MSL 30 XX COOPER
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MSL30LESSON.docxMSL 30 LESSON
This unit’s lesson is true to the objective of the leader (among many things) being a relationship builder. One true essence of a leader is to motivate others, bring out the best in them, encourage them, and nurture them to one day have the initiative to fulfill their own drive and passion. Motivation, like leadership, is an ongoing practice, and the challenge is not in how to motivate but the means of motivation. Think about this: Every day you get up, dress, go to work, go to school, eat, exercise, play, cook, clean, and so on. Each task receives some form of a means, an outcome, or a reward. For example, we dress for appearance, we go to work for pay, we go to school for a grade, and we eat to nourish our body. This may sound simple, but even in our daily routine, we are either intrinsically or extrinsically rewarded by our actions.
Similar to our personal routine, our professional activities are mirrored by the outcome of a reward. Daft (2015) defines intrinsic rewards as an “internal satisfaction and enjoyment a person receives in the process of performing a particular action” (p. 227). Intrinsic rewards are typically internal, and the individual receives satisfaction, competence and fulfillment from an accomplishment. The task is a behavior that satisfies the higher need of an individual. On the opposite side of the spectrum are extrinsic rewards. Extrinsic rewards satisfy the lower needs such as basic safety, security, and comfort, and they “are given by another person, typically a supervisor, and include promotions and pay increases” (Daft, 2015, p. 227). Leaders approach each reward as a motivational tool to meet the needs of the organization with a primary focus on meeting the higher needs of employees.
There are numerous theories prevalent to motivation with each having a focus on needs—in particular, needs
that motivate individuals. Maslow’s hierarchy of needs theory “proposes that humans are motivated by multiple needs and those needs exist in a hierarchical order” (Daft, 2015, p. 230). Maslow’s order, commonly referred to as a five stage model, begins with basic, physiological needs (safety and love), followed by safety needs (security and stability), then love and belongingness from work, family, and friends. Next are the esteem needs (achievement, status, and self-respect), and last are self-actualization needs (self-fulfillment and peak experiences). It is to be noted that one must satisfy the lower-level needs before progressing to a higher level. Successful leaders realize and support the capability of those that seek to attain the highest
level yet realize that obstacles and challenges may prevent one from progressing from one lower need to a higher need.
Comparable to and complimenting Maslow’s theory is Frederick Herzberg’s two-factor theory. Herzberg (as cited in Management Study Guide, n.d.) states, “there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction” (para 1). Herzberg classifies the two factors as hygiene and motivators. Hygiene factors include pay, policies, benefits, working conditions, status, interpersonal relations, and job security. Each factor symbolizes physiological needs. Inherent to intrinsic rewards are the motivational factors, which include recognition, achievement, growth opportunities, responsibility, meaningful work, and performance. Herzberg’s theory implies that leaders need to utilize employees’ skills and competence, and work needs to be stimulating and rewarding, improving overall work quality.
Each theory is important to employee motivation, but what about empowerment? Daft (2015) states, “empowerment refers to power sharing, the delegation of power or authority to subordinates in the organization” (p. 241). Empowerment is a motivation enhancer that satisfies the higher needs of employees. The following factors are necessary for employees to be truly empowered and perform their jobs effectively:
knowledge of the company’s performance,
training and development of skills,
power to make substantive decisions,
understanding of the impact and meaning of their jobs, and
rewards based on company performance.
Motivating employees is a critical component of leadership, but the core lies within the message that is deciphered as communication. We all know communication is a process that typically has a sender (transference) and receiver (understanding), but how leaders communicate with others can influence as well as motivate the individual to perform, attain, and accomplish industry goals and objectives. Daft speaks of leaders being a communication champion whose primary role is to build trust and commitment among individuals in meeting an organization’s vision and strategy. Keep in mind a leader’s communication is purpose driven, directing “everyone’s attention toward the vision, values, and desired outcomes of the group
(Daft, 2015, p. 264). A communication champion leader is open minded, has a willingness to actively listen, uses candour, is a good story teller, asks inquisitive questions, and is a strategic communicator.
Listening is the key to all effective communication. This is an area where we all could dedicate more time to and be more responsible in clearly understanding the importance of effective listening. Leaders use listening as a relationship builder and understand that hearing is the noise that surrounds us, yet listening is a communication process to accurately receive and interpret the message. When we listen, we foster the skill in
others by acting as a model for positive and effective communication. The 10 keys to effective listening are listed below (Daft, 2015):
1. Listen actively.
2. Keep an open mind.
3. Resist distractions.
4. Capitalize on the fact that thought is faster than speech.
5. Seek understanding.
6. Judge content, not delivery.
7. Hold one’s fire.
8. Listen for ideas.
9. Work at listening.
10. Show respect (p. 268).
We all can apply one or more of these steps to be a better listener. Followers can also continuously improve and become the best listeners possible. Let’s effectively strive to pay close attention to the message being stated, keep eye contact on the speaker at all times, ask questions, paraphrase the message, and remain positive throughout the communication process to enhance the relationship among one another and become a more effective listener and communicator
