Theories of Leadership and Motivation

Theories of Leadership and Motivation Introduction: Leadership is the character which every organisation wants to see in their staff and the person who is self motivated and who can motivate the team members become a good manager. Leadership is nothing but inspiring the team leader is the one who does it, inspiration is nothing but motivation. So leadership and motivation is a chemistry which can take any difficult task to success. The leadership and motivation chemistry is mostly helpful in management sector whether it is in business or in the team; every individual posses leadership but the one who practices on the go become a perfect leader. The main aspect a leader consists is a vision for the certain purpose. When a task or project 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, make use of colleagues and give the organisation a profit on it. A leader tends to influence the task to be continued and change to be taken place to make the organisation profitable. There are several theories on leadership by great leaders some of them say that leadership is an action not position or person. These theories help to prepare a perfect leader, all these theories are proposed and practiced by great leaders and managers but latest management considers a leader who follows his role. Leadership theories: Considering leadership reveals school of thought giving different leadership theories 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 proposed before twentieth century where it says that leaders are born with the talent and leader should be a man this lead to the next theory trait theory. Trait theory: The trait theory rose from the concepts of the Great Man approach. This theory leads to identify the important characteristics of a successful leader. The people who got the characters as defined by the traits approach are isolated or shortlisted and those are recruited as leaders. This type of approach was mostly implemented in military and still used in some of the area. According to the trait theory the person who got the following skills is said to be a trait. Ambitious and success oriented Adaptable to all kinds of situations Co operative to all the members in the organization Highly active or energetic Dominative Good decision making ability Self-confident Adaptable to stress conditions and Dependable. These are the characters which make a person trait and they should posses some skills which are Skills Intelligent Skilled conceptually Creative Fluent in speaking Tactful Self motivated and self belief Skilled socially When these kinds of skills and characters are identified in the person, the person is recruited in the team. Behavioural theory: The trait study doesnt give any conclusive results and it was hard to measure some more critical issues such as honesty, integrity and loyalty. This leaded the attention to be diverted on to the behaviour theories. The behaviour theory focuses on human relationship and success performance as well. According to behavioural theory the manager believes that the working environment should be like an entertainment place where the expenditure of mental and physical efforts is treated to be play and rest. The idea of manager is an average person not only learns to accept but also seek responsibility. The people will automatically learn to exercise self-control and self direction to achieve the goal or target. The organizational problems can become imaginative and creative. Contingency theory model: This theory illustrates that there are many ways for the manager to lead the team to get best outcome. According to the situation the manager can find a best way to get the best outcome. Fiedler worked on contingency theory according to that he looked for three situations which define the condition of a managerial task. Leader and team member relationship Work structure or project structure Position and power The manager should maintain relation with their team members to get along and create confidence and make them feel free to think about the task and give their ideas to help the task to be finished. Project structure is the job highly structured or unstructured or in between. The power shows how much authority a manager does posses. This theory rates the manager whether the manger is relationship oriented or task oriented. The task oriented managers gets success in such situations where there is good leader and team member relationship and structured projects or tasks doesnt matter whether the position power is weak or strong. And get success when the project is unstructured and does have any sort of good vision by having a strong power and position. The variables which affect the task such as environmental variables are combined in a heavy some and differentiated as favourable and unfavourable situations. The task oriented management style depends on the favourable and unfavourable environment variables but the relationship management style stays in the middle by managing or changing the variables to accumulate with their style. Both styles of managements got their sides to be good when all the performance and team work well in the tasks. There is no good or bad management in these two managements. Task motivated management style leaders do best when the team performs well and they are good in achieving good sales record and performance better than their competitor where as the relationship oriented leaders are helpful to gain positive customer service and build a positive image to the organisation. Transactional and transformational leadership: Transformational leadership is a relationship of mutual simulation and elevation that converts the followers in to leaders and may convert leaders into moral agents Transformational leadership is communicating with the leaders and the team members to take them to higher level something like a leader can become a moral agent and the follower can become a leader. Transactional leadership technique builds the person 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 man to complete a certain task where as transformational styles builds a member to become a leader. This focuses on task completion and tactical style of management where as transformational leadership focus on strategies and missions. These are some theories of the leadership which shows how a leader act on different situations and how different leaders behave to get success in the organization. Motivation in Management: Theories of motivation: The theories of motivation can be divided into 3 broad categories. Reinforcement theories emphasize the means through which the process of controlling an individuals behavior by manipulating its consequences takes place . Content theories focus primarily on individual needs the physiological or psychological deficiencies that we feel a compulsion to reduce or eliminate. Process theories focus on the thought or cognitive processes that take place within the minds of people and that control their behavior. Early Theories of Motivation: Hierarchy of Needs Theory Theory X and Theory Y Motivation-Hygiene Theory Contemporary Theories of Motivation: ERG Theory McClellands Theory of Needs Cognitive Evaluation Theory Task Characteristics Theories Goal-Setting Theory Equity Theory Hierarchy of Needs Theory: Abraham Maslow hypothesized that within every human being there exists a hierarchy of five needs: Physiological. Safety. Social. Esteem. Self-actualization. Maslow then categorized these 5 needs into lower-order needs and higher-order needs.Lower-order needs are needs that are satisfied externally: physiological and safety needs.Higher-order needs are needs that are satisfied internally (within the person): social, esteem, and self-actualization needs. Theory X and Theory Y of Douglas McGrogor: McGregor concluded that a managers vision of the nature of human beings is based on a certain blend of assumptions and that he or she tends to mold his or her actions toward subordinates according to these assumptions: Employees naturally dislike work and, whenever possible, will attempt to avoid it Since employees dislike work, they must be coerced, controlled, or threatened with punishment to achieve goals Employees will avoid responsibilities and seek formal direction whenever possible Motivation-hygiene Theory: According to Herzberg, the factors leading to job satisfaction are dividing and distinct from those that leads to job dissatisfaction. Hygiene factors include factors such as: company policy and administration, supervision, interpersonal relations, working conditions, and salary. Motivator factors include factors such as: attainment, recognition, the work itself, responsibility and growth. Hygiene Factors Company rule and management; Supervision; association with supervisor; Work circumstances; Salary; Relationship with peers; Personal life; association with subordinates; Status; Safety Motivator Factors: attainment credit; Work itself; Responsibility; progression; Growth Contemporary Theories of Motivation: ERG Theory: ERG Theory proposed by Clayton Alderfer of Yale University: Alderfer fights that there are three groups of core needs: Existence Relatedness Growth Existence group is worried with providing our basic material existence requirements. Relatedness group is the desire we have for maintaining important interpersonal relationships McClellands Theory of Needs: McClellands theory of needs focuses on three needs: Achievement Power Affiliation Cognitive Evaluation Theory: Allocating extrinsic rewards for behaviour that had been previously intrinsically rewarded tends to decrease the overall level of motivation. (This concept was proposed in the late 1960s.)The interdependence of extrinsic and intrinsic rewards is a real phenomenon Task Characteristics Theories: These theories seek to identify task characteristics of jobs, how these characteristics are combined to form different jobs, and their relationship to employee motivation, satisfaction, and performance. Goal-setting theory: Specific and difficult goals lead to higher performance. Feedback leads to higher performance than non-feedback. In addition to feedback, 2 other factors have been found to influence the goals-performance relationship. These are: Goal commitment. Sufficient self-efficacy. Equity Theory: Individuals make comparisons of their job inputs and outcomes relatives to those of others and then act in response so as to remove any inequities. Stacy Adams proposed that this negative tension state provides the motivation to do something to correct it. There are 4 referent comparisons that employee can use: Self-inside. Self-outside. Other inside. Other outside. Conclusion The change in the leadership theories time by time says that the leader should posses certain characters which lead the organisational success whether to believe in maintaining a relationship or to go on tactically the manager or the leader should act to the situation and get success at the end. Depending on the companies motive the leader should react or behave with the team members to achieve the target. Usually maintaining a good relation helps to make the team members life easy and manage the work happily. The team members become more innovative and achieve targets easily where as with tactical style leadership may create some sort of pressure on the team members, there is no guarantee that in every situation relational ship management is successful. the leader should adapt himself for the situation and act according to a particular situation. We have discussed above only a collection of the motivation theories and thoughts of the various proponents of management .In some of the theories and opinion presented, however, one can observe some glimpses of the person and how, perhaps, he or she could be motivated. This is satisfying in itself. But, as noted earlier, practice has been in advance of theory in this field, so let us now move to the realistic side of management of human behaviour and motivation in the workplace.

