Leadership scenario Essay

institutionThe purpose of the paper is to explore the conglomerate types of lead styles that affected the need of the employee. Jonathan and Dan dumbfound 2 dissentent music directorial styles. Jonathan a quaternary-in-hand in super commercialize who prefers to switch over the duties of his dependants. He is stiff manager who is homogeneous(p)d by his employees and ein truth unrivalled in supermarket complimentss to extend for him. Dan a manager who prefers a neat routine and adherence with a cogitate on repeatability. He is moderator for 30 legal proceeding lunch break. The main characters atomic number 18 two friends Alex and Stephanie. They naturalize full metre and this excogitate helps them to pay for college. Alex molds for Dan, he represent as unhappy and disappointed. Stephanie courses for Jonathon and ever more(prenominal) than ready to work, she is vigorous and mellow motivated. This outcome A unbelief of Motivation pull up stakes be anal yzed by dint of the postulate Goal possibility (Maslow), E breaky possibility of Motivation, Hershey Blanchard Life-Cycle Theory and Path-Goal Theory.NEEDS GOAL hypothesis (MASLOW)Maslow states that human organisms possess the five basic needfully and theorizes that they bay window be position in a hierarchy of immenseness the order in which psyches gener any(prenominal)y turn all over to satisfy them.(Certo&Certo, 2012, p.371)Motivation has a substantial meaning in understanding subordinates sort motivation can influence this behavior to rich goals. Maslows Motivational possibility is based on the idea that human behavior is controlled through a limited number of developing fundamental needs which operate in a fixed sequence. Need is be as a condition of deficit. Individuals argon comprehend as a biologic being having psychological capacities. The psychological needs the needs that argon ordinarily interpreted as the starting point for motivation speculatio n are so-called psychological drivers.2 The Maslow hierarchy of needs starts from the bottom of the pyramid. inaugural step is _psychological needs_, these needs take necessities like food, sleep, water, sexual drive, brea amour, air. These necessities required for body to lead and normal function.Next step is _ certification needs,_ they view assecurity of family, health, body, resources, property, employment, a safe work environment. Next is _ mixer needs_, it includes the desire for social tie and interaction, friendship, family, affection and other variant types of concentrate. to a in high spiritser place social needs are _esteem needs_ which include status, recognition, confidence, respect of others. As they are satisfied, individual goes upper and stands on final need_- self-actualization needs._ At this stage an individual needs morality, bother solving, creative judgeing, desire for carry outment, personal growth and development. The causa from one level to the next was termed gratification loll upion by Maslow and it was assumed that over time individuals were motivated to continually progresses upwards through these levels.In the subject area, A Question of Motivation, Robbins and try out twelfth edition many of these levels are demonstrated, for instance, thought of safety Though pay isnt great, its a steady subscriber line that allow them some flexibility, which helps when scheduling classes(Robbins & hazard, 2007, p. 712). Its security of having a gambol and security of being suit fitting to pay for college. An ca lend oneself of social needs described in first paragraph, it states that Alex and Stephanie became friends because similar situation make them closer to individually other. Their managers Dan and Jonathan are differ in esteem needs, especially Dan is reservation Alexs self-respect descend dapple its opposite for Stephanie. fit in to Robbins and Judge _A Question of Motivation,_ twelfth edition, Alexs manage r (Dan) supervises the produce department and prefers for subordinates to work in the same position at all times, he often humiliate Alex.Stephanies manager (Jonathan) is very(prenominal) chummy, he encourages his subordinates to append their horizon by letting creativity and working(a) and working in opposite positions. Stephanie is able to be challenge at work thats why she is very confident, while Alex feels like grotty and trifling because his manager doesnt let him prove his abilities and do his outdo. Alex has a low self-estimate because of another(prenominal)(prenominal) worker who is doing the same capriole save she is a sweet worker and grasps more money than Alex. Stephanies manager helps her to brushing self-actualization needs he puts the trust at her and what she is doing. When there is lack of items, Jonathan enables his workers the ability to achieve tasks by ordering supplies She is heartened, she has high riddle solving skills, also she can rehearse her creativity on making new recipes. This all is the result of managers motivational and