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The effect of motivation on employee performance
The effect of motivation on employee performance
Motivation theory for employees in practice
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Leadership can be illustrated as a mechanic doing work using a toolbox. Each job requires different tools, and usually the tools are not interchangeable. Just like leadership, one style works best for one group of people, whereas another leadership style works best for another. The key is for the manager to know which leadership style to use at the time. In this essay, the objective is using two different leadership styles in managing the stress level at the workplace.
As a manager, it is important to recognize the source of stress. According to Nelson and Quick, the source of stress comes from work and non-work demands (p.107). A lack of managing stress can hinder the employees’ job performance. Increased stress levels in the workplace also reduce productivity. In here, another objective is to show how a manager’s leadership skill can help in reducing stress and increasing employees’ motivation.
Leadership plays a key function in improving and maintaining employees’ morale. Leadership in an organization is a way to guide and direct employees’ behaviors to achieve goals. An effect...
Henry Kissinger is quoted as saying that the task of a leader is to get people from where they are to where they have not been. This is also a reflection of the work of Vroom & Jago (2007) who state that leaders should motivate others to do great things. With correctional workers, effective leadership and management is essential to the safety of other workers. To those housed in correctional facilities, and to the community at large. How new leaders are trained and prepared for their important role is essential to the success of correctional institutions. This paper will address a review of best practice regarding leadership in correctional facilities as well as an analysis of Corrections Corporation of America’s (CCA) Samberg Program. Finally, the paper will address a specific training evaluation model to enhance the program.
There are several Organizational Behavior factors that help shape the norms and expectations within this organization. Although work stress and leadership are among the contributing factors, I will fo...
Leadership directly impacts an organization's bottom line, employee satisfaction, and turnover; it can impact how the organization is viewed by society and in particular its marketing audience. This is particularly significant during a downturn in economic markets. Organizations must meet budgetary controls, and need to communicate...
to separate personal life and job performance. Leaders are responsible for making swift action and decisions that can affect the overall organizational goal achievement (Joosten, van Dijke, Van Hiel & De Cremer, 2014). When leader does not display self-control, it is easier for them to engage in those unethical behavior that they didn’t before. Leaders have to display be in control of every aspect of their life. There has to be balance within family/personal and the job. It those balances that allow for a stress-free life. This information does not suggest avoiding stress would cure all; instead suggest self-control can limit the stress level to a manageable control allowing leaders to perform at optimum efficiency. What about
Through researching time and stress management techniques, questioning colleagues and examining how I conduct my own time at work I will be able to avoid becoming overwhelmed by stress. In managing my own work load with a clearer prioritized system (urgent/important matrix) and delegating or discarding tasks that do not require my time to complete, I will keep stress levels down. Also using relaxation to stem the effects of stress and knowing where support can be accessed will enable me to become an effective team leader within Romec.
...d learning styles (Bono, 2004). Similarly, not all managers face the same organizational environments and demands. Therefore, one must take all of these factors, which are experiences, traits, working styles, attitudes into considerations to determine the future of a particular manager. Although, in reality, it may be hard to determine these since we do not know the extent to which we are able to determine the successfulness of one manager. However, in most organizations, interpersonal, administrative, work focus, and emotional stability are the biggest factors to determine leadership effectiveness (McCormack, 2002). In addition, it is also correct to say that one of the reasons that cause managers to be unsuccessful is stress. Although stress seems to be a huge factor in a working environment, it is actually only a small factor in our determination in this case.
Northouse, P. (2010). Leadership: Theory and practice (5th ed.). Thousand Oaks, CA: Sage Publications, Inc.
Job satisfaction is one of the most important factors in employee performance. Leadership must ensure stakeholders are fulfilled in their work, thus providing a level of intrinsic motivation as they become more engaged (Lawrence, 2014). This is something that comes from top leadership and is only achieved through proper management empowerment. Successful leadership understands that they cannot possibly control every minute detail of their organization. A good leader will invest in subordinate team members, molding them into problem solvers and future leaders by empowering them as decision makers. This concept will also build trust and the more that people trust their leadership, the more they take risks, make changes, and keep organizations and movements alive (Kouzes & Posner, 2012).
To become a truly effective leader, one must encapsulate the various behaviors related to the aforementioned course learnings in his/her persona and demonstrate such behaviors daily. This course has allowed me to identify four behaviors that all leaders must portray to be effective. The first of which is that a leader must be inspirational. To do so, a leader must set the appropriate vision and direction for the organization and provide a path to achieving defined goals. Additionally, a leader must induce the proper levels of motivation so that each employee has sufficient incentive to work towards the organization’s goals. As discussed in the class, motivation can be accomplished by factors such as rewarding hard work and providing the correct opportunities to employees. While these are motivating in that employees desire to be fairly compensated and to be doing work they deem valuable, inspiration comes more from organizational culture. A leader will be inspirational by setting a tone that appreciates each employee’s contribution, no matter how small in scale it is. Further, employees are inspired when they work collaboratively in a group setting and can capitalize on individual strengths to drive organizational goals.
2. I will learn more about state geography. I will learn more about the towns and regions of Oklahoma.
It is important to reiterate that when dealing with job stress, the organization must be sure to make the careful distinction between the commonly perceived definition of stress and positive stress within the organization. Through Seley’s research, he postured that positive stress can “be helpful when it motivates people to accomplish more” (The American Institute of Stress). This positive stress serves as a motivator that drives people to reach goals.
Business people today suffer from stress and anxiety due to the pressure of striving for perfection. Workers feel as though they cannot afford to make any mistakes, for they could become expendable and easily replaced by the hundreds of thousands of unemployed in America alone. America is not the only country experiencing such strain. Psychologist Ethel Roskies of the University de Montreal has observed the level of stress in workers rise dramatically in recent years in Canada. “This is in companies where if I’d mentioned the possibility of losing your job five years ago, I would have been laughed out of the room. Not any more,” she commented. In a study of 1300 executives, she found that the greatest stress factor in the workplace was the fear that the economy will grow worse in the near future. Roskies observed that with this pressure, employees focus more on trying to do everything than focusing on and embracing their personal talents and what they contribute best. In her years of work, Roskies also noted that an empathetic style of management was most effective. Empowerment is a great part of that. (Ross)
Lastly, the Stress Management class imparted me with knowledge on how to deal with stress and mitigate it. First, let’s discuss tools I obtained during the Facilitative Leadership class which I will utilize when I return to the unit. One important aspect I will implement is the delegation of duties during a meeting to keep the group involved. According the “Performance Improvement Guide” an effect meeting group should be comprised of a Timekeeper, Scribe, Recorder, Co-Facilitator, Identifying the symptoms of stress is important in an effort to maximize productivity.
The function of manager is to complete a task on time. The task or project may be very simple or vastly complex and technically challenging. Where, a manager must find ways to motivate the people working on the task. In order to understand how to motivate the people, a manager must also understand the difference between the management and the leadership. An understanding of the motivation methods, including the traditional theories from the early to mid 21st century to more modern theories of motivation, is ...
...change and stress by soliciting input from managers and employees making it more likely to produce comprehensive stress management strategies that can target the organization as well as the individual for change (Murphy, 1995). The issues of individual resistance to change, the potential sources of stress and consequences of change and stress on an organization have been addressed in this paper. For all that has been written about change and the effects of change, there is still so much more to be learned (Longenecker & Fink, 2001; Washington & Hacker, 2005). Future studies would profit from the use of additional measures to cross-validate findings of the relationships among workplace stress and organizational change (Vakola & Nikolaou, 2005). One can only hope that future questions about organizational change and stress management can continued to be answered.