Introduction
Leadership is an imperative tool towards the determination of the organisational performance path and sustainable operations. As such, investment into the most applicable and profound styles such as transformational and transactional leadership styles is bound to ensure highly performance-centric employees. Furthermore, including motivational theories towards ensuring highly encouraged employees towards proper performance is advisable towards profitable outcomes. Employees who are highly motivated perform towards meeting both organizational and individual targets set. Furthermore, motivation and proper leadership is bound to ensure maximization of mutual benefits in regards to employees and the organization. Thus, this paper will evaluate motivational theories and leadership styles that maximize and ensure career growth of employees.
Motivational theories for management to maximize benefits for employees in career development
Maslow motivational theory
In reference to Abraham Maslow, there prevail five fundamental facets that focus towards sustenance of performance among employees. As such, from the evaluation of organizations that are highly customer oriented within their operational mandate, it is imperative that the Maslow motivational theory. Its reliance on employees emanates from its communicative framework in operations towards successful operations. Hence, from the analysis of organizations, there are five factors that require an in-depth analysis. Hence, the five factors as per Maslow motivational theory include:
- Self-fulfillment
A should invest highly into a performance mandate that recognizes employee skills and competency. The inculcation of a comprehensive recognition mandate sustains a plausible performance approach within the organization. As proper comprehension of the employee goals and objectives sustain a comprehensive performance mandate (Draft 89).
- Self-growth and development
The inculcation of growth and development develops from the proper appreciation of the organizational performance mandate. Thus, employee appreciation of the organizational role is bound to sustain performance.
- Social requirements
Organizations proved to be highly customer-centric need to meet social requirements. Their operational mandate borrows from its extensive analysis; the organization requires proper analysis of its employee requirements to sustain performance. This, investment into plausible performance through meeting the social requirements through meeting the welfare needs is bound to generate effective performance and outcomes
- Protective needs
- Fundamental needs
The operational mandate of an organization requires proper analysis of the organizational performance facts. Hence, an organization should peg its remuneration within the living wage in US (Bodwell, 56).
Hertzberg motivational theory
The Hertzberg motivational theory focuses on two facets that are imperative within the operational dimension. Accordingly, the two factors denote hygiene and satisfaction factors. The two factors denote the operational path within the organization (Bodwell 56). As the pioneering aspect, the hygiene factors denote the basic aspects of food shelter and clothing that ensure proper performance in the organization. As the second facet denotes the satisfaction that entails the prospect of recognition, employee career growth and development and promotion. As such, through the aforesaid facets, an organization is bound to enhance its performance prospects (Copley 13). Hence, an organization that inculcates the Hertzberg two-factor theories inculcates:
- clarity in the definition of goals and objectives
- inculcation of plausible public relations towards extensive performance
- a proper reward structure that similar to the performance aspects of the organization
- extensive socially based advertisement towards ensuring transparency in operations
Expectancy theory
Thus, from the evaluation of diverse organizations, the inculcation of the expectancy theory is highly plausible. The expectancy theory is based on the notion that employees require an environment whereby their needs are met effectively (Hellriegel & Slocum, 28). Furthermore, cultivation of an open mandate in information relay is the main facet of the operation within the expectancy theory. Hence, as a motivational theory, the management can use it in the following ways:
- Maintaining clarity in the definition of objectives within the organization
- Ensuring a universal reward scheme among the employees that is built on trust is evident
- Relating employee performance to the reward scheme
Leadership styles for effective performance and maximization of employee welfare
There are diverse leadership styles that an organization could inculcate towards plausible operations. The two main leadership styles that are evident within the performance mandate of organizations that can be incorporated towards successful performance. Transactional and transformational leadership styles are the evident leadership approaches towards successful operations.
Transactional leadership style
Thus, from the analysis of various organizations, the company’s leadership mandate exudes a transactional approach in operations. The analysis of the transactional leadership style exudes a performance mandate that aims towards sustenance of operations through meeting the targets set. Accordingly, analysis of the targets set is a bottom line mandate in the transactional leadership approach. Through the transactional leadership approach, an organization is bound to meet the targets set and ensure an increasingly plausible performance mandate by the inculcation of reward schemes and performance standards. The management of numerous employees emanates from proper transactional based approaches in leadership that focus on ensuring intensive performance of employees towards successful and profitable outcomes.
Transformational leadership style
On the other hand, the transformational leadership style makes proper focus on the employee welfare within the operational facet. Investment into employee welfare focuses on their motivation, skill and competency aspects. Through an analysis of the aforesaid aspects, the organization is bound to ensure proper performance prospects. Thus, from the analysis of various organizations the investment into an operational approach that focuses on employee welfare aspect is critical towards high output from employees (Draft 89). Analysis of employee welfare emanates from an inclusive approach in the evaluation of employee performance. Through an analysis of employee performance, the organization incorporates highly inclusive management approach. An inclusive approach focuses on sustainability in performance, profitability and sustainability in operations. As such, investment into open communication and including employees in the decision-making aspects of the organization is bound to prevail through the transformational leadership style. All in all, the transformational leadership style focuses on inclusivity in the operational dynamics of an organization. Employees through the transformational leadership style comprehend the organizational vision, mission and targets thus resulting into employees that exude the organizational culture.
Conclusion
Motivation and leadership are two inclusive aspects towards maximizing employee performance and ensuring career growth of an individual. First and foremost, from the above analysis, it is evident that transactional and transformational leadership styles are pivotal towards employee performance, welfare growth, and profitable outcomes. Thus, from the analysis of transactional leadership style, the incorporation of reward schemes and performance standards are two proper tools towards ensuring highly performing employees. Additionally, the transformational leadership strategy focuses on enabling an inclusive approach in the management and running of organizational operations. Maintenance of an open, communicative environment is significant for employees to understand what is expected of them and the approaches towards meeting the targets set. On the other hand, the inculcation of motivational theories is pivotal towards sustenance of highly encouraged employees towards meeting the goals set. Employees who are widely motivated perform towards meeting the organizational goals. From the above evaluation, Hertzberg, Maslow and expectancy theories are pivotal towards successful performance outcomes. Motivational theories necessitate an effective and enabling environment for operational profitable growth.
Works Cited:
Bodwell, C. Total responsibility management. New York: Greenleaf Publishing.2012.
Copley, J. Marketing communications management. London: Routledge. 2013.
Daft, R. New era of management. Chicago: Cengage Learning. 2011.
Hellriegel, D., & Slocum, J. W. Organizational behavior (13th ed.). Mason, OH: South-Western Cengage Learning. 2011.
