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believes group members are not as ready as they should be. Here leadership style focuses on helping these team members develop confidence and trust in their own abilities.
For example, when discussing Marketing 1 during our team meeting on September 18th, Katie noticed that Siobhan was unsure of her research ability and the quality of her analysis. However, Katie saw that Siobhan was willing and able because the research that Siobhan had gathered was very comprehensive, and her explanations of the gathered data were very insightful. Katie pointed out that Siobhan had done a great job analyzing an article about demographic market trends, and that she could use a similar approach to analyzing the other articles.
Over time, Siobhan developed
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A person will be more motivated to work hard on a task if the task is significant, requires a variety of skills, is challenging, allows for feedback, and allows for autonomy, among other factors. This theory is evident in our team’s experience. Below is a discussion of the three most important factors in our group.
Responsibility for Outcomes through Autonomy
When speaking about the JCM, or Job Characteristics Model, “autonomy” refers to how much freedom a person has to make decisions related to a task. An autonomous person determines how and when to do the task. According to this model a person with high autonomy will be motivated to put better quality work into their task.
This is seen in our group through Sua’s dedication to the management assignments. As Management Papers Manager, Sua is responsible for the completion of the management papers. She makes the schedule for the assignments and decides how we will complete them. While she has the rest of the group to help her, it is ultimately up to Sua to ensure that the assignments are well written and completed on time. Since she knows that the quality of work will reflect on her and that she is responsible for the outcome, Sua is more motivated to work on the
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If a certain task is particularly significant, a person will be more motivated to perform well on this task.
Our team is experiencing increased motivation through task significance as evidenced by the team’s work ethic on the Final Marketing Plan. This paper is more significant than any of our other assignments because it is worth the most amount of points and accounts for 20% of our final grade. Because of the high significance, we started to work on the assignment over a month before it is due, whereas we usually start to work on a typical assignment about three weeks before it is due. We have also been setting more incremental deadlines for this assignment. For example, Caitlin set the deadline of October 25th for sections 2,3,4, and 6. This allowed us to spend more time improving these sections, and will allow us to focus on the other sections moving
Autonomy is the free-will, and/or the independence of the individual to act without guidance from another factor. Competence is having the ability or confidence to perform efficiently. For instance, a competent employee needs little motivation from his/her superior when compared to someone who is incompetent of his/her position. Lastly, relatedness is a need for companionship, or an emotional connection. Employees need to have a common ground and something to relate to their immediate supervisor, this causes workers to feel more equal and comfortable. By maximizing each of these three psychological needs, the individual becomes more self-determined and motivation improves, as well as the reward appears more
This essay will critically analyse and assess two specific group leadership theories that have been taught in the TL2087 module, it will then further Investigate and assess strategies for group leadership and management with the aim of meeting the given learning outcomes and specific needs of the group, in addition to that it will summarise the findings made and a conclusion will be drawn clearly outlining the key points highlighted in the essay.
The impact of work design, autonomy support, and strategy on employee outcomes: A differentiated perspective on self-determination
Therefore, without doubt we can say when properly implemented, this would result in a high level of motivation as employees work to satisfy their higher level of personal needs through their jobs.
The leadership is a privilege and it is such a privilege and an honor which will carry the tremendous responsibility which will inspire others to direct them to accomplish goals and vision of the organization. Leadership is about influencing the people, by producing direction, purpose and motivating in order to accomplish the mission, vision and improving the organization. The leadership philosophy is evolved based on the experiences, both positive and negative, in most of the initiatives and activities that we undertake. It is also one among the collaboration and teamwork within which the team members can utilize each other’s strengths to counter the weaknesses of the individuals. By observing, introspecting and experimenting we can developed a leadership paradigm which is inclusive, collaborative and proactive. We can develop the ability to recognize which will approach in order to reach the productive conclusion. The great leaders know their limitations and are capable at utilize their strengths and also the strengths of others to compensate.
