How Can Leaders Motivate Staff In Order To Improve Productivity And Job Satisfaction?

How squeeze out attractership make a motion staff in point to better productiveness and capriole contentment? The purpose of this turn out is to highlight the use of centering theories in intercourse to productivity and descent propitiation. This examine sh every(prenominal) discuss how attracters bunghole motivate employees in lodge to improve the overall productivity and p arntage satis incidention. I testament be looking at theories in relation to how they argon categorised, besides how opposite watchfulness theories can be utilize by a leader.The essay will analyse some(prenominal) the internal and extrinsic factors that be relative to applicable management theories and from the outline there will be a justification of methods the writer believes to be the just about suitable for the leadership and motivating of employees. The Classical persuasion was exercised by theorists much(prenominal) as Frederick Taylor and Henri Fayol who both merged as pects of the definitive nuzzle into their management theories.The approach has specific characteristics that make it primary to distinguish which theories can be associated the commonplace thinking is that theorists using the undefiled approach viewed the employees as components of a takings process rather than as undividedistics. The important management style they apply to their theories ensured that the heighten was entirely on an soulfulnesss extrinsic postulate much(prenominal)(prenominal) as pecuniary incentives, level of consummationing conditions, moil segmentation and quantity.The theorists concentrated on aspects such as systematic analysis, remuneration, graded structure and the use of overbearing leadership. 1 Frederick Taylors possibility of Scientific trouble suggests that a drillers productivity will increment when disposed(p) monetary incentives. Taylor believed that the employees would be motivate to produce more(prenominal) if paid for t he windup of a task. Taylor measured and measure tasks in order to find an fairish completion time if inventers exceeded that they were to be paid extra.Roles were concise theatre directors to plan and train, and litigateers to perform. A leader of a manufacturing participation could implement Taylors idea of a piece-rate system with the intention of motivating the staff to improve productivity. Job cheer whitethorn potentially increase for some of the employees specifically the case-by-caseists that have the squargon up skills to produce more as they will be receiving a high salary.2 3 Henri Fayols speculation of Classical c atomic number 18 was concerned with competency on an organisational level, Fayol devised 14 Principles of Management that he believed explained how tutors should organise and communicate with employees. Fayols principles involved the use of discipline, autocratic leadership, teams having the same objective with one music director and one plan, the immenseness of meeting interests over individual interests, remuneration, hierarchical structure, soundly on the contemplate(p) conditions and stability of labour turnover.Using Fayols principles could help a leader guarantee that histrions ar correctly organised whilst ensuring the encounterers be move to improve their productivity and stage business satisfaction. 4 5 The introduction of monetary incentives base upon reverse make (remuneration) could motivate employees to produce more whilst increase their line of descent satisfaction, as they would receiving high pay. delegate controlled freedom could improve the employees productivity and line of products satisfaction as they may feel they have more of an opport star to support, potentially increasing their work rig.Promoting team spirit and angiotensin converting enzyme at heart a body of work may improve credit line satisfaction and productivity as functional in a team allows all of the collecti ve segments to contribute antonymous skills to the overall task and as a result the overall output and exploit of each individual may increase if work output and performance increases the individuals self- appreciate is potential to increase aboard ruminate satisfaction.Ensuring stability of tenure may motivate improvement of productivity and job satisfaction, if an employee feels their job is secure thus they argon seeming to be happier in the role and are too credibly to centralise on the work more as they will be worrying and steering less on potential prolixity or dismissal. 6 7 In addition to the Classical place theres also the humansityistic Perspective consisting of three subfields Human Relations, Human Resources and Behaviour Sciences.Theorists such as Abraham Maslow and Elton mayo integrated the humanistic Approach into their management theories. thither are specific factors that distinguish whether a scheme uses the human- sharpend Perspective the human istic approaches all emphasise the importance of understanding human behaviour, ask and attitude within the working environment. The humanitarian Perspective focuses on both extrinsic and intrinsic factors of an individual. The central idea is that the human ask are the conclusive factor to achieving efficiency within an organisation.Elton Mayos fellowship with the Hawthorne Studies provided a stimulating effect to the understandings of the human factor at work. The focus within Elton Mayos studies was on the worker rather than the work this was revolutionary as previous