How can leaders motivate staff in order to improve efficiency and job satisfaction

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“How can leaders motivate staff in order to improve productivity and job satisfaction?” Introduction
In this essay I shall define - motivate, job satisfaction, productivity and leaders. I shall then give a brief history of motivational theories and then discuss McClelland’s Motivational Needs Theory; to explain some methods of how staff can be motivated by analysing the 3 main factors in his theory and explain how these factors can motivate staff and to see if motivation does lead to improved productivity, I shall then analyse this theory and thoughts of other theorists to see if motivation also leads to job satisfaction and conclude the results of my research. Motivate – The Oxford University Press (2014) states motivate is to “provide (someone) with a reason for doing something: he was primarily motivated by the desire for profit” 2014, 2014, February 26th, Oxford University Press, http://www.oxforddictionaries.com/definition/english/motivate?q=motivate What is Job Satisfaction?

Job Satisfaction is when a person/employee is happy or content in their job. What is Productivity?
Productivity is a term used to describe a state, quality or fact of being able to generate, create or improve goods and services. For example at the Chocolate Factory the Work Productivity was increased and 10% more chocolate bars were produced than last year. Or the Council’s Productivity increased after a restructure and they managed to provide more services to customers. What is a Leader?

A Leader is someone who leads other people; this could be a manager, director, team leader, politician or anyone who leads people, usually staff or one or more people. Motivational Theories
There have been many management theorists throughout the years from 1908 (Henry Ford) to 1990 (Dr Stephen Covey) and other theorists/theories onwards from 1990. David McClelland’s Motivational Needs Theory in 1961 identified that there were 3 types of needs for motivation: •The Need for Achievement (Goals, Deadlines etc.)

McClelland believed that the Need for Achievement would motivate staff; for example leaders setting goals, targets or deadlines for staff to achieve can motivate their staff to meet these deadlines (or goals) therefore enabling leaders to increase productivity and performance of staff by setting, planning and/or varying these deadlines, goals or targets. Without any goals or deadlines there is no need for the staff to achieve a certain amount of productivity such as producing/finishing a specific amount of work. Therefore I agree with McClelland that there is a motivational need for achievement to motivate staff and this can lead to improved productivity and performance. Many large companies such as Halfolds and MacDonald’s believe that Achievement motivates staff and they have reward systems in place to motivate their staff. By achieving a good performance or a certain level of productivity they can earn rewards, if a worker meets the requirements they may get praise or a reward from their leader there also may be an incentive for the staff member to achieve their/these targets of which motivates them to work harder therefore increasing productivity by McClelland’s motivational need for Achievement. But also when a staff member meets their work goals, targets or deadlines this may improve job satisfaction as they would know they have done well and their standard of work is sufficient to meet their goals even if there is no incentive, but an incentive for the staff to meet goals can help motivate staff further to meet...
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