Human resources are the most important resource of every corporation and determine an organization's performance. Employees are the designers and developers of new technical, technological, and organizational solutions. And also, the creators of new values, process controllers, and business system developers (Dervic and Dervic, 2017). In today's competitive environment, businesses must anticipate changes and place a priority on the motivation of human resources inside their structure (Dusun and Demir, 2015).
Motivation is an essential component of success and corporate prosperity in today's dynamic and competitive market. It is composed of both internal and external components, such as work factors, individual differences, and organizational practices (Gopal and Chowdhury, 2014). Motivation and Leadership are inseparably linked. Leadership success is critically dependent on and sometimes defined by, leaders' capacity to encourage followers toward group goals or a shared mission or vision (Shamir et al, 1998, cited in Naile, 2014).
Effective leadership is one of the most critical aspects of an organization's overall strategy for sustaining operations in the face of challenges caused by the economy's rapid expansion (Hao and Yazdanifard, 2015). Leadership is an influence, a work of art, and a process of influencing people, in the sense that those who are affected voluntarily and willingly participate in the creation of new values in the organization (Dervic and Dervic, 2017).
Leadership is essential in any organization. Managers can influence employee behaviour in the workplace through leadership. Thus, one of the most significant outcomes of good leadership is motivated, employees (Naile and Selesho, 2014). Managers must develop as leaders to understand their employees' needs and expectations, which shape the culture of the organization (Rahbi et al, 2017). Managers can be leaders, but all leaders are not usually managers. At the same time, a person can be both a manager and a leader (Dusun and Demir, 2015).
Leaders will have a vision of what is possible, convey it to others, and develop tactics for achieving the vision. They motivate others and can bargain for resources and other forms of assistance to attain their objectives (Wajdi, 2017). Therefore, organizations must have managers who are leaders, as this is the fundamental prerequisite for planning and implementing leadership management (Dervic and Dervic, 2017).
Leaders encourage employees by establishing systems that maximize the potential of employees, as well as the resources available to the organization, and by offering direction (Altheeb, 2020). Specifically, a leader's job is to motivate employees to realize their full potential in achieving the organization's goals. Employee satisfaction, as well as leadership and motivation, are important variables determining the organization's success (Dervic and Dervic, 2017).
According to Khoshhal and Guraya (2016), A genuine leader is expected to possess desirable characteristics such as:
· Motivation
· Honesty
· Competency
· Progressive
· Intelligence
· Open minded
· Broad minded
· Courage
· Straightforwardness
· Vision
Leadership style is a significant motivator factor. Some of the most key leadership styles are as follows:
· Transformational Leadership:
A transformational leader inspires, creates, and motivates individuals to go above and beyond their organizational capabilities, inventing and innovating in their work domain. Transformational leaders assist their people understand the significance of their work (Korejan and Shahbazi, 2016).
· Transactional Leadership:
Transactional leaders speak with their subordinates to explain how a task must be completed and to assure them that there will be benefits for completing the work successfully (Avolio et al.1991, cited in Gopal and Chowdhury, 2014).
· The Full Range Leadership Development Model:
Bass and Avolio (1994) created the Full Range Leadership Development Model, which combines transactional and transformational leadership (Gopal and Chowdhury, 2014).
Leadership and motivation have played a significant role throughout history. History demonstrates that highly qualified leaders were extremely successful because they understood how to excite their followers (Dusun and Demir, 2015). Leaders can also influence and motivate their people by fostering a positive organizational culture and providing rich employee perks such as health care insurance, worker compensation, leave benefits, and others (Hao and Yazdanifard, 2015). As part of their efforts to ensure the organization's performance and success, leaders encourage and assist employees (Robnagel, 2016).
Last year, my organization's year-end employee feedback showed that the following reasons were unacceptable. Employees' job achievement, the chance to perform their best, proper attention to their ideas, and adequate management support.
My organization's CEO overcame these obstacles by praising and rewarding workers' job accomplishments through rewards and promotions, offering necessary training and assistance, encouraging employees to come up with new ideas, and thanking them during corporate events.
The activities of leaders motivate employees and help the organization achieve its goals more successfully. The leader chose the four i's of transformational leadership (Inspirational motivation, Individualized consideration, Intellectual stimulation, Idealized Influence) to address the organization's challenges.