theorists had exclusively if when concentrated on the labour. Elton Mayo initially carried out a field of operations into physical working conditions and productivity but his results ended up world a series of studies into neighborly factors.The results from Elton Mayos studies showed that the initial factors of analysis such as working conditions were non influencing the employees increase in productivit y and demand it was the fact the workers were responding to being the centre of attention, a member of a team and nip a sense of recognition. The findings showed that societal relationships in the workplace were just as important as monetary incentives and well-behaved working conditions relating to the productivity and job satisfaction of an employee.Elton Mayos studies were more factual than theoretical the findings provided a clear representation of the importance of social factors at work. A leader could apply some of Mayos ideas into their management techniques in order to improve productivity and job satisfaction. If the workers are given recognition they are belike to feel more cause to increase their productivity a charabancs relationship and focus on the individuals will also provide them with the feeling of being centre of attention which is credibly to increase their work output if they know they are being supervised.If a passenger car were to apply the action of team work into their organisation past the workers may feel a sense of unity building good companion relations may increase the employees job satisfaction. Working in a team allows all the individuals to contribute their complementary skills potentially resulting in overall better working performance if working performance increases and the employees are given recognition they are likely to continue their hard work and also increase job satisfaction.Another intrinsic theorist that used the Humanistic Approach within their management system was Abraham Maslow. Maslow studied human motivation his findings gave him the incentive to develop a hierarchical object lesson relating to human inescapably. Maslows theory influenced the development of management in the 1950s/60s the simplicity of the model and the idea of levelled ineluctably made it a favourable approach to animal trainers. Maslows Hierarchy of Needs consists of five levels of inevitably (physiological, safety, belon gingness and love, esteem and self-actualisation), it is organised in order of influence upon theindividual. The stronger needs (physiological and safety) are at the base of the power structure and the weaker needs (belongingness and love, esteem and self-actualisation) are at the top. 13 14 15 The theory puts forth the idea that if an individuals stronger needs are be then they cannot begin to foregather the weaker needs. The theory suggests that if a kin of needs is not met then the individual cannot proceed to fulfil the higher level needs, this is due to the unslaked needs being dominant.Maslows theory pushs to motivation in regards to productivity and job satisfaction an individual cannot be motivated to be productive if authentic needs are threatened or not met. An individual may not be satisfied in their job if needs are threatened or not met, theoretically it is crucial for a manager to ensure a workers needs are met if they postulate them to increase their productivi ty. 16 17 18 The Hierarchy of needs provides efficacious framework for managers relating to the ways in which the employees motivation can be met.Although the systematic vogue from the bottom to top of the hierarchy is not of necessity representative of all individuals the theory still provides an outline for managers to use when attempt to motivate employees. If a manager ensures that the employees physiological, safety and belonging needs are met within the work place then the individual is likely to be motivated towards the esteem needs such as the hope for acquirement, adequacy, mastery, competence, recognition, attention and glory.If the individual is motivated towards the esteem needs they are likely to increase their productivity as it is relevant to the desires of the category. If the individual esteem needs are being met then the individual is likely to feel a sense of job satisfaction as feelings such as glory, achievement and recognition provide incontrovertible em otion. If a manager regularly ensures the individuals needs are being met and exceeded their motivation for productivity and job satisfaction will theoretically increase.In conclusion it is clear that both perspectives of management can be effective when increasing an employees productivity and job satisfaction. The classical approach can in theory increase an individuals productivity and job satisfaction although the way in which the managers view the individuals as human machines potentially degrades the individuals and as a result their job satisfaction could decrease. The theories developed by Taylor and Fayol may only be applicable to specific job sectors such as manufacturing plant work if a manager applied the use of piece-rate and division of work it may not be relevant for use.The humanistic approach is likely to increase productivity and job satisfaction however the systematic movement in Maslows hierarchy does not necessarily apply to the assorted range of personalities of individuals. Mayos findings may also be bias due to the sector he researched therefore they may not interrelate to productivity and job satisfaction in all