C.S.J.M.[I.B.M.] 1

MOTIVATION & LEADERSHIP

Presentation by Fiedler Group

Presented to :- Anubhav Dixit.

Mr. S. K. Srivastava. Bhavna Dixit.

Raj Kumar.M.B.A.[F.T.] Swati Singh

Tomer. I.B.M. 1st sem. Vishnu

Kumar Gupta.

*What is motivation?*Why motivation?*Importance of motivation*Better motivation*How to be motivated?

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MOTIVATION Motivation is a

process which begins with a physiological or psychological need or deficiency which triggers behaviour or a drive that is aimed at a goal or an incentive.

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Theories of Motivation Some important theories:

Maslow’s Hierarchy of Needs TheoryAlderfer’s ERG theroryHerzberg’s Motivation-Hygiene theoryMcgregor’s Theory ‘x’ and ‘y’Carrot and stick approach of

motivation C.S.J.M.[I.B.M.] 4

Maslow’s Hierarchy of Needs Theory

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Alderfer’s ERG TheoryNeed hierarchy ERG Theory

Self actualisationEsteem -self -others

Social

Security Physiological

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Herzberg’s motivation-hygiene theory

Rti, Jammu 7

Mcgregor’s theory ‘x’ and ‘y’

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Carrot and stick approach COMBINATION OF REWARDS & PUNISHMENT

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Satisfaction vs. DissatisfactionMotivatorsAchievement

Growth

Recognition

Responsibility

Hygiene

Compensation

Fringes

Supervision

Work Conditions

What Employees Want

Maintainers. Motivators

Maintainers

Working conditions. Company policies. Job security. Pay and benefits. Relationships with

coworkers. Supervision. Status.

MotivatorsSecurity (physical, food,

psychological)Power (position, money, authority)SexSocial (peer-esteem, love,

belonging)Expression (creativity,

achievement, identity)

I was saying "I'm the greatest”

long beforeI believed it.

It's not that I'm so smart, it's just that I stay with

problems longer.

NEED WANT SATISFACTION

CHAIN

TENSIONTENSION

Give rise to Give rise to WANTSWANTSNEEDSNEEDS

Which cause in

Which cause in

Which Give rise to Which Give rise to ACTIONSACTIONS

SatisfactionSatisfaction

Which results inWhich results in

Instrumental

Goal

Rel

ief

Need, Drive

CHARACTERISTICS / FEATURES OF MOTIVATION

Psychological processInitiative by managerContinuous activityGoal and action oriented.Broad conceptBeneficial to employees and

managementVaried measures available for

motivation

NEEDS AND IMPORTANCE OF MOTIVATION

Attending to human needsRaising moralReduces absenteeism and labor turn

overMaintaining human relationsStimulating employeesReduces accidents

Performance RewardEffortEffort

Perceived effort –performance probability

Perceived effort –performance probability

Perceived value of reward

Perceived performance – reward probability

“What are my chances of getting the job done if I put forth the necessary effort?”

“What are my chances of getting the rewards I value if I satisfactorily complete the job?”

“What rewardsdo I value?”

Moral MaturityMoral Maturity – the measure of a

person’s cognitive moral development

Morally mature people behave and act based on universal ethical principles.

Morally immature people behave and act based on egocentric motivations.

Cultural DifferencesMotivational

theories are culturally bound

Research results differ among cultures

U.S. Results

Other Cultural Results

=

Ways to Motivate PeopleTrainingCoachingTask assignmentsRewards contingent on good

performanceValued rewards available

Methods of motivation

1.Monetary(Financial)

Salaries and WagesBonusIncentivesSpecial individual incentives

2. Non Monetary (Non Financial)

Status or Job titleDelegation of AuthorityWorking ConditionsJob SecurityJob EnrichmentWorker Participation

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PERSONALITY “Personality

Development is a tool through which you bring out your capabilities and your strengths making yourself aware of your innerself and become more confident to face the outside world".

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Personality development program enable individuals to improve their personal needs, their health, their career prospectus, their relationship, their beauty and so many to go on. As we have many things in our queue to choose, we should try to know what we actually need. We offer a wide range of 52 topics that one individual can think of, improving himself. In today's competitive environment one can't wait for the opportunity to be lost. In this course we follow different kind of methodology that will help an individual to get those changes that he desires.

More practical less theory.

1-to-1 interactionsPerformance analysis

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Easy Way to build self-confidence

1. Dress Sharp2. Walk Faster3. Good Posture4. Personnal

Commercial5. Gratitude6. Compliment other

People7. Sit in Front Row8. Speak up9. Work Out10. Focus on

Contribution

Leadership is the ability to persuade others to seek defined objectives enthusiastically.it is the human factor which binds a group together and motivates it towards goals .

Leadership is the process of influencing behaviour and supporting others to work enthusiastically towards achieving objectives .

IMPORTANCE OF LEADERSHIP

Creating confidence

Motivating employees

Building morale

LEADERSHIP THEORIES

Charismatic theory

Trait theory

Behaviour theory

Situational theory

CHARISMATIC THEORY“A leader is born not made”

“Charisma is a GOD – gifted attribute in a person which makes him a leader”

Qualities of charismatic leader

VISION

ENERGY

CONFIDENCE

TRAIT THEORY“Leadership traits are not completely inborn but can also be acquired through leaning and experience.”

Qualities by birth

PHYSICAL FEATURESINTELLIGENCE

Acquirable qualities

EMOTIONAL STABILITY

HUMAN RELATION

EMPATHY

BEHAVIOURAL THEORY

“Leadership emphasises that strong leadership is the result of effective role behaviour.”

