Organizational Practices: Leadership and Motivation Report

This report provides an introduction to leadership and motivation, focusing on Maslow's Hierarchy of Needs as a content motivation theory. It examines communication and conflict styles, the application of different sources of power by leaders, and the concept of followership. The report also discusses charismatic and transformational leadership styles, incorporating a hybrid approach. Furthermore, it explores conflict handling styles, sources of power, and how these elements are applied in a leadership context. The report concludes with a comprehensive overview of the key concepts presented.

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Title: Organizational Practices
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Executive Summary
This report summarizes an introduction to Leadership and Motivation. An explanation has been
provided on Content Motivation Theory-Maslow's Hierarchy Needs Theory. An overview has
been given to the communication style, conflict style and sources of power and how it is applied
as a leader. A brief overview has been given to the concept of a follower. An explanation has
been given charismatic and transformational leadership and a hybrid approach has been adopted.
This is followed by a conclusion.
Contents

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Introduction......................................................................................................................................3
Content Motivation Theories...........................................................................................................4
Communication Style, Conflict Style, and Type of Power.............................................................6
The Concept of Being a Follower....................................................................................................9
Leadership......................................................................................................................................12
Conclusion.....................................................................................................................................13
References......................................................................................................................................15

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Introduction
Motivation results through interaction of conscious as well as unconscious factors like the
intensity of incentive, reward value or desire or need and also the goal, prospects of individual.
These variables are considered as the prime reasons behind behavior of an individual in a certain
manner. One of the instances is student gives extra time over the studying for the test because the
student wants to gain better grade in class. There are internal as well as external factors which
stimulate desire and energy and people will be enormously interested for the job and will make
effort to attain the goal
No one desires to face around during a dingy, boring area for hours on finish. Having
Associate in nursing esthetically pleasing, well-lit, functional, and fun area makes work a great
deal a lot of pleasant. The primary step is to create positive things area unit well-kept which have
got updated, operating instrumentality. This implies switch out that Cold War–era back
workplace pc, glacial-paced location system, or usually something that individuals may need to
throw out the window in frustration. It additionally means that keeping things clean and pretty.
Sprucing up area doesn’t have to be costly. Attempt that includes native artists or reading
fascinating piece of furniture items of these very little touches can create things a great deal a lot
of pleasurable for your staff People can stick with your business if they need a reason to.
Therefore, if you wish to stay your sensible folks and keep them driven, its price beginning
Associate in nursing strategy. Perhaps it’s a quarterly bonus.

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Content Motivation Theories
Maslow’s hierarchy of needs is considered as motivational theory which comprise of five-tier
model of living needs. These are often related as the hierarchical motivational levels within the
pyramid. Needs which are present lower down in a hierarchy and these should be satisfied as
individual who can attend will go higher. Through the hierarchy bottom, these motivational
needs will be psychological, love, safety. Belonging and esteem and self-actualization needs.
Maslow (1943, 1954) states people will be motivated for achievement of needs and few will be
proceeding over others. The basic need is related with physical survival. This will be motivating
the behavior. As the level gets fulfilled and next level will be motivating and so on (Witkiewitz,
Hartzler & Donovan, 2010).
1. Psychological Needs-These are considered as biological obligations for the purpose of
survival of human. For instance-food, shelter, clothing, sex and sleep and warmth. When
these needs remain unsatisfied, human body will not be able to functioning optimally.
Maslow has given prime importance to physiological needs as the most significant and all
the remaining needs are considered as secondary.
2. Safety Needs-These needs include protection through elements, order, security, stability,
freedom through fear and law Guéguen, 2015).
3. Belongingness Needs-These needs come after physiological as well as safety needs are
fulfilled. This is third level of obligations or needs of human which are social and have
feeling of belongingness. There is huge interpersonal need for associations that motivates
behavior. The examples include-intimacy, acceptance and trust, friendship, giving and
receiving affection and love. Affiliating is considered as part of group. These include-
friends, family and work.

