Leadership and Management: Collaboration with Stakeholders and Motivation Techniques

This article discusses collaboration with stakeholders and motivation techniques in leadership and management. It covers accessing key stakeholders, their expectations and challenges, collaboration techniques, consequences of delay, demotivating factors, motivation techniques, Herzberg theory, and self-motivation techniques.

Running head: LEADERSHIP AND MANAGEMENT
Leadership and Management
Name of the Student
Name of the University
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Table of Contents
Task 1: Collaboration with the Stakeholders:................................................................3
Q1: Accessing two key internal and external stakeholders:.......................................3
Q2: Primary expectations of the key stake holders:...................................................3
Q3: Critical challenges faced by the stake holders:...................................................4
Q4: Effecting collaboration........................................................................................4
Q5: Consequences:.....................................................................................................5
Task 3:............................................................................................................................5
Q1: Major demotivating Reasons...............................................................................5
Q2: Motivation techniques:........................................................................................6
Q3: Theory of Motivation..........................................................................................7
Q4: Theory of motivation in team..............................................................................8
Q5: Self-Motivation Techniques................................................................................9
References....................................................................................................................10

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Task 1: Collaboration with the Stakeholders:
Q1: Accessing two key internal and external stakeholders:
Internal stakeholders are the ones who have already been committed to work for the
organisation in behalf of prosperity such as the employees, board members and others,
whereas the external stakeholders are the ones who gets impacted by the work of the internal
stakeholders such as the clients, customers and others. In the case of the chinook choppers the
key internal stake holders are the chief mechanics James and Carl who were working under
Boyd who is another internal stakeholder of the organisation (Bolden, 2016). The key
external stakeholders of the organisation chinook choppers are the customers and the
suppliers of the organisation. In this case the primary external stakeholder is their customer
Conway “The Stallion”. One of the other external stakeholder who is very much worthy of
the mentioning is the supplier of the parts in this case the faulty carburettor. The work of the
internal stakeholders directly effects the experience of the external stakeholders. Also in case
if there is no contract or supply from the external stakeholders there would be no work for the
internal stakeholders. Hence both the parties are equally independent.
Q2: Primary expectations of the key stake holders:
The chinook choppers is one of the most reputed organisation is the America which is
famous for its most hot and fabulous customised choppers. The primary stake holders of the
organisation are the employees of the organisation, James and the Carl who works as the head
mechanics in the organisation. The key external stakeholders of the organization is the
Stallion who gave one of the major project to the organisation. The concern of the Conway is
to get a customised chopper for his upcoming race which was going to be held in Florida
within 4weeks. The client wanted to get the work done within a 3week of time, so that he can
get set of the bike before using it in the upcoming race (Bolman & Deal, 2017). The key

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concern of the internal stakeholder James and Carl is to complete the entire chopper within a
span of 3weeks which is tough to complete. The aim of and prospectus of the Boyd who is
the manager of the organisation is to manage the entire task. One of the other key stake
holder is the suppliers of the organisation. The expectation from the suppliers is that the
factor that the suppliers needs to supply right amount of good in the given time. As the
project leader, the work of Boyd is to make sure that all the procedures of the making the
machine is done in a right way and there is no any delay in the project and to deliver the same
in the given duration of time.
Q3: Critical challenges faced by the stake holders:
Some of the major challenges that are faced by the employees of the organisation is
the time of the project completion. The time limit of the project is very much tight and the
employees are facing some of the serious problems regarding that (Thomas, 2015). Also at
the end of the time limit even when the chopper was completed for run, the test drive of the
vehicle revelled some of the major problems in the carburettor system of the machine
(Carnall, 2018). This created one of the major problem for the internal stake holder. One of
the other major challenge for the team that came up after the testing was done was the faulty
carburettor which in fact delayed the delivery of the entire project. The challenges that the
external stakeholders faced that the client got the delivery of the choppers late than the
expected time. Hence the driver would not get enough time to make with the vehicle before
the race starts. Thus it became a huge problem for the manager to deal with the customers.
The other problems included things like the delayed delivery of the products from the
supplier, which caused huge problems for the internal stakeholders in order to make the
project on time.
Q4: Effecting collaboration:

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In order to make the task in a proper way the team needs to contact with the customer
in real time, that is the teams needs to collaborate with the stakeholders in a proper manner.
Two of such techniques are
 Providing real time updates: The team can call up the client in a fixed interval of time
to show the progress of the work that is done (Edwards, et al., 2015).
 Getting Updates: When the team calls up the client with real time updates, then the
customer can provide with proper feedback from the customers and hence can help
the team to meet up the task in time in a proper manner.
Q5: Consequences:
Due to the delay in the project the major consequences that the organisation as well as
the external stakeholders face. The major impact was on the client of the organisation, who
got delayed in the race due to the problems in the manufacturing of the chopper. One of the
other major consequence that came up due to the delay in the project is that at the mean time
of the delivery there came up problems with the mechanism of the machine and thus reducing
the efficacy and the project time. The manager Boyd also faced some of the major defamation
in this case as this was the first case of the management under the new manager. The concern
of the Conway is to get a customised chopper for his upcoming race which was going to be
held in Florida within 4weeks (Solomon, Costea & Nita, 2016). The client wanted to get the
work done within a 3week of time, so that he can get set of the bike before using it in the
upcoming race Due to the delay in the project one of the other consequence that the lead
mechanics of the organisation may face (Goetsch & Davis, 2014). Due to the lethargic
behaviour of the employees the project somewhat got affected and was delayed with days and
hence can face charges. Other than this the supper may face issue with the same as the
supplier is not able to provide proper resource at the given time and hence the organisation
can with the supplier.