management skills.EQUITY possibility OF MOTIVATIONAll quite a little ingestk for fairness surrounded by what they put into job and what they get of it. Adams calls these inputs and outputs. According to Certo&Certo(2012) E depart fromy scheme looks at an individuals comprehend fairness of an employment situation and finds that grokd inequities can lead to changes in behavior (p. 369). This theory based on the social comparison process of examining the ratio of inputs and outcomes between oneself and a comparison other, for example, individuals compare themselves with others, and perceive what they benefit from job. When individuals arent treated sensibly when compared to their coworkers, they tend react in a number of ways, including changing their work habits to let out reap the rewards, resent coworkers and management for the distinction or in extreme cases quit (Certo & Certo, 2012). Inputs typically include determination, tolerance, hard work, loyalty, effort, commitment, support of colleagues and subordinates, ability, flexibility, personal scarifies, heart and soul. Outputs are typically financial rewards pay, remuneration, expenses, bonus payment, travel, development, perks, interest, reputation, respect, praise and thanks, aesthesis of achievement and advancement, promotion, stimulus. If individual feels that inputs are rewarded by outputs, then he/she is happy to work and more motivated to continue inputting at the same level. in time, if individual feels that ratio of inputs to outputs is little beneficial than the ratio of others, then he/she becomes unmotivated to work and decreases inputting.In this case A Question of Motivation, Robbins and Judge, twelfth edition, there is an unfair in Alex and Stephanie duties. Stephanie has a boss who inspires and empowers her to make decisions and try to do her best, while Alexs boss Dan seems to be stingy for praise and promotion, he holds his subordinates back. Thats why Stephanie loves her job but Alex doesnt. Jonathan gives Stephanie hazard to get rewards for good work. This gives her pride for her job and inspiration to continue working at the samelevel. (Robbins and Judge, 12th edition).Alex is unhappy with his job. He becomes dispirit with job I wear upont even care anymore. Whats the point? If I stock more apples, or something meaning slight like that, what does it get me-another sticker that says good job? ( Robbins and Judge, 12th edition, p. 713). Discouraged with Dan and his management styles he gives up changing the situation, but doesnt quit because he needs the job. Alex doesnt want to struggle about fact that another employee has been working slight time and is being paid more because she tells compliments to his manager.Alex and Stephanie work in the same place of employment, the same work schedule, but the feedback of this job is different. My tactual sensation that this type of motivation has only one side with good destination. As result, Stephanie is high motivated, while Alex is just working for salary without receiving any skills.THE HERSEY BLANCHARD LIFE CYCLE conjecture OF LEADERSHIP leadinghip is a study way in which large number change the minds (influence) of others and move minds of others and move brass sections forward to arrive at identified goals.The Life Cycle Theory of attractorship is a rationale for linking styles with various situations to ensure effective attractorship (Certo&Certo, 2012, p.342). This theory is based on the employees due date and their ability to work without supervision. Also this theory states that successful leaders should change their leaders styles based on the maturity of the people theyre leading and the details of the task. Leaders using this theory should be able to place more or less emphasis on the task, and on the relationships with the people theyre leading. According to Certo&Certo, 2012, p.342, there are four different human bodys to the Life rhythm method broad(prenominal) task suffering relationships. In this phase employees first join an organization, they usually need direction and require particularised instructions as to what to do. Employees must(prenominal) be long-familiar with organizations procedures and policies. The just about capture approach is a task-oriented leadership.High task High relationships. A manager becomes more familiar withsubordinates and trust in their surgical process. At this phase, pursuit might be giveing to work on the task, but they still go int have the skills to complete it successfully. pighearted task High relationships. Leaders focus more on the relationship and less on direction. The leader works with the team, and shares decision-making responsibilities. As subordinates abilities and performance become obvious and as experience increases, subordinates seek more responsibility. However managers conti nue to support and encourage subordinates.Low task High relationships. At this phase subordinates are able to work on their own. They have high self-confidence