References
Altheeb, S. A. (2020) Leadership Style and Employee Motivation: A Study of Saudi Arabian Work Environment. Propósitos y Representaciones, 8(2), [online]. Available at https://files.eric.ed.gov/fulltext/EJ1271842.pdf [Accessed on 07th December 2021].
Dervic, M. K. and Dervic, S. (2017) Successful Leadership and Motivation Lead to Employee Satisfaction. Management International Conference, [online]. Available at https://www.hippocampus.si/ISBN/978-961-7023-71-8/179.pdf [Accessed on 07th December 2021].
Dusun, Z. D. and Demir, B. (2015) The effect of team leaders on motivation and performance of employees. Journal of Social Sciences Research, 9(1), [online]. Available at https://www.researchgate.net/publication/331083110_THE_EFFECT_OF_TEAM_LEADERS_ON_MOTIVATION_AND_PERFORMANCE_OF_EMPLOYEES [Accessed on 07th December 2021].
Gopal, R. and Chowdhury, R. G. (2014) Leadership Styles and Employee Motivation: An Empirical Investigation in a Leading oil Company in India. International Journal of Research in Business Management, 2(5), [online]. Available at https://www.academia.edu/24916646/LEADERSHIP_STYLES_AND_EMPLOYEE_MOTIVATION_AN_EMPIRICAL_INVESTIGATION_IN_A_LEADING_OIL_COMPANY_IN_INDIA [Accessed on 07th December 2021].
Hao,
M. J. and Yazdanifard, R. (2015) How Effective Leadership can Facilitate Change
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Khoshhal, K. I. and Guraya, S. Y. (2016) Leaders produce leaders and managers produce followers. A systematic review of the desired competencies and standard settings for physicians' leadership. Saudi medical journal, 37(10), [online]. Available at https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5075368/# [Accessed on 08th December 2021].
Korejan, M. M. and Shahbazi, H. (2016) An analysis of the transformational leadership theory. Journal of Fundamental and Applied Sciences, 8(3), p. 453. [Online]. Available at https://www.researchgate.net/publication/323732677_An_analysis_of_the_transformational_leadership_theory [Accessed on 08th December 2021].
Leon, H. (2020) Leadership vs Management: Is One Better Than the Other?. [online] Lifehack. Available at https://www.lifehack.org/674254/leadership-vs-management-is-one-better-than-the-other [Accessed on 08th December 2021].
Naile, I. and Selesho, J. M. (2014) The Role of Leadership in Employee Motivation. Mediterranean Journal of Social Sciences, 5(3), [online]. Available at https://www.researchgate.net/publication/287481309_The_Role_of_Leadership_in_Employee_Motivation [Accessed on 07th December 2021].
Rahbi, D. A., Khalid, K. and Khan, M. (2017) The effects of leadership styles on team motivation. Academy of Strategic Management Journal, 16(2), [online]. Available at https://www.abacademies.org/articles/The-effects-of-leadership-styles-1939-6104-16-3-113.pdf [Accessed on 07th December 2021].
Robnagel, C. S. (2016) Leadership and Motivation. Leadership Today 2016: Practices for Personal and Professional Performance, [online]. Available at https://www.researchgate.net/publication/303758160_Leadership_and_Motivation [Accessed on 08th December 2021].
Wajdi, M. B. N. (2017) The differences between management and leadership. SINERG, 7(2), [online]. Available at https://www.researchgate.net/publication/318597967_The_Differences_Between_Management_And_Leadership [Accessed on 08th December 2021].
Dear Janakan. agreed with your comments. Further Idah Nalie, (2014) said that every organization, like every team requires leadership. Leadership allows managers to affect employee behavior in the organization.
ReplyDeleteYes, Effective leaders will build unique intangibles within a company over time by not only motivating employees properly, but also by demonstrating a desire to provide value to customers, communities, and other stakeholders (Perrin, 2008).
DeleteHi Janakan. Well explained. Adding more to your points, The Interpersonal relations are important in motivating the employees (Ruthankoon et. al., 2003). Sometimes the leadership approach influences employees, positively as well as negatively. However, the leaders identify the actual needs of the team members and address the problems with strategic solutions to get the best outcome as well as (Luomanpaa, 2012).
