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From many years researchers across the world are working hard to determine the relationship between leadership and motivational theories. Motivational concepts are important in order to understand leadership processes. It can be observed that most of these theories concentrate, primarily, on the significance of the behavior of a leader but in the process they either ignore or unconsciously sideline the impact of motivation. It is not possible to measure motivation directly; it has to be derived from the reports or results of the performance outcomes.
The difficulty in making these inferences is due in part to the complex and dynamic nature of the subject and in part to the presence of multiple causative factors. One has to first understand and define the concept of motivation - the concept of motivation in itself lacks a crystalline definition and the same can vary from one person to another. According to many theories motivation can be defined as 'an attempt to get [url=http://www.sandvikfw.net/shopuk.php]hollister sale[/url] someone moving'. (Porter, Bigley & Steers, 2003)
It is important for an organization to attract people who work efficiently to achieve their personal goals all the while fulfilling the goals of the organization. From the organization's point of view motivation can be defined as 'increasing interest of the employees in their attendance, efforts and productivity'. Having said this, it is overwhelmingly complex to measure impact of leadership on the motivation of an employee it leads.
Generally, the outcome of the performance of its employees or that of the performance of a company is considered as a parameter to measure impact of its [url=http://www.mnfruit.com/louboutinpascher.php]louboutin[/url] leadership on the motivation of the employees although there is a possibility that a leader will motivate the employees without making any substantial difference to their performance whatsoever. At the same time it is also likely that a leader will improve performance of the employees without increasing, or improvising on their motivation. Thus there is an inherent limitation to such theories. (Steers & Sanchez-Runde, 2001)
Specific circumstances and their relation with the style of leadership plays important role in determining effectiveness of a company's leadership. There are many leadership styles; each style useful in its own way depending on the situation [url=http://www.mquin.com/giuseppezanotti.php‎]giuseppe zanotti soldes[/url] in which it is employed. Over-use, under-use and miss-use of any leadership style can prove fatal to the organization. Success of any leader and his leadership style depends on several factors such as responsibility, flexibility, clarity and commitment to name a few. Some leadership styles and their effectiveness are mentioned in the following.
In Autocratic leadership, the leader makes decisions without consulting anyone. This leadership style completely [url=http://www.rtnagel.com/louboutin.php]louboutin pas cher[/url] depends on the leader. Each and every decision depends on the leader's point of view regarding that issue.
In businesses where quick and decisive decisions are necessary, Autocratic leadership style can prove helpful as unwavering decisions can be taken without lengthy consensus at the right time. On the down side, there can be issues such as disaffection and de-motivation amongst employees because they are not involved in the decision making process. (Javed, 2009)
In the democratic leadership style, leadership qualities are accented throughout the organization. In [url=http://www.ilyav.com/isabelmarant.php]isabel marant sneakers[/url] this leadership style suggestions from all quarters are imparted due consideration before decision is made. Different perspectives are considered for making a decision in this leadership style.
Democratic leadership style involves opinion of the employees and there is a sense of ownership among the employees thus it can be helpful in increasing motivation of the employees. Democratic leadership style is good for sharing of experiences and ideas.
The only issue with democratic leadership style is that it can delay the decision making procedure because it considers opinions from all quarters.
Laissez-Faire leadership style is also termed as the 'let it be' way of decision making because responsibility of decision making is shared by all. Laissez-Faire leadership style is quite useful in business that requires many creative minds and gives importance to innovative ideas. Here employees or people involved in the organization are in control of their work life and that is highly motivational. Laissez-Faire leadership style depends on coordinated team work.
Just like democratic leadership style Laissez-Faire leadership style is also highly time- consuming.
Paternalistic leadership style ideally designed for supporting the staff. In Paternalistic leadership the leader behaves as a father figure. In this leadership style, a Paternalistic leader makes all the decisions where he may or may not consult rest of the employees.
Issue with this leadership style is, just like Autocratic leadership it is highly dependent on one person. (Javed, 2009).
As mentioned before there is no fixed definition to motivation, the same applies to motivational theories. Motivational theories tend to depend on various perspectives and they can [url=http://www.gotprintsigns.com/abercrombiepascher/‎]abercrombie pas cher[/url] vary from person to person. Some of the prominent motivational theories are mentioned in the following.
This theory was proposed by [url=http://www.rtnagel.com/airjordan.php]nike air jordan pas cher[/url] Maslow. It concentrates on [url=http://www.gotprintsigns.com/abercrombiepascher/‎]abercrombie soldes[/url] various needs of the employees such as;
The most basic needs; Psychological needs involve basic amenities like food and water.Safety needs also involve basic amenities like shelter and security. Social needs [url=http://www.ilyav.com/uggpascher.php]boots ugg pas cher[/url] are important for increasing motivation of the employees; social needs involve love and belongingness. This is the highest and the most important need, it includes complete utilization of potential of the employee and that can be achieved through self-development and self-realization. (Maslow, 1954)
Herzberg's Two Factor Theory is largely also known as the Motivation Hygiene Theory. This theory proposes that motivation of the people can be increased by satisfying their two basic needs. (Herzberg, 1966)
1. Human needs essential for growing psychologically
2. Animal needs essential for avoiding pain
Expectancy Theory has been the most popular theory in recent times. Most of the organizations prefer Expectancy Theory for increasing motivation of the employees. Victor Vroom proposed this theory in 1964. This theory proposes that if employees are rewarded adequately for all their efforts and hard work they get motivated to perform better as they know that with increase in performance they can get better rewards. McClelland's Theory of Need proposes that, there are three broad motives that can be used to drive the employees towards better performance.
1. Influence
2. Affiliation
3. Achievement
According to the Goal Setting Theory, if specific goals are set to an employee or a team of employees, each employee gets clear idea of what exactly is expected of him and that plays vital role in increasing his motivation.
This theory is different from Goal Setting Theory in that the Reinforcement Theory believes in behavior control. In Reinforcement Theory external events are responsible for controlling and reinforcing behaviors.
It is extremely important that the practice of management is related to the motivation theory. Management should be able to motivate employees to do things that they want done. Various theories are proposed by researchers all [url=http://www.1855sacramento.com/peuterey.php]peuterey[/url] over the world to increase motivation of the employees. Most of these theories speak about various needs of the employees that should be satisfied in order to motivate them.
There should be genuine efforts to motivate employees. There are many ways to achieve that. Existing theories can be expanded and modified to derive specific theories that are suitable for the organization. Realities of contemporary workplaces are changing with time and motivation theories should be able to practically accommodate all these changes. Today's organizations tend to concentrate on short term goals and thus time becomes pivotal for these organizations.
Employees are highly aware of their career flow; employees tend to work with [url=http://www.mxitcms.com/abercrombie/]abercrombie milano[/url] far more coordination than ever before. Work generated feelings can influence many dimensions of [url=http://www.ilyav.com/isabelmarant.php]isabel marant pas cher[/url] behavioral outcomes such as persistence, intensity and direction through set of direct and indirect paths. Direct influence can also indirectly affect behavior through goal commitment and effect on the goal level along with some other key judgment components. Motivation theory that can satisfy all these factors can prove beneficial for the organization.

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