Leadership, Motivation, and Job Design

This assignment examines the crucial role of leadership and job design in fostering employee motivation within an organization. The author draws upon personal experience to illustrate how a shift towards a more democratic workplace culture, coupled with implemented training programs and employee appraisal systems, significantly improved employee retention and engagement. Additionally, the importance of job enrichment through rotational tasks and expanded job scope is highlighted as a key driver of motivation and job satisfaction for IT professionals.

Running head: LEADERSHIP AND PERFORMANCE
Leadership and Performance
Name of the Student:
Name of the University:
Author note:

1LEADERSHIP AND PERFORMANCE
Importance of Intrinsic Motivation in an Organization:
Earlier, the organization I work for, used to provide a competitive salary, as well as a
highly lucrative incentive plan, and hence the management ensured that anyone who works extra
hard does not stay unrewarded. Yet, the employee turnover rate was high, and I myself was
unable to feel content with the workplace culture, that was highly autocratic, as well as the lack
of career advancement prospects. However, soon as we communicated the issue to the
management, after two long years, the company revised its human resource policies. Now, our
company has introduced a bi-annual training program, for every deserving employee who would
be able to complete professionally certified management courses to upgrade their existent skills.
The autocratic culture has been substituted by an employee-friendly, democratic culture where
everyone is allowed to engage in the corporate decision-making process. As my colleagues and
co-workers started realizing that their opinions are getting valued as well, they started feeling
content, and their engagement level also increased. They would themselves come up with
important suggestions and recommendations and conduct internal training for organizational
success. Gradually, the retention rate has increased over the years. The employees have started to
value the employer-employee relation at large. Earlier, the company would pay us incentives for
working overtime, and yet there was no provision for appraisal programs. Recently, the company
also appraises employees through proper employee appraisal employees and provides regular
feedback to the employees on their performance. This has helped in building a close relation
between the management and the employees, and has motivated the employees to stick to the
company for longer period.
Job Design and Employee Motivation:

2LEADERSHIP AND PERFORMANCE
The job design of the company I work for, is one of the chief factors that has resulted in
high level of motivation at workplace. As an IT expert, although my work is tedious at times, the
effective job design has helped in eliminating any form of boredom associated with my job. My
organization offers rotational job to the employees. As a result, I do not require to cling to my IT
jobs only, but at other times, at least thrice a week, I am also allotted the task of subordinate
training and supervision. As I feel bored doing the same tasks, I remain assured that I will soon
get to do some other kinds of work as well. This is why I never get totally drained while serving
my employer. My present boss understands that it is normal for IT employees like me to get de-
motivated and exhausted, doing the same work over and over again. This is why, he also
enlarges the job scope of each employee, whereby we stay stimulated being offered more
challenging tasks on certain days. We are also allowed to plan, direct and supervise our own
performance, and at least once a week the challenging tasks assigned to us, help in keeping us
engaged in a better way. This form of job enrichment has helped in increasing the motivation of
most of us, has added greater variety to our works and has offered far more autonomy at
workplace than before.

3LEADERSHIP AND PERFORMANCE
Reference List:
Cerasoli, C.P., Nicklin, J.M. and Ford, M.T., 2014. Intrinsic motivation and extrinsic incentives
jointly predict performance: A 40-year meta-analysis. Psychological bulletin, 140(4), p.980.
Taylor, J., 2014. Public service motivation, relational job design, and job satisfaction in local
government. Public Administration, 92(4), pp.902-918.