ReplyDeleteAgreed Gihan, by empowering and engaging personnel, leaders demonstrate the way and assist them in pursuing it (Gill, 2012). Because interpersonal interactions are so vital, company leaders should focus on creating a welcoming workplace for employees (Lazarova, 2020).
DeleteHi Janakan, An interesting post. Further Transformational leadership is a complex and dynamic process in which leaders influence their followers’ values, beliefs and goals. These leaders move organizations toward the future, recognize environmental needs and facilitate appropriate changes. They also create perspectives of potential opportunities for employees and develop commitment to change, culture (Korejan M and Shahbazi H. 2016)
ReplyDeleteThank you for the comment. Leaders want their employees to be interested in the organization and its aims, and to feel connected. Employees must feel connected to the organization's purpose and values, as well as to their leader and co-workers, to be motivated at work (Tesmer and Oxenford, 2020).
DeleteThe proper leadership develops safe psychological feelings of employees’ minds. It will enhance employee motivation and engagement. Moreover, some leadership styles like servant leadership practices may foster employees' task and adaptive performance, especially through promoting work engagement and motivation (Kaltiainen & Hakanen 2020).
ReplyDeleteKaltiainen, J & Hakanen, J 2020, 'Fostering task and adaptive performance through employee well-being: The role of servant leadership', BRQ-Business Research Quarterly.
Agree with you Ravi. Highly qualified leaders have a track record of success because they know how to motivate their employees (Serinkan, 2012). Countries with highly qualified leaders have the ability to control other governments. Leaders who are enthusiastic and have a strong capacity to manage their followers achieve great success (Adair, 2013).
DeleteGreat insights, leadership can be defined as a process where leaders communicating ideas, gaining acceptance of the vision and motivating followers to support and implement the ideas through others (Lussier 2013)
ReplyDeleteThank you Surangi. In order to motivate employees to contribute more to the company, leaders should focus on motivation and leadership subjects (Kaya, 2011). Employees or managers who are dissatisfied with their jobs are more likely to suffer from physical and psychological issues. As a result, people may feel uneasy and distanced from the company (Kaya, 2011).
DeleteHello Janakan,
ReplyDeletewell said. Human resources need to be managed professionally to create a balance between the needs of employees, the demands and capabilities of the company’s organization, and the importance of quality human resources for the progress of the company (Mappamiring et al., 2020). This balance is the company’s primary key to developing productively and achieving the company’s goals. Therefore, employees are expected to work productively and professionally. There is the realization that the survival and growth of a company are determined by the strength of money or capital and determined by the success of managing human resources (Arfah & Aditya, 2019; Nurhilalia et al., 2019; Firman et al., 2020).
Thank you Ijaz. Considering today 's competitive environment, businesses must anticipate changes and place a premium on the motivation of human resources within their structure (Isk, 2014). Organizations can achieve their objectives with tremendous success by encouraging their workforce (Garih, 2013).
DeleteAgreed with you blog on the employee motivation toward the leaders skills
ReplyDeleteLeadership style, but leaders’ ability to know themselves and to use this knowledge to learn with and develop their followers. As Rob Goffee and Gareth Jones state, ‘‘authentic leaders seem to know which personality traits they should reveal to whom and when.’’ (LM Graves, J Sarkis, Q Zhu, 2013)
Thank you for your comment Shazna. In addition to your points,Authentic leadership contributes to numerous characteristics of managerial success, such as improved organizational performance, fulfilment of follower demands, and an improvement in the quality of work life. This leadership style also leads to a reduction in negative follower attitudes and behaviour, such as absenteeism, dissatisfaction, and animosity, as well as an increase in positive group attitudes and behaviour (Datta, 2015).
DeleteHi Janakan, Well explained. adding to that Employee motivation strategies are tactics and processes put in place to keep employees inspired, engaged, and interested in their responsibilities. Ways of motivating employees will vary by workforce, based on different work environments, work cultures, and industries. There isn’t a one-size-fits all approach to motivating a team. (Allen 2014)
ReplyDeleteAgree with you Purnima. Leaders should pay specific attention to motivators such as aspects of discretion (the ability to choose what, when, and how activities are carried out), job demands (controls vs. lack of control over activity speed), and appropriate utilization of talents and competencies (Gopal and Chowdhury, 2014).
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