Managers as Leaders – Two Motivational Strategies

Considered two motivation methods:

1. Business Bulletin – Clarifying Role and Tasks Project

2. Transformational – Providing Individualized Discrimination and Cognitive Review

How do you approach your leadership role?

  • Do you have more "command and control"?
  • Are you more "inspirational and charismatic"?
  • Is one more effective than the other? Why?

Sometimes the administrator needs to add when the work or environment of the subordinate authorities does not encourage. Managing Director may need to clarify expectations, tasks or employees roles. Managing director must direct or provide guidance, bring new workarounds, review procedures or create new ones, point out stretching goals, even restructure the workflow. These actions create a good cost-sharing process – definitely business – between leaders and followers. Such clarity or even clear agreement is a raw material in the business area.

  • Explanation of expectations
  • Providing instructions
  • Structure of work / work
  • Establishing boundaries and parameters
  • Creating and formalizing procedures
  • Using a variety of approaches and demeanors , the Transaction Leader offers a follower a plan to get what he or she needs … to get or keep the person in charge. Transaction Leadership can provide the necessary motivation. Of course, it can be responsible for encouraging short-term interest rates. It becomes more effective when used in conjunction with another kind of leadership.

    Transformational Leadership
    Transformational leadership produces the level of extensive effort and performance that goes beyond what would simply occur when requirements for roles and tasks are explained. Transformational leaders provide individualized coverage, intellectual stimulation, and self-directed purposes that tend to affect others to follow. Transformational Leaders pay attention to the concerns and development needs of individual followers; They change followers & # 39; awareness of issues by helping followers to look at old problems in a new way; They can excite, encourage and encourage followers to do a lot of work to achieve group goals.

  • Change leaders develop key identities, including:

    • Confident and Improve Confidence of Others With Compassion
    • Creates a Vision and Shows Strong Conviction of the Vision
    • Invites the Vision for Self and Others
    • Change Agent and Entrepreneurs New Ideas
    • Risks
    • Environmental Issues

    Full Marriage
    Too many managers and, in fact, most management training focuses on the idea and executes leadership on restrictive terms of business management alone. It is also true that the Transformational leadership will not work without meeting the expectations of management leaders. In relation to Abraham Maslow's "Governance Needs", business management has a tendency to address lower-level needs such as physiological well-being, safety and security, related and social affirmation and even self-esteem and recognition. Transformational leadership, which requires first and foremost to meet lower needs, creates opportunities to meet higher needs, such as social affiliation, self esteem and recognition and self-esteem and satisfaction. When executives lead people in a way that meets all of these needs, the ultimate measure of leadership is optimism – it's the performance of employees and business performance.


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