Organizational Leadership, Managing Workplace Stress and Labor Motivation

This report covers topics such as managing workplace stress, different leadership styles and labor motivation. It provides practical tips and recommendations to improve work efficiency and productivity. The report also includes an empirical study on the management of labor motivation in an enterprise.

Running head: ORGANIZATIONAL LEADERSHIP
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Organizational Leadership
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Introduction
The report shows how to cop with work place stress and how to relate with fellow colleagues.
There is also the type of leadership skills that I have put in the work place in order to relate
and gain maximum efficiency of the employees. With stress, people barely work, the
productivity is at an all-time low and only motivation is required to enable my colleagues to
work. In managing stress, this is what we do;
Stress at work, ways to manage stress in the workplace.
We will talk about the nature of stress at work and its causes. Also you will find here
interesting and necessary recommendations on ways to limit and manage stress in the
workplace. Example;
A person in a big city is in a state of constant tension. It is important everywhere and
everything is in time: in the morning to put oneself in order, to have breakfast, to send the
children to school. To get on the bus, to work (Alalade & Oguntodu, 2015). The working
schedule is painted for weeks and months ahead, so the shortage of time is especially acute in
the workplace. It seems that as soon as a person crosses the threshold of a checkpoint or
office, he turns from a nice respectable citizen into a fierce Cerberus, ready to break every
counter. And why? Production stress, How to understand that with professional stress you
need to do something? In this you will help signs of professional stress, because the impact of
stress is truly unpredictable:
- Regularly perform simple physical exercises before you go to work: lying in bed, you can
do 20 repetitions of the exercises for abdominal muscles. Then stand up, reach up for 10
seconds. Next, slowly take 20-30 sit-ups, and if possible - push-ups. In addition, after work,

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you need a light aerobic load, for example, a 30-minute walk with a quick step or an hour's
walk before going to sleep at a calm and measured pace (Al Fazari & Khan, 2016).
What to do to avoid stress at work?
Why do we experience stress at work? For professional stress there are many very good
reasons:
- Fear of being fired. Loss of work and stress are definitely related concepts.
- Growth of demands on the part of the authorities without increasing wages.
- The need to constantly maintain a certain level of work.
Caring for yourself does not require a cardinal coup in the way of life. Even empty can
raise the mood and increase the level of energy. Do just one step and you will soon see that
the amount of stress in life has significantly decreased? After that, you may want to take
other steps to achieve balance and harmony in your life. 1 step is life in motion. Sport is a
sweaty, but effective way to raise your mood, increase energy, sharpen your attention and
relax for your mind and body. For maximum relaxation, you need 30 minutes of daily intense
physical activity. 2 step - eating in joy. It is desirable to eat what you want right now, from
which "drooling". If possible, take small and small meals in a relaxed, relaxed setting.
Nutrition culture is an important component of a healthy diet. In addition, frequent and
fractional snacks contribute to maintaining a normal blood sugar level - after all, low sugar
levels make you feel anxious and irritable.
Also we will remind, that overeating does the person flaccid and deprives for long time of
working capacity. 3 step - all in moderation. The consumption of alcohol is important to
reduce to a minimum. Understanding that a simple overdose of alcohol reduces the working
capacity of the human body by half for 3-4 days is a good argument in favor of moderate

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consumption during the working week and not only. Smoking contributes to a decrease in
immunity, destroys blood vessels, causes irreparable harm to the pulmonary system and
reduces the capacity for work by 25-30% - make conclusions yourself. Still nicotine raises a
level of alarm, and it is a direct road to depression. 4 step - a healthy dream.
Anxiety and stress are the main causes of insomnia (Chrissy & Mbabazi, 2015). However,
lack of sleep reduces efficiency, response and the ability to concentrate, which in the
workplace inevitably leads to stress. Insomnia threatens the ability to withstand stress. It is
much easier to keep the emotional balance when you are well rested. How to reduce stress at
work? When stress in the workplace does not give you rest, you cannot just ignore it.
Fortunately, there are simple ways to regain control of the situation. Your ability to self-
control will be perceived by others as a force, which will lead to the improvement of your
relationships with colleagues and superiors (Frankel & PGCMS, 2018). Here are some tips
for reducing stress at work by improving the organization and choosing the right life goals
and professional priorities: - Create a balanced schedule. Analyze your schedule,
responsibilities and daily tasks. Remember that your work should not be a game of survival.
Try to find a balance between work and family life, social activities and hobbies, daily
responsibilities and recreation.
- Do not overload yourself. Avoid constant stress. Try not to postpone the fulfillment of many
important tasks on the last day. Wake up sooner. Stock in 10-15 minutes will save you from
rush and morning stress. An early rise will make your day a little longer and allow you to be
punctual. - Take regular breaks in work. Make sure you take short breaks for your brains
throughout the day. At lunch try to leave your workplace (Goleman, 2017). A short rest will
help you relax, this will help you to work productively. Tips for reducing stress in the
workplace:

