Leadership Portfolio: Motivation and Coaching Strategies Analysis

This assignment, focusing on motivation and coaching, explores the impact of recognizing efforts on individual performance and engagement. Part one of the assignment requires the student to implement and observe the effects of providing recognition to three different individuals in various scenarios, documenting their reactions and potential changes in behavior. The student describes experiences with a waiter, a hospital worker, and an artist, demonstrating how positive feedback can lead to increased motivation and enthusiasm. Part two emphasizes the leader's role in fostering employee engagement, highlighting the importance of employees in achieving company goals and suggesting that effective leadership relies on guiding and motivating the team. The assignment uses APA format and includes references to relevant research on employee engagement and leadership.

Running Head: Motivation and Coaching 0
Motivation and Coaching
(Student Name)

Motivation and Coaching 1
Part 1
Motivation is an important part of reaching and doing any work more effectively.
Motivation makes a difficult task easier for the person. A motivated person never fears from the
challenges. It is always said that to reach any goal motivation is very important. In this way how
one can motivate a person even after doing a poor task and how appreciating them to motivate
him to do better.
I had visited a near restaurant where I ordered food and due to some issues, the waiter
which had taken my order had delayed my order. The restaurant had a rule “if an order is not
completed on time than they refund some amount and that amount will be deducted from the
waiter salary”. I refused to take the refund and instead I appreciated the work of the waiter in the
feedback menu and I appreciated for the good work he had done rather than pointing out his bad
work. The waiter seems to be very happy as before his face was very down and feeling depressed
that his salary been cut down but when I refused then he has a very big smile and he instead
became energetic and his actions of doing work become fast. Therefore, I found that how
recognition made that waiter motivated towards his work.
One day I had visited a hospital in which one worker has a duty of cleaning the floors.
The floor was, again and again, becomes dirtier from the footsteps of the people. I found that no
one was seeing and appreciating his work. I had gone near to him and said that “you are doing
amazing work which another person cannot able to do”. Firstly he was shocked by my comments
and he smiled shapely and his faced glow instead as before he face was full of anger. After these
comments, his behaviour automatically changed and his face instead of anger changed to a
smiling face. Therefore, I found that little goods comments which cost nothing to me make
someone happy and enthusiastic towards his work.
I found one person who was doing a painting in the garden and no one is seeing his art
and he was seeing from hopeful eyes that someone will come and appreciate his art but all were
busy in their work and no one has time to see his art. However, I found that his painting was not
so good still I went near to him and appreciated his work and I advised him you can do much

Motivation and Coaching 2
better. He was suddenly becoming excited and his face was telling that he started believing in his
work.
Part 2
The leader should concern about the engagement of the employees due to the reason
employee play a vital role in achieving the targeted goal of the company. They are the last
resources through which the company can achieve its target more efficiently (Bailey, Madden,
Alfes & Fletcher, 2017). The individual can be called as the leader when he or she can able to
guide its team efficiently. In the absence of an employee, the leader will have not existed.
Moreover, the success of the leader is only depending on the performance of the employee.
Therefore, it is required for the leader to force its employee to engage in the activities of the
company (Albrecht et al., 2015).

Motivation and Coaching 3
References
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee
engagement, human resource management practices and competitive advantage: An
integrated approach. Journal of Organizational Effectiveness: People and
Performance, 2(1), 7-35.
Bailey, C., Madden, A., Alfes, K., & Fletcher, L. (2017). The meaning, antecedents and
outcomes of employee engagement: A narrative synthesis. International Journal of
Management Reviews, 19(1), 31-53.