Motivation and Leadership in the Workplace
September 1, 2014
Instructor: Michelle Seyfarth
Motivating and Leading the Impossible
Motivation and leadership skills are fundamental aspects in achieving organizational goals. Organizations that motivate and lead are more likely to employ individuals who understand the values and vision of the organization. Latham and Ernst (2006) suggest that motivation affects personal choices, effort provided in the workforce, and how persistent employees are to provide outstanding work efforts. Applying proper motivational theories to employee’s, results in great leadership. ...view middle of the document...
While this organization is military in nature many employees are civil servants and fall within the control of military officials. A dual effort provides the highest level of service worldwide to inform, prepare, and assist those interested in hurricane movement. Civil servants have challenging roles within this organization as they are not directly impacting to the actual goal of hunting hurricanes and providing feedback to DoD agencies and NOAA. In one specific scenario, Chasity, the Squadron Aviation Resource Manager Superintendent (SARM Supt.) supervises John Doe, the payroll technician for civil servants. Conflict between Chasity and John Doe has been persistent since Chasity replaced the previous supervisor. Chasity is a senior level supervisor who was laterally moved to enhance mission effectiveness. The previous supervisor of this section failed at many organizational goals and was relieved of duty. Chasity has a history of being work oriented, organized, firm, and somewhat unapproachable. John Doe was a Reduction in Force (RiF) employee who was placed within this organization by default. His previous position was eliminated due to budget cuts and he was placed in the 53 WRS as policy of civil servant rules and regulations. John Doe has displayed zero loyalty or commitment to the organization and displays a severe lack in work productivity. More than fifty percent of his work output is incorrect and requires re-accomplishment. John Doe is a pastor on his free time and has been observed performing his other profession instead of what is required in the 53WRS. The organizational chain of command informed Chasity that John Doe was a loose cannon of sorts and had no real supervision and has been allowed, by their own admitting fault, to come and go as he pleases. Chasity is tasked with turning the commitment and loyalty levels of John Doe around and making him an asset to the organization. Chasity is a thirty four year old white female and is a Senior Master Sergeant (E-8) in the United States Air Force Reserve. John Doe is a sixty two year old black male and is a General Schedule (GS) seven employee. Tensions have been high between the two since the arrival of Chasity. Exploring the proper motivational and leadership theories will help Chasity make John Doe an asset to the 53 WRS.
Whether motivation for employees is extrinsic or intrinsic, leaders can use motivational theories and the understanding of their employees motivating undertones to shape employees of organizations. According to Jex and Britt (2008), motivational theories consist of the Need-Based Theories, Cognitive Process Theories, The Behavioral Approach, The Self-Determination Theory, and Job-Based Theories. Motivating people is a challenging task when you do not actually know the person such as the case of Chasity and John Doe. Communicating with employees is essential to determine which motivational theory to apply. The Need-Based Theory...