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Motivation and Leadership. Motivation The very concept that motivation is
a result of the interaction between situation and individual ...
Leadership & Motivation. Leadership & Motivation A successful leader is
the one who eventually leads the organization and all its ...
... endless quest for the Holy Grail in organisation theory." (Handy, CB (1993), p.97)
It is because of the complexity of motivation and leadership, and the fact ...
How motivation and leadership theories can be applied. MOTIVATION THEORIES:
Goal Setting Theory: In the late 1960s, Edwin Locke ...
Leadership and Motivation. Unit 3 Individual Project 1 Diana Pussehl April 8,
2007 Motivating an employee to work hard for any organization ...
Submitted by lovychhabra on May 19, 2008
Category: Business
Words: 900 | Pages: 4
Views: 182
Popularity Rank: 63,576
Average Member Grade: N/A (Add a Comment / Grade this Paper)
Motivation
The very concept that motivation is a result of the interaction between situation and individual and that it is a process that account for an individual’s intensity, direction and persistence of effort towards attaining a goal was very insightful and helpful. Before going through the reading material, we had always thought of motivation as a desire in a person to perform well or the task of a manager to get the job done.
We agree with the concept outlined in Goal setting theory as we believe that setting goals or allowing employees to participate in goal setting and then giving them constructive and appropriate feedback fosters an environment of commitment. The feeling of commitment towards the organization among its employees not only encourages the just and fair behaviour but also develops a culture of team work, self control and a more focused work force. Committed employees share and identify themselves with the organization’s mission and goal and contribute towards achieving it and do not refrain from taking up difficult tasks. Goal setting was very helpful in our past experience when dealing with underperforming employees. Setting realistic goals and reviewing the status on a regular basis helped us improve the employees’ performance drastically.
The Cognitive Evaluation theory was a new concept to us and came as a surprise. We would like to delve deeper into this concept as we are not yet completely convinced with the idea that extrinsic rewards decreases intrinsic motivation. The difference certainly could be due to the research being conducted on students and not paid workers. Expectancy theory also caught our attention and we also found it contradictory to the Cognitive Evaluation theory. As from our years of experience of handling and working with numerous teams, we feel that the effort towards doing a task is many a time directly proportional to the expectation of the outcome and the value...
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