Leading and Managing People Motivation Guidance †Free Samples

Question: Discuss about the Leading and Managing People Guidance. Answer: Introduction Good management tries to lead and manage people. Leading and managing people are one of the most significant puzzle pieces in a company. The organization cannot succeed without the contribution of its employees. According to the email received by the senior manager in the organization, the concepts like motivation, social responsibility, ethics, team-working, organisational change and ethics contribute to staff improvement. Leaders have the capability to inspire employees to foster a stimulating working environment that makes people thrived, valued and motivated. Managers are those people, who find the right way to accomplish the goals and objectives established by the organization (Kontoghiorghes 2016). The topic chosen for this report is motivation. It can be defined as the hypothetical construct as it guides peoples actions, needs and desires. Leading and managing is important as it provides guidance for the subordinates. Motivation creates confidence among people so that their role can be explained. Motivation helps in building morale towards work and winning trust. The task of leading and managing people is important as it helps the organization grow. It is a way for the leaders to bring the organization to a higher standard. Good people management is necessary as employees can be emotionally unstable. The role of a manager and leader is to overcome the pitfalls and maintain team stability (Stack 2013). This report presents an elaborate discussion on motivation based on the previous studies and literature. The advantages and disadvantages of motivation to a business, especially to the manager is determined. The importance of motivation and the ways in which it can make an organization successful are elaborated. The argument made by the manager in the email regarding having no right or wrong answers when related to leadership is also challenged. Discussion of Motivation Motivation can be defined as the way in which managers promote productivity among their employees. The job of a manager is to motivate employees to do their job in a consistent manner. The psychological factors, which stimulate the performance of people, are the desire for recognition, money, team work, success, job satisfaction, and others. The role of a leader is to stimulate interest in the organizational success. Motivation can help create psychological contract in the workplace. The concept may become increasingly complex (Jex and Britt 2014). Motivation As stated earlier, motivation provides us with the energy to pursue outcomes. Motivation is derived from a Latin word Move. Motivation started attracting researchers in the post-industrialized world. Motivation is a trigger stimulus that is equipped with some patterns of behaviour (Pinder 2015). Theories Maslows theory if requirements give the structure to develop motivational strategy for the organizations. It deals with the differing needs of human while arranging them in a hierarchy where satisfaction at one level leads to another. Maslow theory helps the employees in attaining self-actualization. It manifests after the physiological and other basic needs of the employees. However, the theory is opposed by other behaviourists stating that Maslow providess a uni-dimensional explanation as well as may not be suitable for all the employees (Taormina and Gao 2013). Herzbergs Motivation Hygiene Theory Herzberg employs motivational factors that influence the employees internally and externally that the theorist calls motivators and hygiene. The theory states that together the hygiene and motivators have a vital role to shape the motivation feature of employees (Kultalahti and Liisa Viitala 2014). Merits and Demerits Leading and managing people are crucial and motivation has certain merits and demerits: Motivation is advantageous as it convinces the requirements of individuals and groups. The individual joins an organization for fulfilling certain requirements. Motivation helps the manager to meet such requirements and fulfil those needs. Motivation promotes job satisfaction. When the needs of employees are satisfied, he is more likely to generate greater output. The managers are satisfied with their jobs that boost creative thinking and are challenging in character. The contribution of the individuals to output is the ensuing of two variables-his ability for work as well as his willingness for the work. If P is the performance, A is an ability and M motivation, then P = A X M. The performance is unequal to the figure of an ability and motivation of individual but rather to the invention of these two variables. Therefore, the level of performance is constantly increasing the amount of motivation. Proper motivation increases productivity (Perryer et al. 2016). Further, motivation enhances the learning procedure. Learning may not happen without motivation. If the employee has unwillingness to learn, he will not learn even if he is in a perfect capacity. Motivation promotes self-discipline. The employees are expected to respect and orderly behaviour with their superiors due to the panic of punishment. Motivation may raise regulation to the positive level. Motivation consists of dynamism. If the workers are motivated properly, energy is created that impacts the productivity level and profitability positively (Pandey 2014). The content theories of motivation conclude what motivates employees and workers at work. The theorists identify the needs of people and the ways in which it energizes behaviour. The theorist is concerned with the goal that people struggle to attain for maximum satisfaction. Therefore, it is analysed that motivation leads to higher staff retention- leading to reduced recruitment costs. The productivity levels are high with greater creativity and innovation (Olafsen et al. 2015). Intrinsic motivation drives success based on the inner goals as well as ambition. However, extrinsic motivation can be obtained from external sources that push performance. The total labour costs can be reduced if the employees have high level of intrinsic motivation. The managers can benefit from intrinsic motivation as they have to spend less time to motivate the employees intrinsically. Therefore, the managers shall have time to focus on important tasks and more productive task. The intrinsic motivation allows a small business for operating with fewer managers of the hierarchy level thereby reducing labour costs and keeping the company lean. The intrinsically motivated employees shall try to resolve problems by themselves rather than asking the managers for the assistance even for the smaller issues. Also, the employees who are motivated intrinsically shall not be guided by the supervisors for taking new projects (Nie et al. 2015). Additionally, intrinsically motivated employees are more creative than the rest. Therefore, the managers can develop their career and make it more valuable through strategic