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The ideas of leadership and motivation

Leadership is the type which every organisation needs to see in their staff and the individual who is self encouraged and who are able to motivate the associates turn into a good administrator. Leadership is nothing but inspiring the team leader is the one who does it, creativity is only determination. So leadership and determination is a chemistry which may take any difficult task to success. The leadership and motivation chemistry is mostly helpful in general management sector whether it is in business or in the team; every individual posse's leadership however the one who practices on the run become a perfect leader.

The main aspect a head is composed is a eye-sight for the certain purpose. When a job or task is taken over by a company the company searches for a leader who posses knowledge on the project and vision how to develop the project, employ colleagues and present the organisation a profit on it. A leader will influence the task to be prolonged and change to be taken spot to make the company profitable.

There are several ideas on leadership by great leaders a few of them say that "leadership can be an action not position or person". These theories help to make a perfect leader, all these theories are proposed and used by great leaders and managers but latest management considers a head who comes after his role.

Leadership ideas:

Considering leadership reveals approach offering different leadership ideas such as Great Man theory, trait theory, behaviourist theory, situational leadership theory, contingency theory, transactional theory and transformational theory.

Great man theory is the one suggested before twentieth century where it says that leaders are blessed with the expertise and head should be a man this business lead to another theory characteristic theory.

Trait theory:

The trait theory rose from the concepts of the 'Great Man 'strategy. This theory causes identify the key characteristics of a successful leader. Folks who received the heroes as described by the traits way are isolated or shortlisted and those are recruited as leaders. This type of approach was largely implemented in military services and still used in some of the area.

According to the trait theory the individual who got the following skills is said to be a characteristic.

Ambitious and success oriented

Adaptable to all types of situations

Co operative to all the associates in the organization

Highly effective or energetic


Good decision making ability


Adaptable to stress conditions and


These are the characters which make a person trait plus they should posses some skills which are



Skilled conceptually


Fluent in speaking


Self motivated and self belief

Skilled socially

When these kinds of skills and individuals are recognized in the person, the person is recruited in the team.

Behavioural theory:

The trait review doesn't give any conclusive results and it was hard to evaluate some more critical issues such as honesty, integrity and loyalty. This leaded the attention to be diverted to the behaviour ideas. The behaviour theory focuses on human relationship and success performance as well.

According to behavioural theory the director feels that the working environment should end up like an entertainment place where in fact the costs of mental and physical efforts is cared for to be play and snooze. The thought of manager can be an person with average skills not only learns to simply accept but also seek responsibility. People will automatically figure out how to exercise self-control and personal direction to achieve the goal or focus on. The organizational problems can become imaginative and creative.

Contingency theory model:

This theory illustrates that there are many ways for the director to lead the team to get best results. According to the situation the director can find a best way to get the best final result.

Fiedler done contingency theory according to that he searched for three situations which identify the health of a managerial process.

Leader and team member relationship

Work composition or project structure

Position and power

The manager should maintain relation with their associates to go along and create self confidence and make sure they are feel absolve to take into account the task and present their suggestions to help the duty to be finished. Project composition is the work highly structured or unstructured or among. The power shows how much power a manager does posses.

This theory rates the manager whether the manger is marriage oriented or task oriented. The task oriented managers gets success in such situations where there is good innovator and team member romantic relationship and structured assignments or responsibilities doesn't matter if the position ability is poor or strong. And get success when the job is unstructured and does have any sort of good vision with a strong electricity and position. The factors which affect the duty such as environmental parameters are merged in a heavy some and differentiated as favourable and unfavourable situations. The task focused management style depends upon the favourable and unfavourable environment factors but the romantic relationship management style continues in the centre by handling or changing the factors to accumulate with the style.

Both styles of managements received their edges to be good when all the performance and team work very well in the tasks. There is no good or bad management in these two managements. Task enthusiastic management style leaders do best when the team works well and they are good in achieving good sales record and performance better than their competitor while the relationship focused leaders are beneficial to gain positive customer support and build a positive image to the company.

Transactional and transformational leadership:

Transformational leadership "is a romance of mutual simulation and elevation that converts the followers directly into leaders and may convert market leaders into moral agents"

Transformational leadership is interacting with the market leaders and the associates to have them to higher level something like a leader can become a moral agent and the follower can become a head.

Transactional leadership strategy builds the individual to finish the certain task such as job done for the time being.

Some of the differences between transactional and transformational leadership are

Transactional style of leadership builds a guy to complete a certain activity while transformational styles creates a member to become leader.

This targets task completion and tactical style of management while transformational leadership focus on strategies and missions.

These are some ideas of the leadership which ultimately shows how a head work on different situations and how different leaders react to get success in the organization.

