by the leader. This will be important for the leader since not only will the performance of the team be enhanced but the leader will also greatly benefit from applying motivation strategies. The leader will feel motivated and content if through their motivational leadership they are able to rise through the ranks of the organization by good performance of their team (Batten, & Hansen, 2005). Expectancy theory of Motivation Components of Motivation Desire and energy to attain certain set objectives are the main components which make up motivation. The main reason for the achievement of the objective is thus the desire and energy to complete it thus motivation. According to (Craig, 2006) motivation entails the elicitations of certain behaviors in persons in order to enable them achieve certain objectives set by the team and the leader. People will be motivated by a range of factors such as interests, beliefs, helping a cause. These interests may take the form of either external or internal forces or be a combination of both (Craig, 2006). Leaders have the ability to motivate their teams and individuals in it if they are knowledgeable on what motivates the team. Knowing Yourself and the Employees It is important that the leader knows himself; his leadership style and what motivates him in his work. It is also important that the leader has a good knowledge of the team which they will be leading. People are different and are motivated differently and therefore it is critical to employ different motivation strategies for each employee or group of employees (Baldoni, 2005). As such the leader ought to plan ahead on how to motivate the employees while aligning it to his and the organizational goals. Guide to Decision Making 1) Align the needs of the team to those of the organization Employees will always seek to know whether their needs are aligned to those of the organization and as such aspects such as job security, peer approval, promotion and higher wages are important. The leader must seek to ensure that their team has received training in order to reassure them of their job security and their need for promotion or raises due to improvement in job quality or qualifications. Employees that know they are valued through training promotion and raises will be more motivated than those that are not (Batten, & Hansen, 2005). It must be ensured that performance and outcomes are aligned with the expected rewards. P-O 2) Rewards for Good Performance Employees ought to be rewarded with rewards even if they are not tangible. Rewards such as certificates of achievement or thank you letter though seemingly insignificant would go a long way in motivating employees. Such letter may also serve to pint out areas of interest that could be improved upon. It is important that the leader determines what value is placed on rewards by the employees offered according to their motivation and needs (Vroom, 1964). 3) Be a Role Model As the leader of a team the members of the team will act according to your lead. If you are motivated in your work and give the best it will show and the employees will be willing to follow you. 4) Develop the Morale of the Team Morale is a function of the spirit mind and emotions of the person. The leader that wants to be effective in motivating employees must know how to appeal to these aspects of the person in all action and decisions taken in order not to alienate the worker but rather cater to their needs (Craig, 2006). 5) Involve the Employees in problem Solving and Planning The leader ought to involve employees in all decision which impact their development and work as this serves as motivation. This is also critical since persons involved in planning and decision making will be interested in seeing such plans to fruition. 6) Show you Care for the Welfare of the Team The leader has to watch out for the welfare of their team and ensure they are comfortable. The leader ought to show empathy for their team members including aspects such as ensuring employees maintain life work balance. Such concern will make the persons feel that they are part of a team that is aiming for the same objectives (Baldoni, 2005). 7) Counseling Counseling is one of the most important aspects that a leader who intends to be a motivator. It is a critical aspect of ensuring that the members of the team are well motivated through helping them find solutions to problems. A leader ought to have critical thinking skills and a good knowledge of human nature in order to be a successful counselor. The following characteristics are also essential for a leader to be an effective counselor: I. Have respect for the employees; the individuality of the employee and the decisions made ought to be taken into account when analyzing employee action. As such projection of own perceptions attitudes and behaviors should be avoided as much as possible. II. Self Awareness; the leader ought to have a good knowledge of themselves and their strengths, values and attitudes as a leader. This will enable the leader to avoid the pitfall of projection of their feelings on persons being counseled. III. Credibility; a leader ought to the a person of integrity and professionalism if they are to win the respect and trust of their team IV. Empathy; the leader ought to be able to put themselves in the place of the members of their team in counseling them as this will enable them come up with best possible solutions. Steps of Counseling Identification of the problem Analysis of the cause of exhibited behavior Planning and implementation of the counseling Determination of the reason of behavior through discussion with the team member Set timelines and directives on course of action Acquire facts and make use of them in final decision making Perform performance appraisal 8) Performance Appraisal Performance appraisal is a good means through which the leader can motivate a team. Performance appraisal is best done according to a certain set of standards which ought to be measurable and made known to the team. It is only through appraisal that the effort and performance exhibited by the employee may be analyzed and their expectation of achievement of desired performance goals met (Vroom, 1964). Appraisals should be devoid of emotions but on only the set standards. Through performance appraisals, the leader will motivate the team through pointing out the areas they have performed well and areas in which they need improvement thus motivating them to always improve (Baldoni, 2005). Performance appraisal ought to be differentiated from daily feedbacks which are also important. Performance appraisal is however more comprehensive and critical as it shows development of the individual over time and also sets targets for the individual to achieve in order to develop in line with organizational and personal goals. Appraisal is also important in setting of goals and the expectancy of the employee as they offer a range of achievable targets. References Baldoni, J. (2005). Great motivation secrets of great leaders. New York: McGraw-Hill. Batten, J. D., & Hansen, M. V. (2005). The master motivator: Secrets of inspiring leadership. Deerfield Beach, Fla: Health Communications. Craig, L. (2006). The ASTD Training and Development Handbook. New York: McGraw-Hill. Vroom, V. H. (1964). Work and motivation. San Francisco, CA: Jossey-Bass. Read More