Friday, December 28, 2018
How can leaders motivate staff in order to improve efficiency and job satisfaction Essay
In this essay I shall define inspire, contrast satis accompanimention, productiveness and authoriseers. I shall then contact a brief history of motivatingal theories and then discuss McClellands motiveal extremitys conjecture to explain most methods of how provide offer be move by analysing the 3 main factors in his conjecture and explain how these factors sewer spark off lag and to see if motivation does lead to cleansed productiveness, I shall then study this opening and thoughts of different theorists to see if motivation too leads to excogitate pleasure and decide the results of my research.Motivate The Oxford University Press (2014) estates motivate is to render ( someone) with a reason for doing something he was in general motivated by the desire for pull in 2014, 2014, February 26th, Oxford University Press, http//www. oxforddictionaries. com/definition/english/motivate? q=motivate What is Job delight? Job Satisfaction is when a person/employee is happy or content in their traffic. What is productiveness? productivity is a term used to key out a state, quality or fact of being able to generate, create or cleanse right-hand(a)s and services.For practice session at the java Factory the Work Productivity was change magnitude and 10% much chocolate bar were produced than last year. Or the Councils Productivity maturationd after a reconstitute and they managed to provide more services to customers. What is a Leader? A Leader is someone who leads other people this could be a manager, call foror, group leader, politician or anyone who leads people, normally ply or one or more people. motivational Theories There bring in been many management theorists throughout the geezerhood from 1908 (Henry Ford) to 1990 (Dr Stephen Covey) and other theorists/theories onwards from 1990.David McClellands Motivational desires Theory in 1961 determine that on that point were 3 types of require for motivation The Need for Achie vement (Goals, Deadlines etc. ) McClelland believed that the Need for Achievement would motivate supply for example leading setting goals, tar excites or deadlines for stave to reach rouse motivate their rung to get word these deadlines (or goals) whence enabling leadership to increase productivity and death penalty of provide by setting, planning and/or vary these deadlines, goals or targets.Without any goals or deadlines there is no need for the mental faculty to achieve a current amount of productivity such as producing/finishing a specific amount of work. Therefore I allot with McClelland that there is a motivational need for achievement to motivate staff and this can lead to better productivity and instruction execution. Many large companies such as Halfolds and MacDonalds believe that Achievement motivates staff and they give riposte systems in bulge out to motivate their staff.By achieving a high-priced performance or a certain level of productivity they c an spend a penny rewards, if a worker meets the requirements they whitethorn get praise or a reward from their leader there also whitethorn be an incentive for the staff division to achieve their/these targets of which motivates them to work harder therefore increase productivity by McClellands motivational need for Achievement.But also when a staff member meets their work goals, targets or deadlines this may improve military control satisfaction as they would know they ready through well and their stock of work is able to meet their goals even if there is no incentive, still an incentive for the staff to meet goals can help motivate staff further to meet their goals. The Need for office staff (Authority)Staff having role or personnel McClelland believed would motivate staff, I believe this is because it gives the staff member a sense of magnificence by having authority and by would pioneer extra responsibilities that people with authority would ordinarily undertake suc h as managing staff, it also enables them to motivate staff who they have authority over and therefore they can improve performance and productivity by successfully managing their staff as well as improving their stemma satisfaction, possibly by making changes.The Need for association (Good/ comradely Working Relationships/Being a fail of a team, group, organisation etc. ) connexion/s in McClellands possibility refers to staff being closely attached (or associated) which can refer to family, social, business or working(a) relationships.This Affiliation is a state of being associated or affiliated, for example a staff member may be affiliated with a team or organisation and staff being in a team (therefore having affiliation with a team) McClelland believed staff may be more motivated by affiliation as they are associated with other staff who may most likely be working towards a similar consequent to themselves and as a social occasion of a team they may wish to be or become a team fake and motivate themselves and other team members.For good example I have affiliation with the University of west London Business Studies Course and as a student I am affiliated and effectively a part of a group of students, I am motivated to help other students as they wish to achieve the same outcome as me (a degree) and as I have affiliation with this group I am therefore self-motivated to achieve the same standard of work as my group or excel them and therefore I agree that there is a need for Affiliation and I believe this motivates me and my performance and productivity is amend as a direct result of Affiliation.McClelland believed that the majority of people have or show a conspiracy of these 3 types of needs and some party favor specific needs or a combination of these needs. Matching the correct needs to the person can strongly improve their work productivity, performance and behaviour but can increasing motivation therefore lead to an improvement in job satis faction?McClelland does specify in his system that motivation can improve performance and work productivity, but he does not specify that it can lead to improved job satisfaction but from analysing his theory above you can see that 2 Motivational needs factors in his theory (the need for authority and the need for achievement) can lead to improved job satisfaction, this is back up by the fact that McClellands motivational theory shows that motivation can lead to improved performance of staff and there is a direct splice between improved performance and improved job satisfaction.The 3rd factor The Need for Affiliation through personal have intercourse at university and working as a part of team at heterogeneous work places, I believe can also improve performance and job satisfaction). Naylor, Pritchard, & Ilgen 1980 Vroom, 1964 state that expectancy- ground theories of motivation in the main stipulate that satisfaction follows from the rewards produced by performance. Lawler and doorman (1967) who were expectancy theorists themselves argued that performance would lead to job satisfaction through the provision of infixed and extrinsic rewards.As these authors noted, briefly stated, good performance may lead to rewards, which in turn lead to satisfaction. The Job Satisfaction-Job procedure Relationship A Qualitative and duodecimal Review 2001, 376-379, American Psychological Association, Inc, 3 I can conclude that leaders can motivate there staff using motivational theories such as McClellands Motivational necessitate Theory in order to improve productivity and job satisfaction. I have also came up with my own theory based on McClellands Motivational Needs theory and the work of Naylor, Pritchard, & Ilgen 1980 Vroom, 1964, Lawler and ostiarius (1967).Josh Albrights (2014) Motivational stop Theory I agree with McClellands theory which I have discovered to some extent also agrees with other theorists (such as Naylor, Pritchard, Ilgen, Vroom, La wler and Porter) that motivation leads to improved performance (productivity) and job satisfaction, In order to increase job satisfaction and productivity you moldiness increase motivation. The diagram I force below shows that the more motivation is change magnitude or poured into staff the more job satisfaction and productivity will thereby be increased.