Essay on Hardships Expressed in Hughes On the Road and Mother to Son

Hardships Expressed in Hughes On the Road and Mother to Son African-American citizens who live in the United States have experienced a tough life through personal experiences. They have struggled to obtain basic civil rights--a struggle that has spanned many centuries (Mabunda 311). Langston Hughes, author of the short story "On the Road" and the poem "Mother to Son," often illustrated in his writing the hardships experienced by the characters--products of African American life in the United States. While Hughes and other young African-American authors wanted to define and celebrate black art and culture, they were also responsible for changing the preconceived notions of most Americans' erroneous ideas of black life (Mabunda 696). The cultural aspects of Hughes' poems exhibited life as an African-American in the late 1910s to the early 1960s. His views, like many writers in his era, came directly from personal experience, which provided the reader with a sense of communication that illustrated--with art rather than essay--the ills of the racist world. L. Mpho Mabunda proclaims that the issues and grim realities of the African-American "could be experienced through the lives of characters and in verse, and the message delivered more subtly and effectively" (696) . The overall theme and purpose of "On the Road" and "Mother to Son" are centered around an illustration of the hardships experienced by most African-American citizens in the early part of the century. Both genres graphically detail the lifestyle and environment in which the African-American lived. In the 20th century, many of the black communities in America have existed in a perpetual state of crisis ("Black American"). According to Kenneth Clark in his add... ... Robinson. The Condition, Elevation, Emigration, and Destiny of the Colored People of the United States. New York: Arno P, 1968. "Henry McNeal Turner." Online. Internet. 24 Apr. 1998. Hughes, Langston. "Mother to Son." Bridges: Literature across Cultures. Eds. Gilbert H. Muller and John A. Williams. New York: McGraw-Hill, 1994. 52. ---. "On the Road." Bridges: Literature across Cultures. Eds. Gilbert H. Muller and John A.Williams. New York: McGRaw-Hill, 1994. 845-8. Mabunda, L. Mpho, ed. The African American Almanac. 7th ed. Detroit, MI: Gale Research Inc., 1997. Miller, R. Baxter, and Evelyn Nettles. "Langston Hughes." Concise Dictionary of American Literary Biography: The Age of Maturity, 1929-1941. Detroit,  Ã‚  Ã‚   MI: Gale Research Inc., 1989. 150-71. Quarles, Benjamin. The Negro in the Making of America. London: Collier-Macmillan Ltd., 1969.