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- List of priority tasks. Make a list of tasks that you must solve in order of decreasing
importance. First of all, pay attention to the highest priorities. If you need to do something
not particularly pleasant, get involved in this as soon as possible. And spend the rest of the
day more pleasant things and responsibilities.
- Break up large projects into parts. If a large project seems impossible, do not be afraid, just
break it into a large number of small step-steps and execute them gradually. Focus on each
step separately, instead of thinking about everything at once.
- Delegate responsibility. You do not have to do everything. If your company has people who
can cope with one of your tasks, why not let them deal with this task? Let go of the desire to
independently carry out and control everything, even the most minor, tasks.
Leadership in an Organization
The management of a company is an art. From the leader of any team requires
professionalism, intelligence and certain skills. Often the head of the company, even the
smallest one, consisting of several people, faces the question: what style of leadership is most
effective? There is an authoritarian style, democratic, passive and individualized. Let's look at
these leadership styles to determine which one is most appropriate for one or another
manager. Authoritarian style: all power is concentrated in one hands, in the company - one
leader who makes decisions and bears all responsibility. Communication with subordinates
occurs in the form of orders, which must be strictly enforced. The strategy and tactics of
management are determined by the leader, he also solves the main issues. Strengths of
authoritarian style - quickness in solving various issues, facilitating the construction of a
strategy and anticipating the results from certain actions. Weakness is the repayment of the
personal initiative of the company's employees (Goleman, 2017). With an authoritarian style
of leadership, the head suppresses its employees, and in fact it should be borne in mind that

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employees tend to form their own opinion and the appearance of interesting ideas that can be
used to guide the company. In addition, if the company is large, then it has to appoint a
manager or form a team of top managers who manage each of its departments, and this
requires a different style of leadership. Democratic style: the powers are distributed - the key
positions of the company's management remain with the leader, but on the remaining issues
management can be distributed. For example, some part of the authority lies with the
company vice-president, some part on the financial director, some part on the top managers,
etc. The most important decisions are made by the manager, the other decisions are made by
his subordinates, each at his own level. In this case, there is active interaction in both
directions - both from the manager and from the staff (Hauser, 2014).
Strengths of this style of leadership: strengthening the personal commitment of those
employees of the company, which are partially taking decisions and responsibilities, and
releasing more time, the head, in time to devote to the development of the company's overall
strategy and creative work. The weakness of this leadership style is that it takes a lot of time
to reconcile the work between different divisions of the company, between different
managers of different levels. Passive style: the head of the company removes from himself
the basic obligations to manage the company, together with the responsibility, and the
management of the company is carried out by a group of executives, for example, the board
of directors or top managers (Goleman, 2017). The head himself performs rather
representative functions. As a result, there is a self-management of the company on a
democratic basis, in the mode that is most acceptable for the company. There is an active
exchange of views on the management of the company among the top executives. The
strength of this style: there is no intervention of a strong leader, and the company decides the
majority. The weak side of this style: a group of executives cannot always agree.

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In business, there are situations when exactly one leader must solve a problem and take
responsibility for himself. Especially it concerns crisis situations in the company, when under
pressure, stress, time pressure the group can be disoriented, lose unity, become confused and
it is the decision of one leader that can save the situation. Individualized style: we can say
that this is a creative mixture of all the above styles of leadership. The manager uses
authoritarianism at certain moments, takes a blow at himself, and bears all responsibility.
Then, to solve some issues, he convenes the company's management and puts before them a
whole series of questions, ie, uses a passive style. And, at last, a part of duties the leader lays
on heads of divisions, including, gives them the decision of certain questions and
responsibility for decision-making (Lauzier & Foucher, 2015). The strength of this style of
leadership: its creativity, because the manager can vary the various styles of management,
depending on the situation that occurs in the company. Weakness: the manager must
constantly show a certain flexibility and speed of reaction, and if he, for example, in
situations that require authoritarianism, show a passive style, he will quickly lose his
influence and authority in the company (Hitka & Schmidtová, 2017).
What kind of leadership style to choose?
A wise leader is like water that flows everywhere and follows the law without compulsion.
The leader works in any environment and affects his subordinates as if they all benefit.
Leader, like water, learns the importance of timing and timeliness of actions. The leader does
not interfere in all matters without the need. People want to act on their own. It is necessary
to give them such an opportunity, but at the same time, the presence of a leader must be felt.
A bad leader does a lot, talks a lot, and gets his favorites and followers - that's how the leader
shapes his cult. The leader helps others sincerely, without showy and fuss. The worst leader
uses force and fear to induce people to act. The best leader finds an approach to everyone,
with kindness and understanding. An educated leader uses different models in his leadership,