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4. Esteem Needs- Maslow has classified these needs in two categories. First one is esteem
from achievement, independence, mastery and dignity. Second is the desire which results
from reputation and respect through others. These include prestige and status. Maslow
had indicated as the need for reputation as well as respect is considered as more
significant for the children as well as adolescents and precedes the dignity and self-
esteem.
5. Self-actualization needs-these needs involve realizing the human potential, seeking for
the growth personally and having great experiences. There is a desire for becoming
everything an individual will be capable of achieving.
Maslow has been refining the theory based upon the concept of Maslow hierarchy of
needs from many decades.
Regarding the structure of hierarchy, Maslow has proposed that sequence in hierarchy
will not be considered as rigid. It has been applicable in earlier description too. Maslow has
noted that hierarchy of needs can be flexible which is based on the peripheral circumstances as
well as individual differences. For instance-there are notes present for few individuals and self-
esteem need is considered as most significant as the need of love. For others, there will be need
for creative fulfillment and this supersedes basic needs. Maslow has pointed out behavior is
considered as the motivated and other behavior can be determined through numerous and basic
needs as simultaneously by only any one of them. Changes in the original 5 stage model have
been highlighted and included as 7 stage model as well as 8 stage model. These both were
developed during the 1960s as well as 1970s.
1. Physiological and Biological Needs- These include food, air, shelter, sex, warmth
and sleep.

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2. Safety Needs-These include protection through elements order, stability, security and
law.
3. Belongingness and Love needs-This include intimacy, trust and acceptance,
friendship, giving and receiving love and affection. Affiliating is also considered as
part of group. This includes friends, family and work (Locke & Schattke, 2018).
4. Esteem needs-Maslow has categorized needs in two categories. First one the esteem
for self. These include independence, mastery, achievement and dignity. Second is
the desire for respect as well as reputation from other. These include status and
prestige.
How it is applied as a Leader?
1. Human Beings will be motivated through Maslow hierarchy of needs.
2. Needs will be sequenced through Maslow hierarchy of basic needs which can be more or
less met and these are prior to the higher needs.
3. The hierarchical needs cannot be considered as rigid and flexible which are based on
external circumstances as well as individual differences.
4. The behavior is multi-motivated and which will be simultaneously determined through 1
basic need.
Communication Style, Conflict Style, and Type of Power
Conflict is the consequence of asymmetries of intensity, qualities or status. The
specialists’ fight that these asymmetries lead to compromise which in tum is the adjusting of
individual interests, capacities, and wills. Be that as it may, as per researchers, if these uneven
characters in power are excessively huge, a genuine danger is presented to useful compromise.

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Notwithstanding strife being utilized to determine awkward nature in power, the right utilization
of intensity can encourage productive clash taking care of and simultaneously decrease struggle.
Then again, intemperate utilization of intensity, as seen by a less ground-breaking gathering,
causes an expansion in strife. (Reimers, 2016)
Conflict handling styles
Five styles for dealing with relational clash are explored in this investigation. These styles
are separated on two essential measurements: empathy, and helpfulness. The primary
measurement discloses how much an individual needs to fulfill his own worries. The second
measurement discloses how much an individual needs to fulfill the worries of others. The five
styles are accompanying:
1. Competing - This style is related toto high confidence (worry to fulfill claim needs) and
low participation (worry to fulfill other's needs). This style has been related toto a success
lose direction (Gopin, 2013).
2. Avoiding-Supervisors utilizing this style incline toward not to take part in the the
struggle. They show a low dimension of confidence and low collaboration. This style has
been related with pulling back, buck-passing or evading circumstances.
3. Compromising-This alludes to transitional worry for self as well as other people. This
includes sharing, where the two gatherings penance something to achieve a commonly
worthy choice.
4. Accommodating - This style is related to a high worry to fulfill other's needs and stifle
possess needs so as to save the relationship. This is related to an endeavor to play down
the distinctions and to stress the shared traits.