Motivation in Management:

Theories of determination:

The ideas of determination can be split into 3 extensive categories.

Reinforcement ideas - highlight the means by which the process of controlling an individual's behavior by manipulating its implications occurs.

Content ideas - focus primarily on specific needs - the physiological or mental deficiencies that we feel a compulsion to reduce or eliminate.

Process theories - focus on the idea or cognitive techniques that take place within the intellects of people and this control their behavior.

Early Theories of Determination:

Hierarchy of Needs Theory

Theory X and Theory Y

Motivation-Hygiene Theory

Contemporary Ideas of Inspiration:

ERG Theory

McClelland's Theory of Needs

Cognitive Evaluation Theory

Task Characteristics Theories

Goal-Setting Theory

Equity Theory

Hierarchy of Needs Theory:

Abraham Maslow hypothesized that within every individual there exists a hierarchy of five needs:

1. Physiological.

2. Safe practices.

3. Social.

4. Esteem.

5. Self-actualization.

Maslow then grouped these 5 needs into lower-order needs and higher-order needs. Lower-order needs are needs that are satisfied externally: physiological and safeness needs. Higher-order needs are needs that are satisfied internally (within the individual): cultural, esteem, and self-actualization needs.

Theory X and Theory Y of Douglas McGrogor:

McGregor figured a manager's eyesight of the type of human beings is based on a certain mixture of assumptions and that he or she tends to mildew his or her actions toward subordinates matching to these assumptions:

Employees naturally dislike work and, whenever you can, will try to avoid it

Since employees dislike work, they must be coerced, controlled, or threatened with punishment to achieve goals

Employees will avoid tasks and seek formal way whenever possible

Motivation-hygiene Theory:

According to Herzberg, the factors resulting in job satisfaction are dividing and particular from those that contributes to job dissatisfaction. Hygiene factors include factors such as: company insurance plan and administration, supervision, interpersonal relations, working conditions, and salary. Motivator factors include factors such as: attainment, acceptance, the task itself, responsibility and growth.

Hygiene Factors

Company rule and management;


association with supervisor;

Work circumstances;


Relationship with peers;

Personal life;

association with subordinates;



Motivator Factors:



Work itself;




Contemporary Ideas of Desire:

ERG Theory:

ERG Theory proposed by Clayton Alderfer of Yale University: Alderfer fights that there are three sets of core needs:

1) Existence

2) Relatedness

3) Growth

Existence group is bothered with providing our basic material living requirements. Relatedness group is the desire we've for retaining important interpersonal relationships

McClelland's Theory of Needs:

McClelland's theory of needs targets three needs:

1) Achievement

2) Power

3) Affiliation

Cognitive Evaluation Theory:

Allocating extrinsic rewards for behaviour that were previously intrinsically rewarded tends to reduce the overall degree of motivation. (This concept was suggested in the late 1960s. )The interdependence of extrinsic and intrinsic rewards is a real phenomenon

Task Characteristics Theories:

These theories seek to recognize job characteristics of careers, how these characteristics are put together to create different jobs, and their romance to employee motivation, satisfaction, and performance.

Goal-setting theory:

Specific and difficult goals lead to higher performance. Feedback brings about higher performance than non-feedback. In addition to feedback, 2 other factors have been found to effect the goals-performance relationship. These are:

1. Goal dedication.

2. Sufficient self-efficacy.

Equity Theory:

Individuals make comparisons of their job inputs and effects relatives to prospects of others and then act in response to be able to remove any inequities'. Stacy Adams proposed that negative tension state provides the inspiration to take action to improve it.

There are 4 referent comparisons that employee can use:

1. Self-inside.

2. Self-outside.

3. Other - inside.

4. Other - outdoors.


The change in the management theories time by time says that the first choice should posses certain character types which lead the organisational success whether to believe in retaining a relationship or even to continue tactically the supervisor or the leader should react to the problem and get success by the end. With regards to the companies motive the first choice should react or react with the associates to attain the target. Usually keeping a good connection really helps to make the team members life easy and control the task happily. The team members become more progressive and achieve goals easily where much like tactical style management may create some kind of strain on the team members, there is no guarantee that atlanta divorce attorneys situation relational ship management is prosperous. the leader should modify himself for the situation and act matching to a particular situation. We have mentioned above only a assortment of the motivation ideas and thoughts of the many proponents of management. In some of the theories and opinion provided, however, one can monitor some 'glimpses' of the person and how, perhaps, she or he could be determined. This is gratifying in itself. But, as known earlier, practice has been around advance of theory in this field, so let us now proceed to the realistic aspect of management of human behaviour and desire in the workplace.


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