Motivation: Management and Human Nature Essay

I chose to review “Leading with the Heart Coach K’s Successful Strategies for Basketball, Business and Life” Mike Krzyzewski, Donald T. Phillips, and Grant Hill (Forward), 2001. The book is written by Duke Basketball coach Krzyzewski, in it he recalls some of his most significant games and events in his career. He also offers advice to anyone who is trying to do better in life. Coach K, "There are five fundamental qualities that make every team great: communication, trust, collective responsibility, caring and pride." The book has four sections; Preseason, Regular Season, Postseason, and All-Season. Each section four chapters. In each chapter he provides readers with an understanding into how he selects, learns about, and builds his team.

Coach Boone has a leadership style that inspires others. He is determined, direct, authoritarian, and communicates his vision clearly to the

In conclusion, Although Coach K was originally mentored by Coach Knight as both a player and as an assistant coach; they both have adopted different styles of leadership. They appear to be almost polar opposites, yet have both managed to have done well in their respective field. As the late Emanuel Rohn once said, “The challenge of leadership is to be strong but not rude; be kind, but not weak; be bold, but not a bully; be humble, but not timid; be proud, but not arrogant; have humor, but without folly”. If only Coach Knight had followed this simple statement, how much further would he have gone?

Sports management is a really broad field, therefore I decided to focus on my minor and one of my major interests of this field: coaching. In this paper I will be explaining my personal five building blocks that make up a well-rounded coaching philosophy and coach. Those blocks are; leadership, organization, attitude, respect, and resiliency. Each of these five aspects are equally important and balance each other out. Leadership, the action of leading a group of athletes towards a goal. Organization, being able to organize a team and have a plan in order to help the team achieve goals. Attitude, it is very important for a coach to have a winning and positive attitude that is contagious to the players. Respect, there has to be a good

“At practice, Coach was always shouting the word Dig!” (Ehrmann 2011, pg. 53)What coach doesn’t ask for their players to work harder, dig deeper, or strive? We all do. “But to Coach it always meant: Dignity, Integrity, and Grace.” (Ehrmann 2011, pg. 53). Joe Ehrmann’s book InSideOut Coaching is an amazing look into why coaches coach. My mind was blown. My book looks like a firework display of highlights, underlines, and notes. There are so many ideas in this short book my head swam. The book really made me question the what, why, and how I am coaching. His ideas and opinions are a game changer for me. I can relate to Parade Magazine’s assessment; Joe Ehrmann is “The most important coach in America.” upon completing the book. For me the D.I.G.

Pat Summitt and Mike Krzyzewski are legendary coaches icons that will always be remembered for their lifetime achievements and winning the championships in a unique style. It’s tranquil to say that they are great coaches but what enhanced their ability to be even better was their capability to showcase transformational leadership and emotional intelligence. These two individuals have set a new standard for what the coaches should instill in their personal values to allow them to be consistent in the efforts to inspire a vison, challenge the process, encourage the heart, enable others to act, and model the way.

Being a disciplinary figure instead of a good leader with skills tends to have flaws. Coach K leadership skills stimulated participation and motivation decreased team issues and met the goals at hand. Coach Knight’s method of leading produced the same outcome with the exception of having communication with his students and keeping team morale and motivation high along with keeping issues resolved or at a minimal.

Basketball teams need a coach that believes in them. The team needs a coach that will work hard to help them achieve the goal of winning. They need a coach that communicates and shows interest in each of the players. On the other hand, they need a coach that can be directive, but also supportive. In the case study this week, Shirley was quite the opposite. Conflicting enough, by all appearances she did not have a total grasp of the concept of leadership in coaching basketball. Factors that could cause the lack of leadership could be confidence or even lack of knowledge (Cohen, 2000). In this paper, Shirley’s leadership style and behavior will be discussed, along with looking at situational factors and other leadership styles that

They do not search for the traits or characteristics that define leadership, but seek to identify the behaviors that will have a positive impact on the performance and satisfaction of the followers. This theory focuses on how a leaders behave. I think Coach K was a democratic leader. Democratic leaders allow the team to provide input before making a decision. The degree of the input can vary from each leader. The way a leader behaves clearly impacts their leadership. Coach K was not about just telling you do to something. He said, “A leader cannot just tell people what to do and then expect them to perform well” (101). This quote pretty much sums up the behavioral theory. They do not just want you to tell them what to do, but show them how it is done. Coach K was phenomenal at getting things done; getting the behaviors out of his players that would make them be successful. All of his players wanted to be there. They were not promised things to make them perform better. Coach K told them he would give his all as long as they returned the favor and worked hard.

Motivation and Leadership are intrinsically linked in the fact that one allows an easement in the process of the other. Without the ability to use the mutual relationship of leadership to influence the motivators of followers, leaders stagnate and are limited by their own inability to accomplish all that must be for real change to occur. In less Rostonian terms (that is, based on Rost (1993)), without a motivated group of followers leaders are stranded and not achieving to a level of excellence. This paper will discuss some areas of importance for motivation in leadership as well as an application to leadership theory and a discussion on personal motivators.

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

All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve the situation may board on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). A major problem to address is how to keep the motivation level high in a company when the employees do not feel appreciated.

In reading the first article Coach Knight: The Will to Win, I found the article found Coach Knight to be very offensive and mean to his players. Coach Knight did not display good leadership skills. According to the article, Coach Knight’s drive and passion for excellence was not always received as well as his record of wins and losses Snook, Per low, Delacey, 2005).

Motivation is a very broad term that is discussed in a variety of settings. There is the motivation to perform in a business setting, the motivation to perform on the field of competition, the motivation to provide for friends and family, and the motivation to accomplish goals that have been set. These are all various motivations that any one person can be involved with at any time. According to Maslow, motivation always exists within a person and in various forms, “...motivation is constant, never ending, fluctuating, and complex, and that it is an almost universal characteristic of practically every organismic state of affairs” (Maslow, 1954). As complex as motivation seems, it is everyone’s intention to identify their personal

1-Motivational inclinations can influence gauges and figures at whatever point chiefs trust that the amounts communicated may influence them by and by. For instance, administrators may have a motivator to exaggerate profitability figures to lessen the hazard that the capital dollars designated to their specialty units will be diminished. More unobtrusive predisposition additionally influences gauges gave from chiefs, and the impact can rely upon the person. Task supervisors who endeavor to appear to be fruitful may indicate less cost and abatement plan appraisals to diminish the probability that they neglect to accomplish desires. Then again, venture chiefs who need to be viewed as superior workers may think little of the required work and