Leadership, I believe, is the crux of any organisation. Leaders provide the direction and set the standards. In general, most people do not embrace change. With change comes uncertainty and fear of the unknown.
Motivation-what is it? “The willingness to exert high levels of effort to reach goals”. Everyone needs to be motivated, regardless of their positon. Poorly motivated staff transcends into an underperforming department. The three main leadership styles are Autocratic, Democratic and Laissez-Faire.
Autocratic leaders make decisions on their own-they do not consult their team members. This can be appropriate when decisions need to be made quickly and when teams are unable to come to ...view middle of the document...
This style would typically be found in the police/Hospital.
Laissez-faire leaders give their staff complete freedom to make decisions concerning their work-completion of it and flexibility to set their own deadlines. Most often team members are left to get on with it and given little or no direction. These teams have total empowerment. This style does allow for autonomy but members also know guidance and resource is available if required. Such freedom can be damaging if team members are unable to manage their time well or if they don’t have the desired knowledge or skills to complete tasks. During change this style of leadership could impact on the productively as motivation can then become very slow until leaders identify problems. However, if the knowledge, skills and self-discipline is there then this can be a very effective style and motivation can flourish resulting in overall effective work. This style would be that of computer programmers, e.g. google.
I do believe different leadership styles have a strong impact on motivation in times of change within organisations. The key is being able to adapt to the timing and situation-this will allow for the correct style to be utilised and this will keep motivation as high as possible.
Compare the application of different motivational theories within the workplace
Three motivational theories are Maslow’s Hierarchy of Needs, Alderfer’s Modified Need Theory and Herzberg’s Two-factor Theory.
Abraham Maslow wanted to understand what motivated people. His theory relates motivation to a hierarchy of needs-Primary needs, safety needs, social needs, esteem needs and self-actualisation needs. All the essentials such as air, food, shelter, clothing… Everyone is an individual-as they fulfil their individual level of needs their motivation changes as they aim to reach the higher ranked needs. With this, Maslow suggests managers need to know where each employee is placed as this can act as a gauge of what is required to motivate their workforce. The absence of basic needs are said to motivate people, when they are not met. The need is gain such necessities becomes stronger the longer it is absent. E.g. the longer a person goes without food the more hungry they will become.
Alderfer’s Modified Need Hierarchy model
Alderfer presented a modified need hierarchy - a condensed version of Maslow’s five levels of need. Contained within this are three levels of existence needs, relatedness needs and growth needs. At the bottom is basic existence needs which can be compared to Maslow’s physiological and safety needs. These existence needs are required for basic human survival. The next level is related needs, which can be compared, also, to Maslow’s social needs. These are required for the social relationships and friendship needs. At the top of Alderfer’s hierarchy is growth needs. Again compared to Maslow’s Self-esteem and self-actualisation needs. This is a must for development of one’s...