As human beings it is difficult for us to efficiently conduct a task that is not of our interest. Although most, if not all, of us want to succeed in our endeavors, such is often difficult when the task is one we seldom care about. This is where the concept of motivation comes into play. As per the class textbook, motivation is defined as “The processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.”(Robbins & Judge, 2013, p. 202). Motivation plays a huge factor in how intensely and efficiently an employee goes about performing a task.
In job autonomy and independence employees can decide how they will work and fulfill their tasks according to their own methods, higher levels of autonomy results in high job satisfaction. In...
The concept of leadership arises out of the need for cooperative action by human beings to achieve certain goals. Leadership seeks to identify and deploy the groups’ pooled resources to tackle problems in order to achieve set objectives. While human beings are independent and capable of individual action, there are many situations in real life that require dependence on one person or a small group of people who have a broad view of the intervening issues enabling them to direct the actions of the rest of the individuals. The degree of success from this effort is a measure of the leadership skill present within a team.
KOTTLER, J.A. ENGLAR-CARLSON, M. 2010. Learning Group Leadership, An Experiential Approach. 2nd edn. London: Sage
Through the process of this class I have been able to reflect and analyze how I am as a leader as well as a co-leader in a group setting. I believe throughout this process of being part of a group as a member and leader has help me further define the roles that I will play in group counseling in the future. The evolution that I am seeing are an abundance of growth in areas that I thought I was already comfortable in such as being an active listener and co-leading. I see that there are more to becoming a powerful leader and facilitator. There are various aspects of becoming a well rounded group leader as learning the skills to endure especially building your endurance. Also, being able to take risks, being competent and confidence in your ability to lead a group of any sorts. Moreover, I have found that my communication style has shifted especially learning about the process in which you communicate your informal introduction as well as the lingo that is being used as a counselor. Also, the way in which we approach each member of
”Leadership involves the exhibition of style or behavior by managers or supervisors while dealing with subordinates; leadership is a critical determinant of the employees ' actions toward the achievement of the organizational goals” (Saeed, Almas, Anis-ul-Haq, & Niazi, 2014). Leadership is a strength that initiates, inspires, and guides the cooperation and attitudes of others on the way to set vision. Leadership is influential and involves several styles of approaches that involve trust, accomplishment and focus to reach a projected result. Using and implementing the ideas of others motivates new thinking and gains the confidence to build the trust and encourage everyone to work to the same goals (Northouse,
Motivation is key in the workplace. It is developed from the collaboration of both conscious and unconscious principles such as the strength of desire or need, motivating force or reward estimation of the objective, and desires of the person and of his or her peers/co-workers. These elements are the reasons one has for carrying on a specific way. An illustration is an understudy that invests additional energy contemplating for a test since he or she needs a superior review in the class. The Inside and outside principles that animate want and vitality in individuals to be constantly intrigued and centered around their work, part or subject, or to try to achieve an objective.
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations managers, due to the complexity of motivation and the fact that, there is no ready made solution or an answer to what motivates people to work well (Mullins,2002).
Aaron, Simon, and Wesley possess strong intrinsic motivation. Managers desire to strengthen within their employees. Monetary rewards are not necessarily the right solution as money is an extrinsic motivator, meaning it is a tangible reward that is not achieved solely individually but rather received from another source (Evans 1970). As Hertzberg’s motivation theory explained. "Hertzberg’s motivation theory concentrates more on the factors which lead to job satisfaction or dissatisfaction. Factors that lead to job satisfaction are called satisfiers or motivators because they elicit positive feelings towards the job and provide personal satisfaction. These include achievement, the nature of work itself (challenging work provides job satisfaction) and advancement and responsibility. Satisfiers motivate the employee to greater productivity. The Dissatisfies (hygiene factors) describe the relationship of the employee to the context of the environment in which he performs his job. These are those elements within a working environment which help generate negative feelings towards the job and do not induce people towards greater effort. Dissatisfies include uncomfortable work conditions, company policy and administration, technical supervision, salary, interpersonal relations, the superiors, subordinates and
In the stage, leadership styles become more indirect as members begin to take on a stronger participation and involvement within the group process.