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5. Collaborating - In this style, clashing gatherings participate in a critical thinking
exercise. This includes receptiveness, trade of data and examination of contrasts to come
to a successful arrangement satisfactory to the two gatherings. This is frequently alluded
to as a success win style (Nan, 2011).
Sources of Power
The underlying wellsprings of intensity as recognized by specialists support the examination
on wellsprings of intensity. These sources are:
1. Coercive power depends on subordinates' discernment that a manager can rebuff them in
the event that they neglect to adjust to his/her impact endeavors.
2. Reward power depends on the view of subordinates that a boss can compensate them for
wanted conduct.
3. Legitimate power depends on the conviction of subordinates that a chief has the privilege
to recommend and control their conduct.
4. Expert power depends on subordinates' conviction that a boss has professional training
and unique information or ability in a given territory.
5. Referent power depends on subordinates want to distinguish or "resemble" the manager
in light of their profound respect of him/her (Ney, 2015).
How it is applied as a Leader?
Directors currently face the test of changing associations to suit constantly changing natural
requests. This change procedure is perplexing and multi-faceted and will incorporate the
accompanying viewpoints:

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1. Changing administrator’s convictions concerning 'laborers, for example, specialists
should never again be viewed as being innately languid, with no desire or worry for the
association's objectives. Or maybe, they ought to be viewed as one of a kind people, with
remarkable capacities and wants, with a one of a kind commitment to make towards
hierarchical objectives and a requirement for advancement and adequacy.
2. Evaluating and changing administration styles, viz., moving far from the unthinking
administration styles toward progressively humanist social administration styles, for
example overseeing decent variety and regarding contrasts.
3. Changing bureaucratic association structures to compliment structures that will energize
contribution and improve correspondence among bosses and subordinates.
4. Changing the manner by which strife is taken care of - making harmony between having
worry for generation and having worry for other people’s perspectives, needs, and
commitments. In this way, reassuring the utilization of joint effort and critical thinking
procedures. In rationality with the changing of contention dealing with styles, convictions
about the damaging idea of contention ought to be adjusted. The productive treatment of
contention could animate innovativeness, straightforwardness and in this way encourage
trust (Huang, 2010).
The Concept of Being a Follower
The link which exists between management and leadership as well as enterprise
management has been widely accepted and understood. Enhancing the leadership can improve
management as well an increases the probability of better performance. The boards will be able
to change the leaders as enterprises will be slipping and this confirms the significance that is

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placed on the leadership. Followership is considered as the leadership’s flip side. This stands for
reason of leadership has been considered as significant to performance. Followership has
something concerned with it as well. Followership will be getting the small fraction of time as
leadership gets. Followership is considered as the upfront concept. This will be taking an ability
of direction and get in the line behind the process. This will be part of the group and deliver on
what has been expected through the employees. How well these followers will be following the
employers, this is just as significant as how the leaders are leading (Junker & van Dick, 2014).
The label of excellent follower is one of the backhanded compliments. It cannot be
considered as the reputation as necessarily of seeking higher the corporate office. There has been
stigma attached with followership skills. This is because practical reality cannot reached
progressively as accountable leadership positions and demonstrating the given ability of
following and functioning effectively within the team. The primary concern is that enterprises
have leader as well as follower which are dependent on different circumstances and ads to the
paradox of subordinate stigma. Followership will be taking the backseat as it matters (Mango,
2018). This is the point where followership will be taken as failure and this will not get what it is
supposed to get. The problems of followership manifest within the poor working ethics,
distraction of goals, bad morale, high costs, quality issues in product, lost opportunities, weak
competitiveness and unsatisfied customers. The weak leadership as well as weak subordinate has
2 sides of coin and outcome is considered as same. This includes-poor performance and
organizational confusion!
Good followers will be having the following qualities-

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First is judgment-Followers will be required to take the direction and they have an
underlying obligation for enterprise as when the direction will be considered as proper and
ethical. The key is judgment can find the differences between the directive and how leaders will
give on how to start and will not comply with a direction that can be wrong. No other follower
will be doing the good judgment as critical with the good leader. This is important from the view
point of follower. A leader needs to show the good judgment as the follower and usually end
through being the follower. Good judgment will take place through experience.
Second is work ethic. Good subordinates will be considered as good workers. These will
be motivated, will pay attention on minute details as well as motivated and make effort. Leaders
will be having the responsibility of followers and become the good worker. There is nothing as
bad subordinate who can be better follower. There’s no such issue as a nasty employee UN
agency could be a sensible follower.
. The third is the skill. The supporter can't pursue appropriately except if equipped at the
errand that is coordinated by the pioneer. It is the commitment of the pioneer to guarantee that
adherents are capable. Here and their things turn out badly on the grounds that the adherent isn't
skilled at the job that needs to be done. At the point when this occurs, pioneers should accuse
themselves, not the devotee. An indication of the poor initiative is censuring devotees for not
having aptitudes they don't have (Allio, 2012).
How to Serve on a Team Appropriately Throughout Your Career?
The follower owes the pioneer a fair and straightforward evaluation of what the pioneer is
endeavoring to accomplish and how. This is particularly the situation when the supporter feels
the pioneer's plan is genuinely imperfect. Regard and respectfulness are significant yet that

