英语论文网

As mentioned by Sager, In order to motivate someone, a leader has to know two things- Is the individual satisfied with the hygiene factors offered by the job, i.e., salary, fringe benefits, security and status, and interpersonal relationships? Second, will the individual be challenged by the job? A leader has to provide rewards/ benefits to his followers which can be extrinsic and intrinsic factors. The extrinsic- job related- include pay checks, bonuses, etc. However, Asbjornson and Benner argue that forms of extrinsic motivation often fail to solicit employees' best efforts over time. The intrinsic factors have a bigger role to play. When we operate strictly from a mind-set of soliciting performance through the awarding of pleasure or the withholding of pain, we fail to consider what researchers refer to as an individual's intrinsic motivators: the desire to engage in an activity because it is enjoyable, meaningful, and/ or personally satisfying. Common intrinsic motivators include a sense of belonging, feeling that one is making a significant contribution toward a worthy goal, and wanting to make a 'difference.' It is these motivators, the research suggests, that lead to sustained high performance.

Individuals in organizations bring intrinsic motivation to their work. Rather than trying to manufacture motivation, a leader has to inspire exceptional work by calling upon others' innate desire to make a difference. Further, as opined by Asbjornson and Benner, a header has to recognize and tap into the talent and experience of their respective colleagues. He/she has to engage in what we call 'intentional listening'rather than making assumptions or jumping to conclusions. Additionally, a leader has to focus on asking the right questions and coaxing meaningful answers rather than dictating preformed solutions and in doing so balance action and reflection, recognizing that neither is sufficient to solve problems alone. Perhaps most importantly, a leader has to share a key objective: to inspire his/her audience (employee). It is only then the employees are motivated.

A leader has to be circumspect. McGregor's contribution to the study of motivation also underlines the importance of flexibility: application of theory X or Y management techniques should depend on the individual being supervised and the circumstances. Further more a leader should make sure that he/she does not require things from others that he/she would not want required of him/her-self. To understand employees, a leader has to be a good example for others to follow. He/she must attempt to look at the employees' work in the same way they do.

Finally, leadership should not be based on lies, trickery, or manipulation. When leading other individuals it is important they are getting a benefit out of their own actions. It is important to be ethical and considerate of others at all times.

领导风格——Leadership Style

The role of leadership has been examined in numerous empirical studies and countless articles, essays, and books. There are many leadership styles that authors have advocated over the past. However, the most prominent ones include - transactional, contingent, charismatic and transformationa本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。