HCS 325 Motivational Methods
Motivational Methods Paper
HCS 325
October 17, 2011
MOSUNMOLA ADEYEMI
Motivational Methods Paper
It is the leader’s responsibility to provide a work environment that instills confidence and motivation in the people they lead. Once of the key elements of such an environment is trust. Leadership is the art of influencing and directing people to accomplish the mission. The manager inspires and motivates his or her staff to accomplish unit goals and mission. A supervisor must be able to receive bad news from their followers. A leader’s success can be measured by their trust in bringing the manager bad news. The success as a supervisor and the success of any organization rests on finding what is not working and fix it. This trust …show more content…
develops from the first encounter with each follower then continues to throughout the relationship. The effective leadership and management of people simply require the supervisor to match the appropriate leadership style to the development level of the follower. In the military, we as supervisors are taught to motivate and lead our followers through instructing, coaching, supporting and delegating.
As a supervisor, there are times when you must give direction and provide control. Instructing is defined as the extent to which a supervisor begins and engages in one-way communication. The supervisor provides written and verbal roles, expectations, and purpose of the mission to the followers and the supervisor’s goal is to train them to do the job. Initially, problem solving and decision making are done solely by the supervisor. Solutions and decisions are announced, communication has to go both ways with the leader and follower as the learning process progresses, and implementation is closely supervised. The supervisor structures followers’ progress at all times. The supervisor directs the follower on what, when, where, why, and how to do a task and ensures followers are trained to do the job by providing them with job-related skills and knowledge. There is close supervision to ensure followers have all the tools they need to do their job. The supervisor is in complete control of the leader/follower situation. Three words can be commonly associated with instructing: structure, control, and supervision. According to Awan, Zaidi, and Naz (2011),” It was concluded that subjects working under high directive and participative leadership have positive relationship with job expectancies and were more motivated, when the task was structured” (p. 139). Instructing can be inspiring it is beneficial to staff when the supervisor to shares his or her experience, direction, and knowledge.
Coaching is a leadership style in which the supervisor provides a great deal of direction and instruction.
The manager also makes a point to hear the follower’s thoughts, opinions and feedback as well as the follower’s ideas and suggestions. While two-way communication and support are increased, control of the situation still remains with the supervisor. The leader moves into the role of the mentor and begins to facilitate the follower’s development. The supervisor is open and shows reciprocation to the follower during coaching. When using the coaching style of leadership, the supervisor also focuses on increasing the follower’s confidence in his or her skills, knowledge, and abilities. The supervisor mentors the follower by answering questions and providing direction, guidance, and support. The manager takes to time to encourage and develop a relationship with his or her staff that will be better able to address the needs the …show more content…
followers.
When a supervisor is supportive, the focus of day to day decision-making and problem solving shifts from the leader to the follower. The supervisor’s role is to give recognition (when appropriate), to listen, and to facilitate the problem-solving and decision-making process for the follower. When using the supporting style the supervisor begins to enable the followers to perform the mission themselves while providing support and encouragement. This behavior is considered supportive and is defined as the extent to which a manager engages in two-way communication, listens, facilitates interaction, and involves the follower in the decision making. There are three words that are commonly associated with supportive behavior: praise, listening, and facilitation. Supportive behavior is what a leader does to encourage their followers. A supervisor uses the supportive style of leadership to provide positive reinforcement for a job well-don. A manager will make the time to build the confidence followers need in their ability to do the job. Leaders take the time to help followers understand that their job is important. The supervisor will explain how the job fits into meeting organizational goals and objectives. According to Walumbwa, Cropanzano, and Goldman (2011) “Supervisors are an important “means” by which subordinates perform their jobs. That is, employees need the support of their supervisors to do their jobs” (p. 749).
As a supervisor, he or she will discuss problems and procedures with their people. When the followers are trained properly and committed to the success of the mission, decision making can be delegated totally to the people who will be the job. Managers should challenge subordinates by delegating tasks, taking into account the risk for the company. Moreover, managers should be able to assess the abilities of their subordinates and assign tasks and responsibilities accordingly (Swank and Visser, 2006).