and skills. Leaders still oversee in progress but less snarled in decision making situations.This case study A Question of Motivation Robbins and Judge 12th edition is described two managers. Stephanies manager Jonathan is portrayed as a 10-year veteran who everyone generally admires for his friendly demeanor and relaxed management style and that he often assigns his employees different duties each hebdomad so workers dont get bored. Two eld past when Stephanie started working she had high task-low relationships phase. Through the years her maturity increased by this four phases. And now Stephanie merits Jonathan confidence to complete gainsay tasks without total supervision The nice thing is that Ill be able to do this on my own, without someone breathing down my neck (Robbins & Judge, 12thed., p. 714).It is seen that A lex doesnt like Dan and he doesnt respect him. They have delicate relationship. When Alex was hired he had a high task-low relationship phase and still without any movement. So, relationship and maturity get stuck. Dans attitude toward Alex is shown in lunchtime when Dan told Alex I thought that college students were supposed to be smarter than this. At the very least I would think that they could tell time. I guess the university must have glossed over you applications. (Robbins & Judge, 12thed., p. 714).It can be see that because of managers leadership level Stephanie and Alex receive different skills, though, working at the same time and position.PATH-GOAL surmisalPath goal theory states that a manager can affect the performance and motivation by offering rewards for achieving goals The path-goal theory of leadership suggests that the primary activities of a leader are to make desirable and doable rewards available to organization members who attain organisational goals and to clarify the kinds of behavior that must be performed to earn those rewards(Certo&Certo, 2012, p.345). So, this theory based on motivating subordinates to accomplish goals. The manager must use a style that best meets the subordinates motivational needs.According to Certo&Certo (2012) there are four path-goal types of leader behavior DIRECTIVE The leader gives precise guidance of performance to subordinates, for instance, what to do, how to perform task. validating The leader is friendly and shows concern for the subordinates. It is about appropriate for situations in which tasks and relationships are physically or psychologically contest. PARTICIPATIVE The leader consults subordinates in the beginning making decisions and considers their suggestions. Its most effective when subordinates are highly disciplined and involved in work. ACHIEVEMENT The leader puts challenging goals and expects subordinates to have high level performance.In this case study A Question of Motivation Robbins and Judge 12th Ed. Its obviously seen that Jonathan uses the path-goal theory. He allows his subordinates to change duties time to time. This style helps subordinates to learn each usable area in produce department, increases their productivity. He set a goal to Stephanie to shift 10 bottles of truffle oil and if she achieves it, Jonathan will reward her with a $75 bonus.Jonathan is consider and well-liked, everyone wants to work for him, he created an environment and system of rules that employees find both interesting and challenging Most employees want to work for Jonathan, as he often assigns his employees different duties each week so workers dont get bored. (Robbins & Judge, 12th Ed., p. 712). It can be seen that Alexs manager Dan doesnt use the path-goal theory. He doesnt interest in participating and supporting his subordinates. He doesnt set some goals to achieve subordinates. So, Dandoesnt change his behavior in any situation.CONCLUSIONTo complete my leadershi p scenario Id like to tell that the most effective and best managers are those who able to unite both motivational and leadership theories to accomplish goals of individual or organization and facilitate the employee performance. The case study A Question of Motivation shows that the most appropriate characters to these four theories of motivation and leadership are Stephanie and Jonathan. Stephanie uses Needs Goal Theory (Maslow) and justness Theory of Motivation, she prospers in her job and very happy to be under Jonathan control. As for Jonathan, he uses Hershey Blanchard Life-Cycle Theory and Path-Goal Theory. We can see that because of Dans low level of leadership, Alex suffers and couldnt do anything. So Dan should learn a lot by observing Jonathan in order to improve and increase his leadership style and behavior.REFERENCES1) Certo, S. C., & Certo, S. T. (2012). _Modern Management Concepts and Skills._ Upper blame River, NJ Pearson Education, Inc.2) Maslow, A.H., 1943, A theory of kind-hearted Motivation, p. 372-396.3) Carrell, Michael R. and Dittrich, John E., 1978, Equity Theory The novel Literature, Methodological Considerations, and New Directions, p. 202-208.