I chose to extrapolate on number 5, â€œGiven that a newcomer to an organization is promoted to leader of an existing work group that has gone through a period of negative business transactions, low work quality, and low morale, demonstrate how the new leader can gain authority, establish quality as an imperative, and also empower subordinatesâ€ (Week 4, n.d.). I was fortunate to have a real life example of this while going through this class. As Iâ€™ve mentioned previously, At one point this year we lost both our manager and our director.As such we required new leadership.The floor had been so hostilely managed that people were having trouble with relaxing in to fixing what needed to be fixed and there was serious concern about whether or not it would be fixable due to the amount of damage that had been done to the floor.
Watching the turnover combined with reading through this weeks information and research was beneficial in helping me to really cement this concept. Week 4 was about motivation, morale, and job satisfaction. One of the first things I picked up in this lesson is that it is important as management to identify what stage of motivation someone is at because then it becomes easier to work with them. Manning and Curtis (2015), list the five stages of motivation.If a manager is trying to motivate someone at a respect or fulfillment need when they havenâ€™t moved past security needs it is likely to potentially cause some conflict or lack of understanding with ineffective motivation (p. 295-297).
Resources and activities are important, however I think itâ€™s equally important to simply sit down and talk to people about what theyâ€™ve identified as important and where they are as far as motivation, morale and job satisfaction. Several different tools were included by Manning and Curtis (2015) including the ones on pages 292 to 294, page 305, and page 316.All of these are useful to not only provide insight in to how people on the team may function, but also to the style of the leader and how that may need to be adjusted to better suit the team.
Personally, I really enjoy motivating people. Talking to people and finding out what drives them and helps them to get through the day is amazing to me. Especially when itâ€™s different from what I need.This week and skill helped me to better identify peopleâ€™s needs and motivations so as to help them further what they want to do.Iâ€™ve discovered that itâ€™s applicable in non leadership roles or much smaller roles. Something as small as having a conversation with my preceptee before starting working together meant that I understood that much more about what he needed and how to best provide it for him.
I would like to continue to explore different ways to apply motivation in the workplace.As weâ€™ve covered, not every solution works for every person or in every situation.The more tools you have the better you can adapt to the needs of the environment.In an article written by Heathfield (2019), the first three ways to boost motivation that she mentioned were to learn what people want, set realistic goals, and provide employee recognition.While I have seen a lot of this recently in my work place Iâ€™m still working to see what further improvement I can find. Iâ€™d like to observe more methods in practice and possible learn how to implement some of them on my own when possible. It will be a learning experience, but Iâ€™m confident that we will get there.
Heathfield, S. M. (2019, January 17). 8 Ideas on How to Inspire Motivation in the Workplace. Retrieved from https://www.thebalancecareers.com/does-your-workpl…
Manning, G., & Curtis, K. (2015). The art of leadership(5th ed.). New York, NY: McGraw-Hill Education.
(n.d.). Week 4: Lesson. Retrieved from https://chamberlain.instructure.com/courses/45649/…