Analysis of Business Leadership, Types, and Motivational Theories

This report provides an overview of business leadership, exploring various leadership types and motivational theories. It begins by defining leadership and its importance, then delves into different leadership styles, such as strategic, managerial, and visionary leadership. The report emphasizes the significance of employee motivation, highlighting its impact on productivity, efficiency, and organizational goal achievement. It then examines several motivational theories, including Maslow's hierarchy of needs and Herzberg's two-factor theory, providing insights into factors that influence employee satisfaction and performance. The analysis includes practical examples of how these theories can be applied to improve leadership effectiveness and foster a positive work environment. Finally, the report concludes with a summary of the key findings and recommendations for effective leadership practices.

BUSINESS
LEADERSHIP

Table of Contents
INTRODUCTION...........................................................................................................................1
LEADERSHIP AND ITS TYPES.............................................................................................1
MOTIVATIONAL THEORIES ................................................................................................3
CONCLUSION ...............................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Leadership is the role played by a person who leads the group by which people get
influenced and join the group. Its the collection of actions of everyone when the person is
influenced. Leadership is the power to lead others by the good abilities and teach others better
lessons. People think its the action to make others work by the power to complete the particular
task given (Mendenhall and Osland, 2012). But in other words its the process of motivation to
motivate the members for the betterment of themselves. Its the way to inspire the team member
so that they can realise they abilities.
LEADERSHIP AND ITS TYPES
Taking out the talent and the natural strengths of the members so that the work is done
more effectively is called leadership. Ability to express the selfless talent and willing to reach out
by lending a helping hand, this is what leadership is called. Playing the character of strong
leading person is not so easy because its like addressing the weakness in the most effective and
productive way possible this is the way to know the abilities of the team members and doing the
best job to set up for the success. Its not so easy to play the role of a leader and lead the team
because one as to face many problems then only the talent and power is checked that the
particular person can handle it or not. The person as to be very strong to lead and make
understand the member perform the task accordingly. If the work or the task is being done
properly then that means the team members are supporting the leader (Trinidad and Normore,
2005). Its the way to see the problem and to be the solution so it will be easy for the team
member to share their problems and sort it out easily. Motivation is the word used to encourage
the people to perform the work and the given task. Its the easy process of stimulating members to
act and accomplish the goals. It includes many factors like teamwork, recognition, job
satisfaction, desire for money and success. Its the type of function of business management is to
create willing power among the team members to perform in the best way possible. Motivation
process as three steps: need, needs to be aroused, accomplishment of goals. To mange their
employees in the perfect manner to give their best performance which can give the personnel
assistance to each and every guest of the hotel. Strategic leadership is different than two other
popular leadership styles, managerial and visionary. Managerial leaders are primarily immersed
in the day-to-day activities of the organization and lack an appropriate long-term vision for
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growth and change. For reasons we will touch upon later, this is the most common form of
leadership, especially in large, diversified organizations. Conversely, visionary leaders are
primarily future-oriented, proactive and risk-taking. These leaders base their decisions and
actions on their beliefs and values and try to share their understanding of a desired vision with
others in the organization. Importance of motivation by putting human resources into action, and
can be utilize by making full use of it. It can be done by building willingness in employees to
work which will also help the enterprise in securing the utilization of the resources (Luthans,
Norman and Hughes, 2006). Improves the efficiency level of the employees the gaps between
abilities and willingness has to be filled which will help in improving the work performance. By
this productivity will increase, cost of operations will reduce, efficiency will improve.