fields. Overall if a manager were to combine the most relevant ideas from both humanistic and classical theories they could then ensure their management style is applicable to the sector of work.How can leaders motivate staff in order to improve productivity and job satisfaction?How can leaders motivate staff in order to improve productivity and job satisfaction? The purpose of this essay is to highlight the use of management theories in relation to productivity and job satisfaction. This essay shall discuss how leaders can motivate employees in order to improve the overall productivity and job satisfaction. I will be looking at theories in relation to how they are categorised, also how different management theories can be implemented by a leader.The essay will analyse both the intrinsic and extrinsic factors that are relati ve to applicable management theories and from the analysis there will be a justification of methods the writer believes to be the most suitable for the leadership and motivation of employees. The Classical Perspective was exercised by theorists such as Frederick Taylor and Henri Fayol who both incorporated aspects of the classical approach into their management theories.The approach has specific characteristics that make it simple to distinguish which theories can be associated the general idea is that theorists using the classical approach viewed the employees as components of a production process rather than as individuals. The classical management style they applied to their theories ensured that the focus was entirely on an individuals extrinsic needs such as monetary incentives, level of working conditions, labour division and quantity.The theorists concentrated on aspects such as systematic analysis, remuneration, hierarchical structure and the use of autocratic leadership. 1 Frederick Taylors theory of Scientific Management suggests that a workers productivity will increase when given monetary incentives. Taylor believed that the employees would be motivated to produce more if paid for the completion of a task. Taylor measured and timed tasks in order to find an average completion time if workers exceeded that they were to be paid extra.Roles were concise managers to plan and train, and workers to perform. A leader of a manufacturing company could implement Taylors idea of a piece-rate system with the intention of motivating the staff to improve productivity. Job satisfaction may potentially increase for some of the employees specifically the individuals that have the correct skills to produce more as they will be receiving a higher salary.2 3 Henri Fayols theory of Classical Management was concerned with competence on an organisational level, Fayol devised 14 Principles of Management that he believed explained how managers should organise and communica te with employees. Fayols principles involved the use of discipline, autocratic leadership, teams having the same objective with one manager and one plan, the importance of group interests over individual interests, remuneration, hierarchical structure, good working conditions and stability of labour turnover.Using Fayols principles could help a leader guarantee that workers are correctly organised whilst ensuring the workers are motivated to improve their productivity and job satisfaction. 4 5 The introduction of monetary incentives based upon work output (remuneration) could motivate employees to produce more whilst increasing their job satisfaction, as they would receiving higher pay. Delegating controlled freedom could improve the employees productivity and job satisfaction as they may feel they have more of an opportunity to contribute, potentially increasing their work output.Promoting team spirit and unity within a workplace may improve job satisfaction and productivity as wo rking in a team allows all of the collective members to contribute complementary skills to the overall task and as a result the overall output and performance of each individual may increase if work output and performance increases the individuals self-esteem is likely to increase alongside job satisfaction.Ensuring stability of tenure may motivate improvement of productivity and job satisfaction, if an employee feels their job is secure then they are likely to be happier in the role and are also likely to focus on the work more as they will be worrying and focusing less on potential redundancy or dismissal. 6 7 In addition to the Classical Perspective theres also the Humanistic Perspective consisting of three subfields Human Relations, Human Resources and Behaviour Sciences.Theorists such as Abraham Maslow and Elton Mayo integrated the Humanistic Approach into their management theories. There are specific factors that distinguish whether a theory uses the Humanistic Perspective the humanistic approaches all emphasise the importance of understanding human behaviour, needs and attitude within the working environment. The Humanistic Perspective focuses on both extrinsic and intrinsic factors of an individual. The central idea is that the human needs are the conclusive factor to achieving efficiency within an organisation.Elton Mayos association with the Hawthorne Studies provided a stimulating effect to the understandings of the human factor at work. The focus within Elton Mayos studies was on the worker rather than the work this was revolutionary as previous theorists had only concentrated on the labour. Elton Mayo initially carried out a study into physical working conditions