“Leadership is shown by a person`s acts more than by his traits .”

SITUATIONAL THEORY

“The effectiveness of a leader depends upon the situation in which leadership is exercised .”

LEADERSHIP STYLES

Leadership style is a manner and approach of providing direction implementing plans and motivating people.

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LEDERSHIP STYLEThe leadership style we will discuss here are:

AUTOCRATIC STYLE

DEMOCRATIC STYLE

LAISSEZ FAIRE STYLE

Autocratic StyleManager retains as much power and decision-making

authority as possible.

The manager does not consult employees, nor are they allowed to give any input.

Employees are expected to obey orders without receiving any explanations.

The motivation environment is produced by creating a structured set of rewards and punishments.

TYPE OF AUTOCRATIC LEDERSHIPSTRICT AUTOCRAT

BENEVOLENT AUTOCRAT

INCOMPETENT

BENEFITS OF AUTOCRATIC STYLE

Reduced stress due to increased control

A more productive group ‘while the leader is watching’

Improved logistics of operations

Faster decision making

DEMOCRATIC STYLE

1. Which members of the group take a more participative role in the decision-making process.

2. Manager effectively delegates tasks to subordinates and give them full control

3. Manager welcomes feedback of subordinate.

4. Manager encourages others to become leaders and be involved in leadership development.

What is Democratic style ? 1. Manager seeks consultation on all major

issues and decisions. 2. Manager effectively delegates tasks to

subordinates and give them full control

3. Manager welcomes feedback.

4. Manager encourages others to become leaders and be involved in leadership development.

TYPE OF DEMOCRATIC LEDERSHIP

persuasive leadership

consultative leadership

BENEFITS OF DEMOCRATIC STYLEPositive work environment

Successful initiatives

Creative thinking

Reduction of friction and office politics

WHEN IS THE DEMOCRATIC STYLE EFFECTIVE

1. In the manufacturing industry.

2. Professionals organizations.

3. Non profit organizations.

4. Creative industries such as advertising and television.

Indra Nooyi

Laissez- Faire

This French phrase means “leave it be” and is used to describe a leader who leaves his/her colleagues to get on with their work.

When the Laissez- Faire style effective

Employees are highly skilled, experienced, and educated.

Employees have pride in their work and the drive to do it successfully on their own.

Outside experts, such as staff specialists or consultants are being used

Employees are trustworthy and experienced.

The Perfect Leader

A good leader uses all three styles, depending on what forces are involved between the followers, the leader,

and the situation.

Five MANTRA of e.sreedharan

Let deadlines motivate you rather than pressurize you

Start your day early, finish your day early

Work with honesty, others will co-operate

Believe in your self, believe in the impossible

What Is The Grid

‘‘The Grid is a visual framework for understanding different behavioral style which reflect the level of concern for people and production grid provide manager with skill to integrate these two concerns towards consistently achieving excellent result’’

MANAGERIAL GIRD

One of the most widely known approaches of leadership style is the managerial grid developed by ‘BLAKE AND MOUNT’’

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The Managerial Grid1,9

Country club managementThoughtful attention needs of peoplefor satisfying relationships leads to

A comfortable, friendly organization

atmosphere and work tempo

9,9Team management

Work accomplishment is from committed people, interdependence

through a “common stake” in organization purpose leads to relationship

of trust and respect

1,1Impoverished Management

Exertion of minimum effort to get required work done is appropriate

to sustain organization membership

5,5Organization Man Management

Adequate organization performance possible through balancing the necessity to

get out work with maintaining morale of the people at a satisfactory level

9,1Authority-Obedience

Efficiency in operations results from arranging conditions of

work in such a way that human elements interfere to a minimal degree

1

2

3 4 5 6 987

1

2

3

4

5

6

7

8

9

Concern for productionLow High

Low

High

Con

cern

for

peo

ple

TRIDIMENSIONAL GRID

One of the widely known approaches of Indian leadership style is the tridimensional Grid developed by ‘Radhaswami and Ranjnekar’There is Nine type of leaderConcern for Task -IConcern for People-IIConcern for Self - III

1,1,1-SLEEPY SLAM 1,9,1-JOLLY JOE

9-9-1-FOOLISH FREIDDY 1-1-9-PETER THE POLI

9-9-9-IDEAL INDIAN

9-1-1-CRAZY CHARLIE 9-1-9-RITHLESSROINEY

1-9-9 GEORGE THE GROUPMAKER 5-5-5- BOB AND BUFFER

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Fiedler Contingency ModelEffective groups depend upon a proper

match between a leader's style of interacting with subordinates and the degree to which the situation gives control and influence to the leader

LPC measures task- or relationship-oriented leadership style ( think of all the coworkers you have ever had and describe one person you least enjoyed working with)

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Fiedler-Defining the situationAfter the individual's basic leadership

style has been assessed through the LPC, it is necessary to match the leader with the situation

Leader member relations -the degree of confidence, trust, and respect subordinates have on their leader

Task structure -the degree to which task assignments are procedurized

Position power -influence derived from one's formal structural position in the organization

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Narayana Murthy and Infosys Narayana Murthy turned

a small software development venture that he had set up with his friends in 1981, into one of the leading companies of the country. Infosys grew rapidly throughout the 1990s. He distributed the company’s profits among the employees through a stock option program and adopted the best corporate governance practice.

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Be a good

Motivator

& Leader