Please Answer The Following Critical Review Questions Pick F
Please Answer The Following Critical Review Questionspick Four Questio
Please answer the following critical review questions. Select four questions from the list below:
- Which leadership role do you prefer? Why?
- Which of the three content motivation theories do you prefer? Why?
- Which of the three process motivation theories do you prefer? Why?
- What is your motivation theory? What major methods, techniques, etc., do you plan to use on the job as a manager to increase motivation and performance?
- Describe an example of a leadership role that you have performed in your career. Which influencing tactics do you tend to use most and least? How will you change and develop the ability to influence using influencing tactics?
- How would you rate your political skills, and which political behavior do you use most often? How will you change and develop your political skills?
- How would you evaluate your networking skills? What will you do differently in the future to improve your networking skills?
- Do you believe most managers use influencing (power, politics, networking, and negotiating) for the good of the organization or for their own benefit? What can be done to help managers be more ethical in influencing others?
Please provide a minimum of two full pages of analysis in your response.
Paper For Above instruction
Introduction
Leadership and motivation are fundamental concepts in management, influencing organizational effectiveness, employee engagement, and overall performance. Choosing effective leadership roles and understanding motivation theories enable managers to inspire and guide teams towards achieving organizational goals. This paper critically reviews four selected questions related to leadership preferences, motivation theories, influence tactics, and networking skills, providing insights rooted in current management theories and personal development strategies.
Preferred Leadership Role and Its Rationale
Among various leadership roles, I prefer transformational leadership due to its emphasis on inspiring followers, fostering innovation, and promoting a shared vision. Transformational leaders motivate employees by aligning organizational objectives with personal values, which enhances commitment and performance (Bass & Bass, 2008). This leadership style encourages creativity, empowers team members, and creates a positive organizational culture. I find this role compelling because it not only drives organizational success but also promotes individual growth, which is vital in today's dynamic business environment.
Content Motivation Theory Preference
The theory I find most compelling among content motivation theories is Maslow’s Hierarchy of Needs. This theory posits that human motivation is driven by a series of hierarchical needs starting with basic physiological needs and progressing toward self-actualization (Maslow, 1943). Understanding these needs helps managers create work environments that fulfill employees' fundamental requirements, thereby increasing motivation. For instance, satisfying safety and social needs fosters a sense of security and belonging, leading to higher engagement. I prefer this theory because it provides a comprehensive framework for understanding what motivates individuals at different stages of their personal development.
Influence Tactics and Their Development
In my career, I have predominantly used rational persuasion and personal appeal as influence tactics. Rational persuasion involves presenting logical arguments supported by evidence, while personal appeal relies on building trust and rapport. These tactics are effective in gaining support and fostering cooperation. However, I acknowledge that I tend to underutilize ingratiation and coalition tactics. To enhance my influence skills, I plan to develop greater awareness of political behaviors and emotional intelligence, which will enable me to adapt my tactics based on the context and the individuals involved. Training in negotiation and influence techniques, along with seeking feedback, can further develop my ability to influence ethically and effectively.
Networking Skills and Future Improvements
Currently, I rate my networking skills as moderate. While I have established valuable professional relationships, I recognize that expanding my network and maintaining ongoing connections is essential for career growth. Future strategies include attending industry conferences, engaging actively on professional social platforms like LinkedIn, and participating in mentorship programs. Building genuine relationships based on mutual trust and value will help me improve my networking skills. Moreover, I intend to develop a habit of regular follow-ups and offering assistance to contacts, fostering reciprocal relationships that benefit both parties.
Ethical Use of Influence and Managerial Responsibilities
Most managers, consciously or unconsciously, use influencing tactics for personal benefit, which can undermine organizational integrity and trust (Ferris et al., 2018). It is crucial to promote ethical behavior by establishing clear codes of conduct, fostering a culture of transparency, and emphasizing the importance of organizational values. Training programs that focus on ethical leadership and decision-making can help managers understand the long-term implications of their influence tactics. Encouraging self-awareness and reflection on motives can also deter manipulative behaviors and promote a focus on collective interests.
Conclusion
Effective leadership, motivation, influence, and networking are interconnected elements that underpin managerial success. Selecting authentic leadership roles like transformational leadership enables managers to inspire and motivate. Understanding motivation theories such as Maslow’s Hierarchy allows for tailored strategies to enhance employee engagement. Developing influence tactics ethically, along with strengthening networking skills, supports sustainable leadership practices. Promoting ethical influence within organizations enhances trust, motivation, and overall organizational health, ultimately leading to improved performance and a positive workplace culture.
References
- Bass, B. M., & Bass, R. (2008). The Bass handbook of leadership: Theory, research, and managerial applications. Simon and Schuster.
- Ferris, G. R., Treadway, D. C., Perrewé, P. L., Brouer, R. L., Douglas, C., Lux, S., & Lam, C. (2018). Political skill: Its nature and contribution to organizational effectiveness. Journal of Management, 44(3), 734-762.
- Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370–396.
- Northouse, P. G. (2018). Leadership: Theory and practice. Sage publications.
- Yukl, G. (2012). Leadership in organizations. Pearson Education.
- Hackman, J. R., & Johnson, C. E. (2013). Leadership: A communication perspective. Waveland Press.
- Herzberg, F. (1966). Work and the nature of man. World Publishing Company.
- Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.
- Cialdini, R. B. (2009). Influence: Science and practice. Pearson Education.
- Goleman, D. (1998). Working with emotional intelligence. Bantam Books.