, ‘Chuck Mackinnon’s Leadership Effectiveness Who’s Problems’

Motivation is derived from an internal force that provides an individual the opportunity to achieve their needs or goals. People are motivated by a variety of things and often have different motivating factors. Employers should be mindful of individual motivating factors when attempting to motivate staff to increase performance. While some people may be motivated by money, many are motivated by things like: recognition, promotion, and increased responsibility. Once an employer has identified motivating factors they are able to analyze a variety of motivational theories to design and implement a program that will motivate employees to go above and beyond what is expected of them.

In any workplace, workers are no doubt the essential mainstay that holds any business or corporation together. Employees achieve important tasks to help the company’s long term vision and goals to be successful and efficient. A business can’t be successful without a proper management that is why it is important for employees to enjoy going to work and they also have maintain a positive attitude while being productive and completing tasks. Motivation is what gives a person the purpose to perform or behave in a certain way with the desire or willingness to gain something. There are two types of motivations, motivation that comes from a person and motivation that comes from materially goals. It is very necessary that employers keep their employees motivated and encourage them to perform above expectations.

The definition of leadership is the action of leading a group of people or an organization. Leadership is not a title; however, it is the ability to persuade, convince, conduct, motivate, and inspire individuals to engage with a vision to the achievement of a goal. The challenge that leaders have is to be able to adapt or adjust their leadership style to each situation. Some leaders might find that being more commanding or authoritative to their employees is more effective, however some may find being more democratic and giving their employees a voice is more meaningful. Based on the six leadership styles created by Daniel Goleman, this paper will introduce and analyze the leadership effectiveness of three successful CEOs: Michael Eisner, Larry Ellison, and Andrea Jung. It will briefly explore their background, how they became successful, and how they lead/led their companies.

The purpose of this paper is to discuss motivation in the workplace. To have a successful company, employee must be motivated enough to work and get the job done. One way have success in the workplace is to define the morale and motivate employees. The human resource department or the manager are typically the personnel to identify the employees needs by either observing the generation, the psychological contract, or the main theories that were postulated by Victor Vroom (Vroom's expectancy theory), Abraham Maslow (hierarchy of needs), Frederick Herzberg (theory of motivation), Douglas McGregor (theory X and Y).

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

For this assignment, I am going to describe and discuss several motivation theories. Then I will compare and contrast different aspects of the theories to each other and discuss how the different theories relate to my workplace.

“The expectancy theory argues that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual” (Ramlall, 2004). There are three factor that are seen has to how behavior is directed. These components are referred to as Expectancy, Instrumentality, and Valance. Expectancy is the belief that increased effort will lead to increased performance (Ramlall, 2004). With the expectancy component people believe that if they work harder it will be a better outcome. In order for this expectancy component of the Expectancy theory to be a positive one, employees must have the tools and resources that they would need to put forth a great deal of effort (Lunnenburg, 2011). This is where the training aspect in our motivation plan will come into effect, if where can provide employee with the right resources and tool, and provide a positive work environment, the employee will place high effort to achieve the goal.

Human Resources is dependent on the success, happiness, and contentment of employees that keep the business on course. Motivation is one of the best ways to push employees forward while making sure everyone is in a comfortable position in their job. Motivational theories just attempt to explain what motivates or makes people act the way that they do. The goal of understanding these theories and their outcomes is to ensure a better performance from each employee, and to give each of those employees the best situation they can have in the workplace. Visionaries such as Abraham Maslow, Frederick Herzberg, and Henry A. Landsberger also brought forward new ways of management and ways to handle internal situations that changed the landscape of human resources as a whole. Motivational theories instituted in the workplace have a commonly positive effect on both employees and management, showing that it is important to strive for proven motivational practices.

The internal process that makes a person move toward a goal is known as motivation. Researching this topic allows the researcher to better understand how Herzberg’s Two Factor theory is utilised in the workplace. Also, having this information can allow managers and bosses to improve level of efficiency in employees or lead to achievement of organisational goals, thus helping towards a successful business.

Motivation is one of the most important tools in today’s workplace. Managers use motivation to inspire and influence people to work, both independently and team-wise, to produce the most efficient and effective results and productivity. They want to inspire employees to work toward organization’s goals. Moreover, in order to have an impact on employees, managers need to identify and understand what factors drive their employees. Some questions that manager should ask include: What kind of work environment will motivate people? What are the necessary rewards, both intrinsic and extrinsic, to encourage high performance and help maintain motivated performance? In management and organizational behavior, there are numerous theories of motivation, this paper will look specifically at Maslow’s Hierarchy of Needs and its claim on what motivates people.

By this theory, the individuals have their own goals and their desirability of the outcome determines their motivation. Each time the worker makes a choice, whether to do, or not to do and this implies that management should encourage the workers to work not only with financial but also non-financial rewards. The Expectancy theory is based on three key elements (Brian Francis Redmond):

The objective of this paper is to apply the knowledge learned in class by studying the leadership characteristics and styles of a leader and what contributed to his/her successes and failures.

The subject of motivation has been an important component in both theoretical and applied literature. There are many reasons why the motivational theories have generated so much discussion. In an organization motivation has been considered an important factor because employee motivation is considered essential for an organization 's status within the business environment and the community. The two motivation theories selected for this paper is Maslow’s Hierarchy of Needs and Herzberg hygiene factors.

The literature review, explain the theories which are related to the case study’s problems in order to the motivation and satisfy employees’ needs. There are three important theories include; organizational motivation justice, Maslow’s hierarchy needs theory, and expectancy theory.

Behavior based motivation such as Equity Theory, Expectancy Theory and Reinforcement Theories are built on the premise that employee behavior is directly linked to the consequences of their actions.