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Task 3:
Q1: Major demotivating Reasons
Some of the major demotivating factors that may hamper the team of the Byod are
1: Demotivation by Fear: AS the team has missed the deadline of the task there may be fear
of sacking of the employee from the organisation, demotions. This are some of the major
factor that generated fear among the employees when a project deadline is missed (Gold &
Thorpe, 2016). IN this case also the same happens. One of the other major fear is that the
client may not pay the amount of money meant for the project hence causing loss in business.
2: Demotivation due to grief: This is one of the other major factor that is responsible for the
employees to get demotivated. This becomes one of the major reason where the employees
can fell use less to the organisation and becomes demotivated. As the organisation is one of
the most reputed organisation this type of the project delay is not expected from their part and
hence the employees becomes demotivated.
3: Demotivation due to not knowing what to do next: It can be seen that the project would
need another 6 days for the successful completion of the project, but there is not that much
time. At this phase the employees can feel that it is uncertain what to do next and hence there
are chances that the employees gets demotivated (Hallinger, 2018). Thus it becomes one of
the huge problem for the employees.
4: Demotivation of not getting further projects: As the customer is one of the most reputed
client in the city and the project is not successfully completed as per the client it can hamper
the client’s satisfaction and as a result it may hamper the future projects of the organisation
thus making the team demotivated.

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Q2: Motivation techniques:
In order to make the team motivated again and make them feel confident about the task many
motivation techniques can be used, some of the motivation techniques that can be used are :
1- Sharing profits: If the employer shares the amount of the profit that is made in the
project with the employs that is the team members of the project then it can help the
member in getting motivated again.
2- Can’t Lose System- This technique is one of the best way to combat fear of failure or
demotivation among the workers (Jeston, 2014). It works by listing fears and
identifying ways to cope with the problem. The team can make alternate plans to deal
with the problems and make the project successful again.
3- Apprising and feedback. This may not look like one of the best way of motivation but
in terms of project this is one of the major techniques which motivated the employees,
that is when the employees understand where there is fault and how the fault can be
revised with simple techniques this becomes one of the best ways for getting
motivated (Snyder & Dionisio, 2017).
4- Recognising achievements: This is one of the other major technique that is used for
the better motivation, if there is proper achievement recognition the team can feel less
pressure and hence will be motivated again to do the work in a better manner.
Q3: Theory of Motivation
The Herzberg Theory states that there are primarily two main factors that are mainly
taken by people into consideration when they are motivated. With the use of the Herzberg
Theory, it can be said that by simply eliminating the root causes of dissatisfaction within a
particular job would not be able to create a level of satisfaction (Johnston & Marshall, 2016).

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It would only be able to create a kind of situation in which the concerned person would
neither be in a state of satisfaction nor in a state of dissatisfaction. This condition could be
termed as a ‘neutral state’ in which the person would not be motivated within their job.
With the help of the Herzberg Theory, it would be extremely important for leaders to
realize the fact that with the removal of a certain source of dissatisfaction within the sector of
business, it would help in increasing the level of motivation within the workplace
(Newcomer, Hatry & Wholey, 2015). Various skilled leader make use of this theory in order
to identify and thus prioritizing the culture of improvement programs.
The managers and the leaders have an important role to play in order to create an
atmosphere and a kind of culture of productivity and enthusiasm within the employees of a
workplace. The theory establishes the fact that the satisfaction within the job and the
dissatisfaction would be able to operate separately within the organization. The theory
proposes the fact that the individuals are mainly encouraged by different motivators. With the
help of this theory, the leaders have to keep a check on the satisfaction of the employees.
Satisfying the factors based on the maintenance of the employee would be helpful in enabling
the leaders to develop a sense of motivation. The enrichment within the job is the main
procedure of developing motivators within their position by making them stimulating and
appealing.
Q4: Theory of motivation in team
The Herzberg theory states that there are certain neutral state of the satisfaction and
dissatisfaction among the employees of the organisation (Norris, 2017). Thus it can help the
team to understand that not always there will be job satisfaction, sometimes there may be
reasons that there will be certain reasons where there will be dissatisfaction. Hence the team

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needs to take both the factors in a confident manner and work accordingly. Like in this
project, as the deadline is missed thus making the team demotivated. But proper follow up
with the work can help the team to overcome with the mishap and be better prepare with the
future works.
Q5: Self-Motivation Techniques
In order to make personal motivation, Boyd can use many techniques to gain
personal confidence and motivation. Boyd can set up personal goals for the betterment and
gaining proper motivation, when the self-goals are gained it helps one to become more and
more confident. Self-questioning and answering is one of the other self-motivation techniques
that Boyd can use for increasing self-confidence (Rothaermel, 2015). As Boyd is new to the
organisation and the team members of the organisation, it can take time to make with the
team, starting slow is one of the other major self-motivating technique that can be used for
gaining self-confidence. Fear of failure is one of the other major reason for demotivation,
Boyd needs to make overcome the fear of failure in order to make personal confidence and
make the team confident being the manager of the team.

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References
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