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but at the same time, he reacts sensitively and quickly to what is happening and remembers
that he constantly needs privacy and meditation. When the leader is torn to pieces, it means
that it's time to stop.
Peace creates order. When there is order, the leader's affairs become scarce. The leader does
not manipulate people, and therefore does not cause offense to them. The actions of the
leader remain, as it were, unnoticed. A leader can act as a warrior, and as a healer (Zeb &
Rehman, 2015). As a warrior, the leader acts resolutely and energetically. But most of the
time the leader acts as a healer; is open and receptive. The unity of the warrior and healer in
the structure of behavior makes the leader strong and productive. Three important qualities of
the leader: sympathy for all creatures, material simplicity or moderation, a sense of equality
or modesty. The leader should not abuse power. But he must achieve results constantly, not
resting on his laurels.
Labor Motivation
The purpose of the study is to study the management of labor motivation of the enterprise's
personnel by the example of LLC for its improvement. Methods and approaches used in the
course of the project. The theoretical significance of the research is to generalize scientific
knowledge on this issue.
The practical significance of the research is that its results can be used to improve the
management of the system of work motivation in an enterprise in modern conditions. In the
work, methods were used as an empirical study: comparative-comparative, observation, and
used at both the empirical and theoretical level of research: abstraction, analysis, synthesis
and deduction (Lauzier & Foucher, 2015).

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The relevance of the chosen topic is explained by the fact that one of the reasons for the
"survivability" of enterprises in the conditions of modern market relations is the effective
management of personnel.
Among the complex of management problems, a special role is played by the problem of
improving the management of the company's personnel. The task of this area of management
is to increase the efficiency of production due to the comprehensive development and
reasonable use of the creative forces of man, raising the level of its qualification, competence,
responsibility, initiative.
The fundamental factor in the success of organizations working in the modern market of
goods and services is people who work there. First of all, these literate and necessary people
need to be found, and this, as every manager knows, is not so simple. After such a person is
found, other problems start, mainly these are problems related to the lack of motivation of a
person to work. This is very dangerous, because the lack of motivation generates
unwillingness to work, and in the aftermath and the desire to change work in general
(Nobakht & Davar, 2017).
Leaders translate their decisions into deeds, applying in practice the basic principles of
motivation. Of course, every manager dreams of motivated and efficient employees, but is he
worthy of them? Did he create such a character of production relations and the situation as a
whole, which would stimulate such behavior?
Motivation of Personnel as the Importance of the Factor Of Improvement Of The
System Of Growth Of Industrial Production

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Quite real are also the problems of recruiting, training and retaining qualified specialists, but
if we take the value of these workers for the organization also in terms of costs that are would
be required in the event of their replacement, it becomes understandable the importance that
the managers of enterprises give to the use of psychological and material ways of creating an
interest in work. This is precisely what the choice of research topic is determined. Objective
of the study: is the management of the labor motivation of the enterprise's personnel by the
example of LLC its perfection (Osabiya, 2015).
Motivation of the Personnel as the Major Factor Of Perfection Of System Of Growth Of
Industrial Production
In article problems of motivation of the personnel are considered, methods of motivation of
effective labor behavior, the basic stages of the introduction of the system of motivation of
the personnel in the organizations and directions of the increase of efficiency.
Since existence within the limits of paid amounts for labor is guaranteed, the
employer often encounters the problem of stimulating labor activity. At the same time, the
level of material well-being of the personnel is apparently directly dependent on the
possibility and in the future to motivate the work of the personnel only with the material
stimuli of labor (Romager & Jones, 2017). This problem is solved both at the level of
fundamental scientific research and at the level of applied research designed to find out the
full motivation of the personality of the modern worker in different areas of work and in
different initial conditions. It is very difficult to identify which motives are leading in the
motivational process of a particular person in specific conditions. It is very difficult to
identify which motives are leading in the motivational process of a particular person in
specific conditions (Williams, 2017).
Methods for motivating my staff

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Elimination of needs
Finding ways to eliminate needs
The emergence of needs
Determining the direction of action
Implementation of the action
The main stages of implementing the staff motivation system in the organization are:
1. Clarification of business objectives,
2. Formation of a working group,
3. Formation of a plan for the development and implementation of a motivation system,
4. Presentation of the plan to top managers, its approval,
5. Creation of a fixed remuneration system (tariff scale, grading system, etc.),
6. Creation of a bonus system,
7. Creation of an uncompensated system of motivation,
8. Preparation of regulatory documents,
9. Presentation of the system to managers and employees,
10. Introduction of the system in the test mode, making the necessary adjustments,
11. Introduction of a motivation system in the company,
12. Monitoring of results, introduction of changes.

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Conclusion
In practice, it is advisable to introduce the components of the staff motivation system
consistently, and not all at once. Since the motivational aspect is one of the most important
for the company's employees, its changes are always a stress for them and require systematic
work on explaining the mechanisms of the new payment system and non-material motivation
(Wang, 2018).
In the article the problems of personnel motivation are considered, the methods of motivation
for effective labor behavior, the main stages of the introduction of the personnel motivation
system in the organization and the direction of increasing the efficiency of motivation are
revealed.

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