In most organizations, employees look up to their leaders on almost everything that goes around in the organization. The leaders are expected to set a good example which their subordinates are going to follow and also they are expected to give directions on how some activities in the organization will be conducted. Apart from these roles that leaders have, they also have a role to play in motivating their employees as that they keep them at their best performance at all times (Jim, 2017). Motivating employees in the right way will make them want to stick around more and also inculcate the culture of wanting to do their best at everything they are involved in.
In the interview which was conducted on Mark Bender who is a finance director at general dynamics, division of land systems, explains om the various principles that he applies on his employees in an effort to motivate them and their outcomes (Jim, 2017). Also the highlights of the things that drive him into motivating his employees in his line of work. The interview also focuses on the aspects that motivate Mark as a leader. Therefore in this paper I will analyze the responses given by Mark and try to find out how the theories presented can be applied in a real-life business situation and provide examples.
Mark in his interview, he explained that the principles that he applied in motivating his employees were; the desire to know his employees. Mark is convinced that when an employer knows their employees to a personal level it will be easier for them to know on the various ways that he can use to motivate them. He says, if you know what your employees are up to and this includes what activities they get themselves into both at work and outside the work area, this will give you a better picture on the type of person they are and as a result knowing what drives them will make it easier for you to find ways of motivating them appropriately (Jim, 2017). Perceptively, this technique or rather method is appropriate for a leader to use in motivating their employees. When a leader has a personal connection to his employees, the employees will be free with him to a level that they can tell their leader what things trouble them and in doing so the leader will understand them better making the process of motivating them much easier as it will make leaders get involved in their employees which is a powerful tool in motivating them
Other principles that leaders can employ include appraising their employees from time to time. Just like kids who need their parents and guardians to praise their actions when they do something good, then as a leader, should one employee do well, then one should not be hesitant in congratulating them as this will be motivating to them (Jim, 2017). On the contrary, when a leader is just there as an image but barely does nothing to motivate his employees then it’s more likely that the employees’ performance rates would be slower than what they are capable of doing.
The second question of the interview where Mark was asked whether he’s driven by intrinsic or extrinsic rewards. Intrinsic rewards are the non-monetary rewards that come when one is working. They can be accomplishments, self-satisfaction, compliments etc. while extrinsic rewards are the ones that are seen physically for example money, success etc. In his response, he said that he is driven by both intrinsic and extrinsic rewards. This is because when he thinks of the future of his daughter, the desire to make sure that her future is secure and by him going to work every day gives him the assurance that he is making more money that he will use raise his daughter. Mark also says that he is driven by intrinsic rewards of personal satisfaction.
According to him, he likes giving himself challenges and when he accomplishes the challenges he had there’s that sense of self-satisfaction that makes him feel good about himself and what he is doing (Inc., 2016). The issue whether a person should be driven by intrinsic or extrinsic rewards is controversial as both bring up different opinions in different individuals.
In Mark’s response to which is his leadership style that he opts using that commands his employees through motivation than dictating them into doing the responsibilities he directs to them, he said that he prefers letting his staff doing their responsibilities in the ways they are comfortable in as long as the results that will be realized will be positive and will bring about a positive change in the what they are doing collectively. Mark thinks that when an employee is assigned a project upon completing he brings the project back to his boss only to be rejected, it feels demoralizing and his motivation dies out that way (Inc., 2016). Instead as a leader, one should be supportive to his employees and let them do what they do best and bring positive results instead of rejecting something just because they did not do it the way you want it done.
Basically, the leadership style that Marks uses can be associated with the democratic and transformational leadership styles where the decision making and control is shared among the leaders and the subordinates. Other leadership styles that are aimed at motivation and not dictating responsibilities include the strategic leadership style where a leader is not involved with the top management anyone but any individual within the organization who want to improve the performance levels of the organization. These types of leaders use the techniques of strategic planning. Another leadership style is the coaching style where the leader is involved with his subordinates that he shows them in the areas they are to improve on (Inc., 2016). Coaching leadership styles makes use of performance levels that the employees are expected to meet and when they can’t their leaders will help them out on the issues to smoothen the way for them.