Thursday, November 21, 2019

Leadership Essay Example | Topics and Well Written Essays - 2250 words - 1

Leadership - Essay Example These are: first belief (B1) signifies the relationship between effort and performance; the second deals with the relationship between performance and outcomes (B2); and third (B3) with the relationship between outcomes and satisfaction. B1 is the perception and belief of the employee whether effort will lead to success or not; a perception of the employee if the work given is hard to perform. B2 deals with employee’s belief whether his performance will result to outcomes. B3 is the employee’s belief as to the satisfaction of his outcomes, and how favorably the outcomes will be. B. Application of the Expectancy Theory of Motivation In scenario, the employees were not motivated to work given the new production process. Some of them do not seem to put forth any effort to master the process, and some just do not exert much effort, though they have mastered it. Some were not motivated to reach the production goals because there is no disparity between the salary of those wh o can meet the department goals, and those who cannot. In addition, they claim that though they were given bonus for reaching the production goals, their salary amount is so small because of the withholdings, thus, not worth the effort. In application of the expectancy theory of motivation, the company must do every means to make their employees motivated to work on the new production process. Some of their employees were thinking they â€Å"cannot just do it,† no motivation is entered in their minds; they were dubious if they can do it. Also, this company should try to make something that will make the employees motivated, so that they will exert more effort towards performance by using Effort-Performance method (like giving additional bonus). The concern about additional hand dexterity to achieve success, the company should, in any way, try to motivate employees that their performance will lead to outcomes. Some of them would think, â€Å"Will I get it?† so, the comp any should make its employees think that they can perform the job; they must believe they will achieve what they expect if they perform well by using Performance-Outcome method (like conducting training). Finally, employees should be made to believe that their overall outcomes will be satisfying, no matter what the situation will be through Outcome-Satisfaction method (like praising them for a job done). Hence, employees are motivated if: they believe that effort leads to performance: performance results to outcomes and outcomes will meet satisfaction. References Green, T. B. (1992). Performance and motivation strategies for today's workforce: A guide to expectancy theory applications. US: Greenwood Publishing Group. Griffin, R. W., & Moorhead, G. (2009). Organizational behavior: Managing people and organizations. US: Cengage Learning. Task 2. Leadership A. Leadership Style Transformational leadership according to Bass (1998), the leader tries to change the values as well as the pri orities of the subordinates through motivating them to fulfill more works in their jobs by introducing to and doing things in new ways. In addition, transformational leaders possess an awesome ability to inspire, motivate, and encourage followers or subordinates to come up with outcomes far beyond of what is

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