Management Principles: Motivating Employees, Trust in Leadership, Expectancy Theory, Types of Control

Running head: MANAGEMENT PRINCIPLES
Management Principles
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1MANAGEMENT PRINCIPLES
1) Briefly outline the 'Suggestions for Motivating Employees', as presented by the authors in
the text.
Employee motivation is always considered to be an important element for any business. It
helps to keep the employees satisfied with their job and not looking for any other jobs. Each
and every employer must consider it be of utmost importance (Lu & Gursoy, 2016). The
unmotivated employees that are unhappy with their work and organisation in which they
work could result in common work complaints from the employees and this creates many
problems. Some of the suggestions provided by the book ‘Suggestions for Motivating
Employees’ are promoting employee career path development, giving the employees thank
you notes, offering some sort of employee fun events, giving respect to the employees,
holding quarterly company meetings with the employees, providing them constructive
feedbacks and providing them rewards and recognitions. Furthermore, it is also to mention
that the employer solutions for the increasing the motivation level of employees must include
both the monetary as well as nonmonetary solutions like providing them with time offs.
2) Trust is a crucial element in leadership. Define TRUST, explain why it is so important, and
explain the five dimensions of trust.
It is to note that leaders play a very important part in the smooth and effective running as well
as in the ultimate success of each and every organisation. They are the ones that unite the
employees as well as motivate them for working towards the organisational vision
(Bortolotti, Boscari & Danese, 2015). The leaders get engage with their co-workers and it is
their duty to ensure that none of them are left behind. An effective leader is the one who has
the potential to build up morale, initiate the actions as well as encourage the level of

2MANAGEMENT PRINCIPLES
confidence among the employees. However, it is also to mention that a leader could never be
inspiring and effective in true terms in the absence of quality which is taken for granted on a
regular basis. According to Chen et al. (2014), cultivation of high culture of trust among the
leaders are not any sort of soft skills, they in fact are the necessity that each and every leader
must cultivate. It is also to note that about 45% of the employees working in different sectors
have stated that the lack of trust in the leadership is been the biggest most issue that do effect
their performance of work. (Lidenn et al., 2014) It is to note that trust is very critical to
success, relationships as well as leadership in every organisation (Regan, Laschinger &
Wong, 2016). Furthermore, the five dimensions of trust are that of openness, loyalty,
consistency, integrity and competence. They are also regarded to be the dimension of
trustworthy leadership.
Openness- Openness depends on the leaders to give their employees the full truth.
Loyalty- This is the willingness to save face for another person and
advocate for their success; trusting a person is not going to take
advantage of us or leave us disappointed when we are vulnerable.
Consistency- This relates to an individual’s reliability, predictability, and
good judgement in handling situations. ‘Do as I say not as I do’ will
definitely not work here in developing trust.
Integrity- Honesty and truthfulness are at the heart of trustworthiness and
all other dimensions are insignificant without it.
Competence- This includes the technical and interpersonal knowledge and
skills a person may have. Walking the talk is a must for trustworthiness.