initiatives. The employees may be priceless to the small businesses for example software improvment, where the innovation can change the power framework. These employees can be invaluable to small businesses in industries such as software development, where innovation can change the power structure in the industry overnight (Cerasoli, Nicklin, and Ford 2014). Extrinsic motivation in organization can permit a great degree of control over the operational procedures. The employees who are motivated extrinsically require close supervision to enhance performance. Therefore, the managers can keep a close watch as well as guide the employees at work. The supervision may be unbearable to various employees whereas the other employees may thrive in constant guidance and encouragement from their seniors (Benedetti et al. 2015). The extrinsic motivation is offered as the financial incentives to a certain extent encouragement. The incentives can increase all motivation of employees that makes them break personal performance records. The new levels of the efficiency can be reached as the personal performance records can be broken (Dysvik and Kuvaas 2013). However, intrinsic motivation may be disadvantageous. Intrinsic motivation can make the employees lose track of space and time. There is not enough time for the managers to perform or learn essential tasks while learning. Job satisfaction is a weakness for the employees as the employees may damage the presentation of the entire team in the association. Also, it is difficult for the managers to attain short-term goals such as intrinsic rewards get a longer phase of time. Further, the research states that extrinsic rewards are offered to a person to perform task that may decrease the level of intrinsic motivation. The personal wish of the employees shall decrease and cause low satisfaction. Additionally, it shall build up stress if the manager relies much on extrinsic rewards. Financial incentives are introduced to the agents for contributing to a socially attractive outcome that tends to reduce the number of contribution (Gerhart and Fang 2015). Workplace flexibility adds to motivation of employees. The millennial are more interested in the work life balance and working conditions. The balance of work life can be defined as the condition of equilibrium, which is achieved in between the working priorities as well as lifestyle. The workers should enjoy their individual time outside the business surroundings. Flexibility is important as the employees might take lower salary but good flexibility shall motivate them. Flexibility can be considered as a reward. Flexible working would not be a motivator for every person. Some people may have to work longer days to get a bit of spare time when they can relax. However, it is becoming a deliberation for many companies, especially as more workers argue about the non-flexible working might be a deal-breaker. According to the managers view, there are no right or wrong answers for leading the people. This notion can be challenged as motivation works the best when implemented appropriately in the workplace. Motivation and achievement are directly related with each other. Achievement in the workplace deals with sense of accomplishment and pride. The managers who notice a decrease in performance level need to take proactive steps for enhancing motivation and employee morale. One of the strategies for better motivation of employees is employee recognition. Managers need to thank their employees only to avoid the decline in motivation. Managers do not need to purchase extravagant gifts as a way to motivate employees. The managers may thank the employee with a e gesture as it can motivate the employees as well as make them feel valuable. Employee recognition may be considered the most successful tool when employees earn fair wage. Further, the employers that emphasize on the quality of life moti vate employees towards high level of productivity. The employees are concerned about balancing their work and personal life that can diminish their morale and performance. The employers may put into practice flexible schedules giving them the capacity to promote their quality of life. Conclusion and Recommendations Conclusively, psychological contract and flexibility leads to motivation. According to the email received by the senior manager in the organization, the concepts for excample motivation, team-working, ethics, social responsibility, organisational change and ethics contribute to staff development. Motivation creates confidence among people so that their role can be explained. The psychological factors that stimulate the behaviour of people are needs for money, recognition, success, team work, job satisfaction, and others. Motivation started attracting researchers in the post-industrialized world. It deals with the differing needs of human while arranging them in a hierarchy where satisfaction at one level leads to another. The theory states that both the hygiene and motivators play a vital role in shaping the motivation factor of employees. Leading and managing people are crucial and motivation has certain merits and demerits. It is recommended to enhance motivational factors. When the needs of employees are satisfied, he is more likely to generate greater output. Learning does not take place without motivation. If the workers are motivated properly, energy is created that impacts the productivity level and profitability positively. The theorists identify the needs of people and the ways in which it energizes behaviour. The intrinsic motivation allows a small business for operating with less managers in hierarchy level thereby reducing labour costs and keeping the company lean. Also, the employees who are motivated intrinsically shall not be guided by the supervisors for taking new projects. The managers can develop their career and make it more valuable through strategic initiatives. The employees who are motivated extrinsically require close supervision to enhance performance. The incentives can increase all motivation of the employees that makes them break individual performance records. Job satisfactio n is a weakness for the employees as the employees may damage the performance of the entire team in the organization. The personal desire of the employees shall decrease and cause low satisfaction. References Benedetti, A.A., Diefendorff, J.M., Gabriel, A.S. and Chandler, M.M., 2015. The effects of intrinsic and extrinsic sources of motivation on well-being depend on time of day: The moderating effects of workday accumulation.Journal of Vocational Behavior,88, pp.38-46. Cerasoli, C.P., Nicklin, J.M. and Ford, M.T., 2014. Intrinsic motivation and extrinsic incentives jointly predict performance: A 40-year meta-analysis.Psychological bulletin,140(4), p.980. Dysvik, A. and Kuvaas, B., 2013. Intrinsic and extrinsic motivation as predictors of work effort: The moderating role of achievement goals.British Journal of Social Psychology,52(3), pp.412-430. 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