Motivation

The word motivation is often defined as "getting

someone moving." Motivation theory breaks down these forces into internal or intrinsic motivation, and external or extrinsic motivation. If you're in a leadership role, then it's important to understand how employees are motivated, and what you can do as a leader to keep them motivated.

Motivational theory
When we motivate ourselves, or someone else, we are

developing those incentives or conditions that we believe will help move a person to a desired behavior. Whether it is through intrinsic motivation or extrinsic motivation, most individuals are moved by their beliefs, values, personal interests, and even fear.

Types of motivation
Intrinsic or Self Motivation Fundamentally, all motivation comes from within. So the most common concepts of motivation are those of self motivation, internal motivation, or intrinsic motivation.

Types of motivation
Motivation through Challenges Individuals are motivated when they are working towards personally meaningful goals. Attainment of those goals must require activity that is increasingly difficult, but attainable.

Types of motivation
Motivation through Curiosity In this concept of self motivation, we are talking about providing something in the individual's environment that arouses their curiosity. Motivation through competition Through fantasy

Contemporary theories of Leadership

The variables include organizational culture,

the values of the leader and the followers, the work, the environment, the influence of the leader manager, and the complexities of the situation Theory introduced in late 1970s

Strong control is maintained over the work group Others are motivated by coercion Others are directed with commands Communication flows downward Decision making does not involve others Emphasis is on difference in status(I and you

Merits
Results in well defined group actions that are that are

usually predictable Reducing frustration in the work group and giving members a feeling of security Productivity is usually high Useful in crisis situations e.g. Very large bureaucracies such as the armed force

Demerits
Creativity, self- motivation and autonomy are reduced

Democratic leaders
Less control is maintained Economic and Ego awards are used to motivate Others are directed through suggestions and guidance

Communication flows up and down

Decision making involves others Emphasis is on we" rather than I and you

Criticism is constructive

merits
Appropriate for groups that work together for

extended periods Promotes autonomy and growth in individual workers Effective when cooperation and coordination between groups are necessary

Demerits
Because many people must be consulted, democratic

leadership takes more time and, there for, may be frustrating for those who want decisions made rapidly. Less efficient quantitatively than authoritative leadership

Laissez-faire leaders
Permissiveness, with little or no control
Motivation by support when requested by the group or

individuals Provision of little or no direction Communication upward and downward flow among members of the group Emphasis on the group Criticism withheld

Merits
When all group members are highly motivated and

self directed, this leadership style can result in much creativity and productivity Appropriate when problems are poorly defined and is needed to generate alternative solutions

Changes in the leadership concept

Leadership style has a great deal on the climate and

out come of the work group In 1940s-followed a predominant leader ship style In 1950s Followed the style between authoritarian and Laissez fair