Titration In Industry Essay

How Are Standard Solutions Prepared In Industry The main difference between industrial and teaching institution laboratory preparation of standard solutions is in the processes. In that in the industrial environment, it can happen even without the need of supervision, unlike in the education institutions that mandate presence of laboratory staff. Meaning that the machines in the former setting can be able to read quickly and translate the results from the end point. Unlike in the college environment that most of the analysis is manually concluded which leaves a lot of room for error. Learning settings utilize class B glassware (Volumetric flasks, pipette, among others). While industries use class A glassware that is expensive, but more accurate. Equipments like automatic titrator used by companies can take the samples weight from a balance carry-out precise titration and save the solution to a PC or highlight the solution that removes data interference and errors. How are Titrations Carried Out in Industry Laboratories in learning institutions instead of using a burette weigh the liquids this in itself presents some challenges when preparing every day stand solutions especially those that need a standardizing against a primary standard. In addition, students in college laboratories are not permitted to make standard solutions that are highly concentrated, for example, sodium thiosphate, or hysrochloric acid, so they get them to make a very dilute mixture (Verner & Revzin, 2008). Lastly, in the college setting it is often recommended that in the preparation of the element mixtures, it is advisable to avoid the formation of precipitates. It is, therefore, imperative to add the water and most of the acids to the solution containers before introducing the individual aliquots elements concentrations. Difference between titration done in industry and college Different manufacturers use titration for quality control. In the learning institutions, the titration being done is manual, while industries mostly automate the processes. In that it is programmed to measure (volume or weight) quality of the sample and the instrument performs the rest. Instruments like the Karl Fischer auto titrator can be implemented to measure the content of water in a given sample. The method is quite reproductive and accurate, and it needs very little maintenance. How Are Standard Solutions And Titrations Prepared in Industry Titrations performed in colleges are done manually by using burets. The only significant variation is that carrying out a large number of fundamentally similar routine titration analyses in the laboratory the routine is, simplified and automated. Mainly in relation to the aspect of calculations where the volume of titration is in-put into an Excel spreadsheet, and the results immediately return. In addition after each titration the burette is automatically zeroed and refilled. The size of the sample through an automated pipette system can dispense. It’s mostly a question of error elimination and time saving (Harvey, 2000). Lastly, another significant difference between the two lies in the fact that titrations in colleges are done by students who study Chemistry, and they get graded by experts in the subject or field. Concurrently, titrations in the industries are often performed by technicians in QC laboratories. The technicians do not necessarily have to have formal chemical backgrounds. References Harvey, D. (2000).  Modern analytical chemistry  (pp. 135-178). New York: McGraw-Hill. Verner, I. M., & Revzin, L. B. (2008). Towards Automation of Manual Operations in a High School Chemistry Laboratory. In  ASME 2008 9th Biennial Conference on Engineering Systems Design and Analysis  (pp. 569-572). American Society of Mechanical Engineers

Sports Program Proposal - 1001 Words

Sports Proposal SRM320: Org. amp; Admin. Of Sports amp; Recreation Management Instructor: Eric Dybvig August 12, 2013 Table of Content Executive Summary-------------------------------------------------------------------------------- 3 Introduction to Program--------------------------------------------------------------------------- 4 Goals------------------------------------------------------------------------------------------------- 4 Research--------------------------------------------------------------------------------------------- 4 Framework------------------------------------------------------------------------------------------ 4 Scope†¦show more content†¦A new field will be needed and a gym at which conditioning and therapy processes can be conducted. In addition, uniforms, equipment, Insurance, and various other needs will be met through two financial allocations, which are private lenders ort investors and government grants along with state contributions from various anonymous businesses. Also, advertisement endeavors will be implemented for local businesses to extend their business in hopes of expanding the sports team. Education Education of fitness, team participation, and conditioning will provide each teammate a clear directive of the challenges that lie ahead. In addition, diversity educations classes will help with players from all states recognize the challenges and the social aspects of competitions. Management Responsibilities Management responsibilities will include endeavors from various areas such as managing the team from the coach’s perspective, advertisement, promotions, and all medical authorizations to play softball. 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