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stated, it isn't satisfactory for devotees to sit staring them in the face while an uncouth pioneer
drives the famous transport over the precipice. Great leaders are appreciative for helpful input
from their group. Terrible pioneers don't invite criticism and here adherents need to step
cautiously. On the off chance that the circumstance is not kidding enough, thought ought to be
given to going over the pioneer being referred to for direction (Dion, 2012).
Leadership
The leadership has been referred in different ways through experts and few definitions
include-this is an attempt made by the leaders to influence or to motivate other people and
accomplish the goals. This involves the leading action from the group as well as people. The
individual who becomes or acts as a leader and process involves social influence through which
an individual will be able to enlist and aids and support other people and accomplish the
common task. In the similar way, there are many experts, researchers and management scientists
who have varied leadership theories which can be termed is perfect for various organizational
situations. This is from the viewpoint of the contingency model, which has provided the given
path. There is considered as a goal model that theory of situational leadership and many useful as
well as different leadership approaches can be progressive. During this Report, the aim is to area
unit aiming to specialize in 2 of the rising leadership views # magnetic and transformational
types of leadership (Nilson, Fels & Gopaul, 2016).
Charismatic Leadership
Charismatic leaders area unit all artful schemers UN agency area unit solely in it for his
or her own personal profit, and whereas some can act this fashion, several others won't. A
magnetic leader will effectively produce positive amendment many people believe what

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managers say and how they use these charismatic skills as the instrument for making things
better. Under perfect circumstances, subordinates will be able to choose the own charismatic
leaders as based on the merits and ideas that can be aligned with own. This is one of the primary
reasons that politicians have distinct personalities. They will be using the public image for
relating to certain personality trait. In a setting such as work environment, subordinates will not
get the opportunity of selecting the leaders and leading through charisma is typically not
considered as effective methodology to lead the team (Mahajan, 2011).
The negative aspect of charismatic leadership is that leaders will sell the product and this
is completely with them. The followers have nothing to say in a sequence. These ideas can be
good as well as bad, exciting, dangerous and revolutionary. It is completely with the followers
and to set aside persons and also allure and personality and can decipher the true intentions (Zhu,
Zheng, Riggio & Zhang, 2015).
Transformational leadership
There has been greater sense of transparency which must exist between followers and
leaders. The leaders are not the sole persons who will be taking the initiatives and rest of people
opinions as well as thoughts will contribute towards overall group direction. Transformative
leaders will be listening to the followers and maintain the reputation as reliable and trustworthy
authoritative figure. This implies understanding the strengths, aspirations of followers and using
will be as the catalyst for achieving the organizational goals (Pinnington, 2011).
The transformative leadership will be sounding like thinking again concept. The effective
transformational leader will be working to inspire the people and make a social change. These
persons will not be losing the role in this process. This methodology involves substance
compared with style. The transformational managers will be doing all the things as they can

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present all the basic facts and there must be a reason for taking the decision whenever it is
possible.
The debate on charismatic versus with transformational leadership will go on. The truth is
it will be serving the different purposes. The charismatic person will be able and capture the
attention of people and serve for the different purposes. The person with charismatic will be able
to capture the attention of people without any effort. This will be going the long way and
creating the utility in the group. On the other hand, without the leadership skills of
transformational and traits, the manager will be leading in wrong direction (Cook, 2013).
Conclusion
Enterprises following this paternalistic methodology can be contrasted with a games
group which has one assigned wellspring of power. Both administration and the laborers attempt
to accomplish the authoritative objectives which compare with individual objectives. It is
obvious from the over that the emphasis is on congruity. Strife is subsequently viewed as
insignificant and unsuitable and by and large the consequence of poor correspondence and
thanklessness. Any activities which may advance an "us-them" attitude, similar to aggregate
bartering and worker's guilds are viewed as ruinous for the association.

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