Motivation needs to leads to achieve the organization goals, by using the resources in the best
possible way and by building co operative work environment in the company. Co ordination
and co operation can take place simultaneously which can also achieve the targets if effectively
done through motivation. Friendly relationship is also the part of motivation which plays a great
role. When the employees are giving their 100% then its the duty of the organization to plan
incentives through which the employees get motivated and perform well. Promotion is one of the
way to increase the motivating among the employees by this stability will be for sure in the
organization. By this the productive will also improve and company will earn good profits. In
every organisation stability is the most important thing which is needed. Employees should have
feeling of taking part in the management so that their may be loyal for the work. The skills and
talents of the employees are the advantages which will improve the image in the market which
will attract the competent. Motivation helps people in achieving the personal goals and will have
a job satisfaction. It also helps in improving self development of the individual which is the goal
achieved by the company (Voegtlin, Patzer and Scherer, 2012). Motivation satisfies the
individuals needs and also the group. Every person joins an organization to fulfil the certain
personal needs and this function is served to help such fulfilments by the manager. Job
satisfaction is also promoted by the process of motivation, job satisfaction is the direct concern.
Motivation is the process of learning many new things in new ways. Without learning motivation
is of no use, it shows the willingness of learning. If the employees are not paying attention to the
trainers words then the trainer will select the trainees on the bases of motivation and the needs
which will help to encourage the growth of motivation. Self development is promoted by the
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help of motivation and in some of the cases discipline is carried out to be as negative
connotation. If the trainer tells to be in discipline the employees obeys it in order to be away
from the punishments. But motivation increases discipline in a very positive level. Discipline is
the most important thing that every individual should keep in mind. Motivation as dynamism
element which is a type of energy generated in the organisation when the workers and
managers are motivated, a kind of kinetic energy is build in the workplace, which is positive by
this profits and productivity is increased.
MOTIVATIONAL THEORIES
Theories are the sets of ideas intended to explain something, specially based on
principles. Practice of an activity is based on the sets of principles, justification of courses of
action. Theory is a classical depiction of human motivation (Mumford, Campion and Morgeson,
2007). This is based on the assumption that there is a hierarchy of five needs within each
individual. The use of these needs varies. There are as follows; safety needs, social needs, esteem
needs, physiological and self actualization need. There are basis needs like air, water, food and
shelter which are very important. These are basic needs of life that everyone needs it.
Physiological needs are the needs for basic amenities of life. In the working place it is very
important to have safety so that the employees can freely perform they work with any problem.
Physical, emotional safety, environment and protection are included in the needs of safety.
Safety is the first priority in the working place so that the peace is maintained and work is done
freely and with full satisfaction. Health security, family security, job security, financial security
are instance. Social needs includes the need for affection, care , love, friendship and
belongingness which are the basic wants for the normal human being. This theory studies about
the needs of the people and the things which motivates them. People are motivated to achieve
certain needs and that some of the needs take precedence over other. Everyone needs that the
group should be big and as a name in markets (Gallo, 2011). Self esteem needs are of two types
and there are internal which includes confidence, self respect, freedom, achievements . External
needs which includes power, status in society, attention. It natural that every person needs
attention from the society and freedom in everything. And to improve the status the person
should be good while speaking and helping hand so that the society will respect. Now a days
everyone wants freedom and live has their life in their own way. Admiration is the point where
many discussions are done because everyone need admiring. Free life is the life which everyone
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wants to live. The need to fulfil such needs will become stronger the longer the duration they are
denied. If the person is not eating for many days will be more hungry. When our one need is
achieved we then try for the second one and like this the desire for needs increases day by day.
