Behavior Work Motivation In Organizational -Myassignmenthelp.Com

Question: Discuss About The Behavior Work Motivation In Organizational? Answer: Introduction Leadership is an important aspect to maintain cordial relationship in any organization. The term leadership goes hand in hand with the term motivation. It is always expected that an individual having the quality of a motivator also posses the ability of being a great leader. In this report, the factors of motivation in a business organization are elaborated also the various approach of motivation is discussed. Role of motivation in business A business without self-motivated workers is surely to fail in the long term. Motivation acts as a catalyst for employees. Highly motivated employees who are acquainted with their business goals are expected to yield better result. World famous motivators Peter Sheahan, presently the CEO of a leading MNC in Australia is one of well-known influential speaker. He has addressed the employees of many reputed companies employees. Hyundai, Microsoft is some among the many (Raimond 2014). Being a writer of prominent motivational books the speaker has succeeded in motivating many. Another motivational speaker, John Foley has conducted several sessions worldwide on team oneness, yielding high performance, process to attain excellence in work (Miller and Moyers 2013). Role of motivation in leadership Every organization is bound to have leader, and the position of leader arises when there are followers who would pay heed to their leaders advice. The factors influencing motivation is not a constant, such factors are expected to vary from one individual to the other. Understanding and identifying those factors are essential for a leader. Factors such as regular employee appreciation, enhanced feedback policy from the employees side, lucrative incentives policy, and friendly working atmosphere can act as motivators for some of the individuals. A good leader is expected to analyse each of these factors and integrate these individual factors with respect to the common organizational goals. Factors that can encourage the workers According to the most of the leaders, the four elements - empowerment, job design, feedback policy, compensation and awarding employees can encourage the workers up to a great extent (Pinder 2014). The following points highlights these factors- Empowerment This element refers to the assigning employees with keen responsibilities with respect to their allocated organizational positions. This in turn will give a scope to the employees to participate with greater enthusiasm and to prove their working proficiency. Job design Job design should be such that individuals of an organization get a scope to explore different job in their work life. This will reduce the monotonous nature of the job. Other than that, jobs are required to be designed in such a manner that the workers can monitor their own performance. This can surely ensure greater yield from the workers. Feedback policy- Effective feedback policies can boost the working credibility of an individual in an organization. The employees will attempt to give their best to earn a positive feedback. This can motivate an employee to work with greater interest. Compensation and reward policy- Several researches suggests that this element can act as important motivator. In a statistical survey conducted among 1200 US employees. According to the research, it is found that 54% of the employees believe financial compensation and rewards have motivated their work life (Shields et al. 2015). Leadership approach The approach of leadership varies from situation to situation. The action of the leaders are expected to be situation specific, which will solely depend on the requirement of the followers. This approach supports both the directive and supportive leadership styles Nanjundeswaraswamy and Swamy 2014). In the former style, instructions are given to the employees as per requirement and in the later one, the leader is expected to provide emotional support to the follower. As per the contingency theory, for a successful leadership, it is mandatory to match leadership style with the situation. This theory gives light to different leadership situations such as relationship between the leader and the follower, how the job is organized and the last feature is the positional power associated with the employees. Role of leadership in employee motivation The sole responsibility of the leader is to motivate every individual to working under him. The process of leadership begins from the time of recruitment. The process continues until the employee works in the organization. The leadership also influences the inter-personal relationships among the employees and the managers (Krause 2014). If a leader is successful in his/her duty the team is bound to provide better results, as a bunch of motivated people is sure to provide quality output. Conclusion In conclusion, it can be said that motivation and leadership is two sides of the same coin. The key quality of a leader involves realization of the organizational goals with the help of well-motivated team. The style of leadership is to be identified as per the situation in order to be a successful leader. The motivators also play a great role in motivating the employees. The role of leader in ensuring motivation cannot be undermined. References Krause, T.R., 2014. Motivating employees for safety success.Professional Safety,45(3), p.22. Miller, W.R. and Moyers, T.B., 2013. Eight stages in learning motivational interviewing.Journal of Teaching in the Addictions,5(1), pp.3-17. Nanjundeswaraswamy, T.S. and Swamy, D.R., 2014. Leadership styles.Advances in management,7(2), p.57. Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Raimond, Y., Ferne, T., Smethurst, M. and Adams, G., 2014. The BBC world service archive prototype.Web Semantics: Science, Services and Agents on the World Wide Web,27, pp.2-9. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press.