Thursday, October 10, 2019
Leadership Concepts on Motivating People Essay
Leadership power depends on an individualÃ¢â¬â¢s perception of the things that motivate people to perform to the best of their best abilities. A leader like me is one who has innate self -motivation and who has honed an effective leadership style by knowing, applying and developing which skill will best achieve and energize others. Good leadership is critical to any successful organization or set-up. There are a lot of leadership tools, styles and motivation factors that I can employ to influence others. I have the ability to induce motivation because my leadership style can influence the level of motivation that my follower manifests. Motivation is determined by the various ambitions and style that I employ. Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã A leader like me utilizes various styles as well as techniques and levels of motivation to get things moving and arrive at a specific goal. Motivation is a symbol of what it takes to be a good leader. A decrease in proper motivation on the part of the leader means idleness on the part of the follower. In an organization or office set-up, employees are inclined to stagnate when motivation is lessen. It is a mistake for a lot of leaders who motivate their followers using the old-fashioned way of imposing fear. This is not recommended because it is likely that a follower under fear will only produce short-term results and may perform even less efficiently in the long run. Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã As a true and good leader, I instead introduce challenges for followers to deal with. Bringing a new challenge oftentimes induces excitement and creativity among subordinates. It always pays to challenge the followers with assignments that are quite out of their scope of work to allow them to prove their capabilities and even excel. This escalates motivation among the people. In the event a follower is faced with an obstacle and as a motivating leader, IÃ give guidance in determining a solution but not to the extent of immediately offering the actual answer to a problem. It is a matter of teaching my followers to know for themselves what correct solution to take. This promotes their self-esteem and eventually gives them the motivation they need. Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã I also employ different tools and styles to motivate my followers. However, there is a need to understand first that a personÃ¢â¬â¢s motivation is a mixture of his or her feeling of desire and vigor aimed at meeting a specific goal. Getting someone motivated simply means making the follower accomplish willingly the task assigned to him or her. The factors for people to be motivated include their beliefs, values, interests, fear, and other laudable causes. I need to always keep an open mind or perspective about human nature because there is no such thing as simple formula for motivation. This is to prevent myself from being faced with a complicated arrangement of factors in directing or motivating a person to reach his or her maximum productive potential. I, therefore, needs to learn, apply, and develop these factors. However, there will be a variation in their respective reaction if similar motivation tools or styles are directed towards two people with different personalities. It is then important for meÃ to know that people react to different needs. This ushers the correct action where I can determine the accurate decision to be taken in a particular situation. Leadership Book Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã The book Ã¢â¬Å"Leadership: Theory, Application, and Skill DevelopmentÃ¢â¬ (Third Edition) written by Robert N. Lussier and Christopher F. Achua (2006), assesses the correct and effective instruments and styles that great leaders use to determine the futureÃ¢â¬â¢s leadership strategies. The book unites classic leadership theories and styles with flexible and adaptable insights that will help leaders and even would-be leaders to succeed in tomorrowÃ¢â¬â¢s workforce. Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã The book is the most applicable leadership material because the authors make the fundamental ideas immediately related to modern period by using a unique three-pronged concept that includes theory, application, and skill development. According to Lussier and Achua (2006), the book covers all of the traditional theories and wide array of leadership topics in a brief but interesting presentation that stresses on the key factors. Several clear applications were identified by the book, which encourage the readers to use their thinking skills. The authors also utilized many skill-building practical exercises to give urgent relevance to the concepts and to nurture leadership skills that are applicable to a leaderÃ¢â¬â¢s professional and personal life. Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã Included in this bookÃ¢â¬â¢s edition are the various opening case applications, suggested articles on Infotrac college edition, information from different companies involved in ethical dilemmas, a focus on ethics coverage, revised cutting-edge topics and expanded organizational leadership topics. The book features several step-by-step leadership functions which are integrated into the context of each chapter or in the skill-building exercises. It also has application exercises which require the reader to determine the illustrated idea by using brief samples. The end-of-chapter cases give insights on how companies have applied the leadership concepts to meet their challenges. The self-assessment exercises enable the reader to assess his or her own leadership skills. Lastly, the skill-building exercises help the reader develop leadership skills they can immediately use. Individuals as Leaders Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã In the first chapter of the book, Lussier and Achua (2006) presented the different factors and instances when an individual assumes being a leader. According to Lussier and Achua (2006), leaders and followers adopt various roles Ã¢â¬â there are times when the two switch functions and there are also situations where they exemplify flexibility and perform interrelating activities. In order for leaders to motivate their people, the authors presented the trait and behavioral leadership theories that are universal and generally seek only the best leadership style that can be applied in any situation. They differ in the sense that the trait theory dwells on the personal features of efficient leaders while the behavioral theory tries to state and explain the actual things that the leaders perform. Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã In understanding the important and critical role that a leader performs, the authors first identified the characteristics and what it takes to be a leader. Lussier and Achua (2006) cited the idea of legendary football coach Vince Lombardi when he said that leaders are not born but made. The authors further quoted Lombardi as saying that all of us can be or destined to be leaders and it is just a matter of developing the leadership skills already present within ourselves. Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã Lussier and Achua (2006) concluded this chapter by stating the interrelationships between the first two leadership theories with contingency theory. They further claimed that the contingency theory determined the most appropriate leadership style because it employs a combination of trait and behavioral leadership theories which cover the three essential features of leadership, namely the leader, his or her followers, and a given situation (Lussier & Achua,Ã 2006). Leadership Traits and Ethics Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã On the second chapter of the book, Lussier and Achua (2006) stated that the styles used by great leaders are based on personality traits and an ethical approach is followed. The authors said that although personality traits of leaders are generally classified, each leader still has their respective trait which differentiates him or her from others. This specific trait facilitates how the followers are motivated by a good leader to perform at their best. According to Lussier and Achua (2006), the motivating power of a leader is measured on the traits, performances and ethical standards shown by his or her followers. The authors added that the followersÃ¢â¬â¢ attitudes, moral development and how they ethically approach a particular dilemma determine the kind of tool and style that leaders utilize. These same characteristics are effective both for the leaders and followers in order to influence each other. These features were manifested in specific cases of Microsoft magnate Bill Gates who is a great example of a true visionary leader. The ethical and social responsibility of the Timberland Company was also used by the authors as an example of creating a win-win situation. This is because the company was able to decide favorably on a certain dilemma and the decision was confidently relayed to their stakeholders which made it ethical (Lussier & Achua,Ã 2006, pp. 63-64). Leadership Behavior and Motivation Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã On this last part of the book, Lussier and Achua (2006) summarized what the whole book is all about. This is where the authors presented the importance of the behavior, skills and style of leaders in connection with their vital purpose of motivating their people and eventually achieving the common goal of the group. Stated on this chapter were the similarities and difference of the various contents and processes of motivation theories. The authors said that content motivation theories centers on determining and apprehending the needs of the followers. Process motivation, on the other hand, escalates in order to understand how followers prefer behavior to meet what they want. Unlike the two, reinforcement theory is not as concerned about employee needs. This is because it centers on having the followers perform what leaders want them to do through the results given by leaders for their behavior. This is where the use of reward as a means of motivating followers will prove to be of importance. This is not to say that a follower needs to be promised something just to do what has been told. The use of reward system is not to corrupt oneÃ¢â¬â¢s personality and attitude towards work but rather to serve as a compliment and appreciation for a job well done. Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã According to Lussier and Achua (2006), leadership pointed out the significant role of causing the followers to achieve their best personal results as well as to meet the objectives of the organization. The authors emphasized the need for an increased degree of job performance. This is achievable when leaders build a healthy, productive, and motivational working environment that motivates the people to do their best and get their ultimate objectives. The authors added that influencing the people result to a typical but much needed professional competition within the group. This healthy rivalry yields mostly positive effects which will benefit the whole group and its outside customers. The power of the leader to motivate his or her followers through the use of various skills and styles is, therefore, vital for leadership to succeed (Lussier & Achua, 2006, p. 74). Best Leadership Motivation Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã The book identifies the terms influence and change as the keywords which leaders may use in order to adhere to the boundaries of leadership theories, application, and skill development. There could never be a specific leadership tool or style because it oftentimes depends on the circumstances and the people forming the group. However, for the purpose of having an adaptable leadership concept that can be employed, the book by Lussier and Achua (2006) apparently stated that great and effective leaders exemplify the power to influence his or her followers and create change within the group. Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã According to Lussier and Achua (2006), influence is the essence of leadership as it manifests all the leadership tools and styles and other concepts that great and effective leaders employ. The authors also stated that influencing is the change procedure wherein a leader expresses thoughts, gaining understanding and acceptance of these ideas and causing his or her people to support and place into action the ideas. They also explain that effective leaders have the strong power influence the followers who themselves also become effective in influencing others. This process of change called Ã¢â¬Å"influencingÃ¢â¬ also revolves around the relationship between leaders and followers. There can also be circumstances where the leaders and followers often change roles through the said process of influencing. Moreover, since effective leaders know when to lead and when to follow, influencing and laying down specific goals determine the possibility of change. Lussier and Achua (2006), therefore, stressed that continued change is essential in organizations in order to adapt to the rapidly changing global environment and meet the demands of the role of being a leader (Lussier & Achua, 2006, p. 8). Conclusion Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã Leadership has something to do with whom the people are following and for what purpose. As a leader, I influence my followersÃ¢â¬â¢ behaviors thus I should know how to motivate these people and cause an intention of effectively bringing out the best in them. Leadership has its theories, application and ways of development while I have powers that make others want to follow my direction. However, it is the process of influencing the behavior of other people toward achieving a predetermined goal that determines effectiveness on the part of the leaders. Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã The success of my group rests on my kind of leadership and whether I possess the needed leadership qualities. Without my leadership, my group is less effective in its joint effect on their mission. In effect, without my supportive members, I will be frustrated. Compatibility between me and my followers is significant. Some leaders are more effective with particular types of follower while other followers function better with a specific style of leadership. The focus has usually been given on leaders to bring about change, but this responsibility is actually shared. This is because it is not difficult to frustrate the efforts of leadership if persons are unwilling to be led in a particular direction. Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã Leadership also calls for relationships especially if I am compatible with my followers. If we are sort of meant for each other, substantial success is present. I have the power through motivation and it is stimulated through leadership styles. Whether the organizations or leader prefers the achievement oriented leadership style or the others, they can still obtain best results if a little form of collaboration, caring, being receptive to constructive feedback, and adopting understanding skills, are added. I can also motivate based on personality traits, by setting a good example. If I and my organization can be able to motivate our followers, the common goal of productivity and best performance can be met. Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã Ã In knowing the best leadership tool or style, I must be able to adapt my authority to various situations as well as to the different personalities of people I guide. This in effect implies that I should not be limited to only one style given a particular instance and type of people. The various techniques, as presented in the book by Lussier and Achua (2006), can be used to influence people and achieve the same purpose of the group. Aside from the various leadership tools, styles, theories, applications and ways of development, it is foremost,Ã myÃ ability and power to influence my followers and to cause changes in the group, that will stand. Reference Lussier, R. N. & Achua, C. F. (2006). Leadership: Theory, Application, and Skill Development. OH: South-Western Publishing Co.