As every person is unique and the needs are also different from others that motivates for self
actualization which leads people in different directions which can be achieved through creating
work of art, class rooms, and within the corporate setting (Gallo, 2011). This occurs when a
person experiences the world totally for what it is and the feeling of joy and wonderful. Self
actualization are highly creative person who have many different ideas to create the good
production. By building deep satisfying interpersonal relationship with few people. People
should look at life objective so only they can fulfil the needs on time. The two factors tells that
they are certain factors in the workplace that can cause job satisfaction , while a separate set of
factors cause dissatisfaction. This theory is related to the satisfaction of the employees at the
workplace. There are some job factors that results in satisfaction while there are other job factors
that prevent dissatisfaction. There are two job factors and there are as follows: hygiene factor and
motivational factor. Hygiene factor is the factor which is important essentials for existence of
motivation at workplace which do not show positive satisfaction for long time and when these
factors are not present then it leads to dissatisfaction. These factors also define the job
environment. All the wants and expected needs are to be fulfilled on time in this factors. Hygiene
includes many factors such as pay, job security, status, company policies, physical work
condition. The pay should be reasonable and it must be equal and competitive to those in the
same workplace. Every organisation must provide security in the workplace so that the
employees must be free and satisfied to work in the organisation (Amram, 2009). Everyone
needs security at the workplace so that the family can happily feel free to send them to job or the
workplace. Every employee wants the status should be good and the popularity should be
maintained in the workplace. In the organisation every employee works to make good status so
that every seniors to praise them. Motivational factors have all the positive satisfactions which
are inherent at work. These factors motivates the employees for a superior performance. So these
factors are called as satisfiers which involves performing of the job. So only the employees
found this factor rewarding and works according to this. Motivational factors includes some of
the factors which are responsibilities, recognition, growth and promotional opportunities,
achievement senses, meaningfulness of the work. The work done at the workplace should be
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interesting and meaningful and also challenging so that the employee can perform and get
motivated. The employee themselves should be responsible for the work and do it by the trueness
(Mendenhall and Osland, 2012).
CONCLUSION
In the given scenario it concluded that the motivation factors are very important to motivate the
employees at the work place so that the work is done by the will and free mind. Motivation is
needed at workplace so that employees get motivated and enjoy the work and earn good
rewards . They provide some useful guidance that will be applied when in process. Its the
combination of learned behaviours . These theories are used to motivate and reward the
employees.
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REFERENCES
Books & Journals
Amram, Y., 2009. The contribution of emotional and spiritual intelligences to effective business
leadership. Palo Alto: Institute of Transpersonal Psychology.
Andersen, J.A., 2006. Leadership, personality and effectiveness. The Journal of Socio-
Economics. 35(6). pp.1078-1091.
Elenkov, D.S. and Manev, I.M., 2005. Top management leadership and influence on innovation:
The role of sociocultural context. Journal of management. 31(3). pp.381-402.
Gallo, F.T., 2011. Business leadership in China: How to blend best Western practices with
Chinese wisdom. John Wiley & Sons.
Gallo, F.T., 2011. Business leadership in China: How to blend best Western practices with
Chinese wisdom. John Wiley & Sons.
Luthans, F., Norman, S. and Hughes, L., 2006. Authentic leadership. Inspiring leaders. pp.84-
104.
McAlister, L., Srinivasan, R. and Kim, M., 2007. Advertising, research and development, and
systematic risk of the firm. Journal of Marketing. 71(1). pp.35-48.
Mendenhall, M.E. and Osland, J., 2012. Global leadership: Research, practice, and
development. Routledge.
Mumford, T.V., Campion, M.A. and Morgeson, F.P., 2007. The leadership skills strataplex:
Leadership skill requirements across organizational levels. The Leadership Quarterly.
18(2). pp.154-166.
Palmer, D.E., 2009. Business leadership: Three levels of ethical analysis. Journal of Business
Ethics. 88(3). pp.525-536.
Trinidad, C. and Normore, A.H., 2005. Leadership and gender: a dangerous liaison?. Leadership
& Organization Development Journal. 26(7). pp.574-590.
Voegtlin, C., Patzer, M. and Scherer, A.G., 2012. Responsible leadership in global business: A
new approach to leadership and its multi-level outcomes. Journal of Business
Ethics.105(1). pp.1-16.
Online
Nonprofit Leadership Burnout is Becoming a National Crisis. 2015. [Online]. Available through:
<http://synervisionleadership.org/burnout/?gclid=CPn15rDfh9ECFRUkaAodXikIrQ>.
[Accessed on 22nd December 2016].
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