and productivity but his results ended up being a series of studies into social factors.The results from Elton Mayos studies showed that the initial factors of analysis such as working conditions were not influencing the employees increase in productivity and motivation it was the fact th e workers were responding to being the centre of attention, a member of a team and feeling a sense of recognition. The findings showed that social relationships in the workplace were just as important as monetary incentives and good working conditions relating to the productivity and job satisfaction of an employee.Elton Mayos studies were more factual than theoretical the findings provided a clear representation of the importance of social factors at work. A leader could apply some of Mayos ideas into their management techniques in order to improve productivity and job satisfaction. If the workers are given recognition they are likely to feel more motivated to increase their productivity a managers relationship and focus on the individuals will also provide them with the feeling of being centre of attention which is likely to increase their work output if they know they are being supervised.If a manager were to apply the action of team work into their organisation then the workers may feel a sense of unity building good colleague relations may increase the employees job satisfaction. Working in a team allows all the individuals to contribute their complementary skills potentially resulting in overall better working performance if working performance increases and the employees are given recognition they are likely to continue their hard work and also increase job satisfaction.Another essential theorist that used the Humanistic Approach within their management theory was Abraham Maslow. Maslow studied human motivation his findings gave him the incentive to develop a hierarchical model relating to human needs. Maslows theory influenced the development of management in the 1950s/60s the simplicity of the model and the idea of levelled needs made it a favourable approach to managers. Maslows Hierarchy of Needs consists of five levels of needs (physiological, safety, belongingness and love, esteem and self-actualisation), it is organised in order of influence upon theindividual. The stronger needs (physiological and safety) are at the bottom of the hierarchy and the weaker needs (belongingness and love, esteem and self-actualisation) are at the top. 13 14 15 The theory puts forth the idea that if an individuals stronger needs are threatened then they cannot begin to fulfil the weaker needs. The theory suggests that if a category of needs is not met then the individual cannot proceed to fulfil the higher level needs, this is due to the unsatisfied needs being dominant.Maslows theory relates to motivation in regards to productivity and job satisfaction an individual cannot be motivated to be productive if certain needs are threatened or not met. An individual may not be satisfied in their job if needs are threatened or not met, theoretically it is crucial for a manager to ensure a workers needs are met if they want them to increase their productivity. 16 17 18 The Hierarchy of needs provides useful framework for managers relating to the ways i n which the employees motivation can be met.Although the systematic movement from the bottom to top of the hierarchy is not necessarily representative of all individuals the theory still provides an outline for managers to use when trying to motivate employees. If a manager ensures that the employees physiological, safety and belonging needs are met within the work place then the individual is likely to be motivated towards the esteem needs such as the desire for achievement, adequacy, mastery, competence, recognition, attention and glory.If the individual is motivated towards the esteem needs they are likely to increase their productivity as it is relevant to the desires of the category. If the individual esteem needs are being met then the individual is likely to feel a sense of job satisfaction as feelings such as glory, achievement and recognition provide positive emotion. If a manager regularly ensures the individuals needs are being met and exceeded their motivation for produc tivity and job satisfaction will theoretically increase.19 20 21 In conclusion it is clear that both perspectives of management can be effective when increasing an employees productivity and job satisfaction. The classical approach can in theory increase an individuals productivity and job satisfaction although the way in which the managers view the individuals as human machines potentially degrades the individuals and as a result their job satisfaction could decrease. The theories developed by Taylor and Fayol may only be applicable to specific job sectors such as manufactory work if a manager applied the use of piece-rate and division of work it may not be relevant for use.The humanistic approach is likely to increase productivity and job satisfaction however the systematic movement in Maslows hierarchy does not necessarily apply to the respective(a) range of personalities of individuals. Mayos findings may also be nonreversible due to the sector he researched therefore they ma y not relate to productivity and job satisfaction in all fields. Overall if a manager were to combine the most relevant ideas from both humanistic and classical theories they could then ensure their management style is applicable to the sector of work.