As the manager, he or she can empower their staff to do the job by giving them responsibility and authority necessary to complete the job. The supervisor still uses supportive behavior, guidance, and instruction behavior once there is assurance that their people are competent and committed. Followers are given responsibility to carry out decisions both the supervisor and follower have agreed on. The manager gives their staff the power and autonomy to perform tasks. The follower is given freedom to use his or her creativity, knowledge, and instruction to solve problems also perform the task in a safe environment. When a leader delegates tasks, they empower their staff the authority he or she feels the follower can handle. The manager will ensure they have reached the appropriate development level. It is good for the leader to communicate to others in the group that he or she has delegated authority to specific individuals. The manager does also need to inform his staff that he or she is still accountable for all ending results. Even though the supervisor delegates authority to his or her follower, he or she is still responsible for the completion of the unit’s tasks and
mission. The leader is obligated to create a healthy and productive work environment that inspires self-assurance and inspiration to the people in their unit. The manager provides inspiration and motivation to all his or her staff to complete unit objectives. The accomplishments of a leader and the achievement of any group depends on defining what balance works for all. With trust between the leader and his or her staff, a process to build a trusting relationship is necessary throughout their time in their careers. The military teaches new supervisors and leader to encourage their troops through instructing, coaching, supporting and delegating.
References
Awan, R., Zaidi, N. R., & Naz, A. (2011). Task Structure as Moderator of College Principals’ Leadership Behavior and Their Subordinates’ Outcomes. International Education Studies, 4(1), 134-44
Swank, O.H. & Visser, B. (2006, May). Motivating Through Delegating Tasks or Giving. Forthcoming Journal of Law, Economics and Organization, 1-20.
Walumbwa F.O., Cropanzano, R., & Goldman, B.M. (2011). How Leader-Member Exchange Influences Effective Work Behavior. Personnel Psychology, 64, 739-770.
Grading Criteria
Motivational Methods Paper
This assignment is due in Week Four.
Content
60 Percent
Points Available
15
Points Earned
X/X
Additional Comments:
At least 3 motivational methods are discussed.
Each method is properly analyzed and presented.
Each method includes how it would be implemented.
Organization/Development
20 Percent
Points Available
5
Points Earned
X/X
Additional Comments:
The paper is 1050 to 1400 pages in length.
The introduction provides sufficient background on the topic and previews major points.
The conclusion is logical, flows, and reviews the major points.
Mechanics
20 Percent
Points Available
5
Points Earned
X/X
Additional Comments:
The paper—including tables and graphs, headings, title page, and reference page— is consistent with APA formatting guidelines and meets course-level requirements.
Intellectual property is recognized with in-text citations and a reference page.
The paper is laid out with effective use of headings, font styles, and white space.
Rules of grammar, usage, and punctuation are followed; spelling is correct
Total Available
Total Earned
25
HCS 325
October 17, 2011
MOSUNMOLA ADEYEMI
Motivational Methods Paper
It is the leader’s responsibility to provide a work environment that instills confidence and motivation in the people they lead. Once of the key elements of such an environment is trust. Leadership is the art of influencing and directing people to accomplish the mission. The manager inspires and motivates his or her staff to accomplish unit goals and mission. A supervisor must be able to receive bad news from their followers. A leader’s success can be measured by their trust in bringing the manager bad news. The success as a supervisor and the success of any organization rests on finding what is not working and fix it. This trust …show more content…
develops from the first encounter with each follower then continues to throughout the relationship. The effective leadership and management of people simply require the supervisor to match the appropriate leadership style to the development level of the follower. In the military, we as supervisors are taught to motivate and lead our followers through instructing, coaching, supporting and delegating.
As a supervisor, there are times when you must give direction and provide control. Instructing is defined as the extent to which a supervisor begins and engages in one-way communication. The supervisor provides written and verbal roles, expectations, and purpose of the mission to the followers and the supervisor’s goal is to train them to do the job. Initially, problem solving and decision making are done solely by the supervisor. Solutions and decisions are announced, communication has to go both ways with the leader and follower as the learning process progresses, and implementation is closely supervised. The supervisor structures followers’ progress at all times. The supervisor directs the follower on what, when, where, why, and how to do a task and ensures followers are trained to do the job by providing them with job-related skills and knowledge. There is close supervision to ensure followers have all the tools they need to do their job. The supervisor is in complete control of the leader/follower situation. Three words can be commonly associated with instructing: structure, control, and supervision. According to Awan, Zaidi, and Naz (2011),” It was concluded that subjects working under high directive and participative leadership have positive relationship with job expectancies and were more motivated, when the task was structured” (p. 139). Instructing can be inspiring it is beneficial to staff when the supervisor to shares his or her experience, direction, and knowledge.
Coaching is a leadership style in which the supervisor provides a great deal of direction and instruction.
The manager also makes a point to hear the follower’s thoughts, opinions and feedback as well as the follower’s ideas and suggestions. While two-way communication and support are increased, control of the situation still remains with the supervisor. The leader moves into the role of the mentor and begins to facilitate the follower’s development. The supervisor is open and shows reciprocation to the follower during coaching. When using the coaching style of leadership, the supervisor also focuses on increasing the follower’s confidence in his or her skills, knowledge, and abilities. The supervisor mentors the follower by answering questions and providing direction, guidance, and support. The manager takes to time to encourage and develop a relationship with his or her staff that will be better able to address the needs the …show more content…
followers.
When a supervisor is supportive, the focus of day to day decision-making and problem solving shifts from the leader to the follower. The supervisor’s role is to give recognition (when appropriate), to listen, and to facilitate the problem-solving and decision-making process for the follower. When using the supporting style the supervisor begins to enable the followers to perform the mission themselves while providing support and encouragement. This behavior is considered supportive and is defined as the extent to which a manager engages in two-way communication, listens, facilitates interaction, and involves the follower in the decision making. There are three words that are commonly associated with supportive behavior: praise, listening, and facilitation. Supportive behavior is what a leader does to encourage their followers. A supervisor uses the supportive style of leadership to provide positive reinforcement for a job well-don. A manager will make the time to build the confidence followers need in their ability to do the job. Leaders take the time to help followers understand that their job is important. The supervisor will explain how the job fits into meeting organizational goals and objectives. According to Walumbwa, Cropanzano, and Goldman (2011) “Supervisors are an important “means” by which subordinates perform their jobs. That is, employees need the support of their supervisors to do their jobs” (p. 749).
As a supervisor, he or she will discuss problems and procedures with their people. When the followers are trained properly and committed to the success of the mission, decision making can be delegated totally to the people who will be the job. Managers should challenge subordinates by delegating tasks, taking into account the risk for the company. Moreover, managers should be able to assess the abilities of their subordinates and assign tasks and responsibilities accordingly (Swank and Visser, 2006).
As the manager, he or she can empower their staff to do the job by giving them responsibility and authority necessary to complete the job. The supervisor still uses supportive behavior, guidance, and instruction behavior once there is assurance that their people are competent and committed. Followers are given responsibility to carry out decisions both the supervisor and follower have agreed on. The manager gives their staff the power and autonomy to perform tasks. The follower is given freedom to use his or her creativity, knowledge, and instruction to solve problems also perform the task in a safe environment. When a leader delegates tasks, they empower their staff the authority he or she feels the follower can handle. The manager will ensure they have reached the appropriate development level. It is good for the leader to communicate to others in the group that he or she has delegated authority to specific individuals. The manager does also need to inform his staff that he or she is still accountable for all ending results. Even though the supervisor delegates authority to his or her follower, he or she is still responsible for the completion of the unit’s tasks and
mission. The leader is obligated to create a healthy and productive work environment that inspires self-assurance and inspiration to the people in their unit. The manager provides inspiration and motivation to all his or her staff to complete unit objectives. The accomplishments of a leader and the achievement of any group depends on defining what balance works for all. With trust between the leader and his or her staff, a process to build a trusting relationship is necessary throughout their time in their careers. The military teaches new supervisors and leader to encourage their troops through instructing, coaching, supporting and delegating.
References
Awan, R., Zaidi, N. R., & Naz, A. (2011). Task Structure as Moderator of College Principals’ Leadership Behavior and Their Subordinates’ Outcomes. International Education Studies, 4(1), 134-44
Swank, O.H. & Visser, B. (2006, May). Motivating Through Delegating Tasks or Giving. Forthcoming Journal of Law, Economics and Organization, 1-20.
Walumbwa F.O., Cropanzano, R., & Goldman, B.M. (2011). How Leader-Member Exchange Influences Effective Work Behavior. Personnel Psychology, 64, 739-770.
Grading Criteria
Motivational Methods Paper
This assignment is due in Week Four.
Content
60 Percent
Points Available
15
Points Earned
X/X
Additional Comments:
At least 3 motivational methods are discussed.
Each method is properly analyzed and presented.
Each method includes how it would be implemented.
Organization/Development
20 Percent
Points Available
5
Points Earned
X/X
Additional Comments:
The paper is 1050 to 1400 pages in length.
The introduction provides sufficient background on the topic and previews major points.
The conclusion is logical, flows, and reviews the major points.
Mechanics
20 Percent
Points Available
5
Points Earned
X/X
Additional Comments:
The paper—including tables and graphs, headings, title page, and reference page— is consistent with APA formatting guidelines and meets course-level requirements.
Intellectual property is recognized with in-text citations and a reference page.
The paper is laid out with effective use of headings, font styles, and white space.
Rules of grammar, usage, and punctuation are followed; spelling is correct
Total Available
Total Earned
25