Running head: Assignment #10 – Electives 1

Leadership Issues in the Workplace

Humber College

Business Communications (SCM 5005)

11th January 2018

Leadership Issues in the Workplace

Assignment #10 - Electives 2

GENERAL OVERVIEW

1. Even though most of us have to work and therefore need a job, managers (Leaders) still have to
worry about employee motivation because employees aren’t always willing to put forth the effort to do the
job well.

2. Also, even for employees who are willing to put forth effort, we want to make sure that they
continue to perform at the levels we need to reach organizational goals.

3. When responding to the 5 questions (below), Please ……. ensure you provide sufficient detail to
support your recommendations.

SPECIFIC TASKS

Question 1: Most of us have to work for a living, and a job is a part of our lives. So, why do we, as
leaders (managers) have to worry so much about employee motivation issues?

Question 2: As a leader, describe a task you have done recently for which you exerted a high level
of effort. Explain your behavior. (SAR).

Question 3: What motivation approach could be used to encourage and support workforce
(workplace) diversity efforts? Explain.

Question 4: Many job design experts who have studied the changing nature of work say that
people do their best when they are motivated by a sense of purpose rather than by pursuit of money. Do
you agree> Explain your position.

Question 5: Why is moral leadership important? What can Leaders do to improve their capabilities
to provide moral leadership?
Assignment #10 - Electives 3

“Desire is the key to motivation, but its determination and commitment to an unrelenting pursuit
of your goal – a commitment to excellence – that will enable you to attain the success you seek.”
– Mario Andretti

Key resource of each single organization is people. It is the most crucial, expensive and comprehensive
resource companies have. Quality of labour pool defines competitive advantage for a firm and affects its
general prosperity. These are primary proofs for taking care of employee’s motivation. Bringing the theory
to practice, there are variety of measurable reasons to persuade high inspiration within the stuff:

1. Basic need1
Usually job consumes a huge part of person’s time and efforts. Therefore, good companies tend to
satisfy basic needs of the stuff they have during their employment2. In other words, managers have
to take care of need in a food, by supplying the dining spot in an office, have to consider safety, e.g.:
proper lightening, should create the community spirit through corporate policies, proper evaluate
the job of its workers and come up with a big idea the company seeking to achieve.
Accordingly, the finest leaders are keen on each subordinate’s most meaningful needs. For instance,
a parent might need flexible hours, a student probably will require a mentorship, finally mature
workers could wish for a promotion or even rotation.

2. Improved employee efficiency3

Following up the previous statement, once the leader finds out the need of the individual, it is easier
to motivate him or her through the accomplishment of their demand. Having been doing this leads
company to a better involvement rates, efficiency, reduced number of errors, and commitment to
the job. Consequently, company receives exceptional and valuable input from the stuff through

1
Manager's Role in Promoting Motivation. Authored by: David J. Thompson and Lumen Learning. License: CC BY:
Attribution
2
Retrieved from: https://courses.lumenlearning.com/wm-principlesofmanagement/chapter/needs-based-theories-of-
motivation/ (Abraham H. Maslow, “A Theory of Human Motivation,” Psychological Review 50 (1943): 370–
396 )
3
Management Study Guide.”Importance of Motivation”. Retrieved from: https://inside.6q.io/employee-motivation-
important/
Assignment #10 - Electives 4

Synergistic effect. The satisfied worker generates more revenue, by reducing operation costs and
efforts simply because of eliminating a distraction to a personal urgency.
3. Leads to stability of work 4force
A fully engaged employee is broadly one that says positive things about their organization to others,
wants to stay with their organization, and exerts extra effort in their role5. As it is said, “Old is gold”
which suffices with the role of motivation here, the older the people, more the experience and their
adjustment into a concern which can be of benefit to the enterprise.

The most recent task for which I exerted a high level of effort is Research Project for a Supply and
Demand class in Humber. First of all, have to admit it was fun and pleasant to work in a team. I highly
appreciate the level of support others could provide during hard times. Feedbacks from other team members
are most valuable and far-reaching outcome all along the process. However, it was not easy sometimes to
cope with other comrades. I had such a diverse in age, cultural background, studying approach and goals
team that occasionally we were coming to a standstill point in understanding each other. Be that as it may
we had an aim to get our report done. Thus, I have put a tremendous effort on myself to commit to the job
I have being assigned. I was trying to help others to complete theirs tasks without doing that instead of them.
For instance, one of our member left the group (not officially) on a last week of the project. He simply
put an end to any communication we had at that time. Surely, the first thought was that he is a bad guy and
trying to avoid the responsibility and tense of a due date coming very soon. It was effortless to blame him
and report to instructor. However, we had one of those difficult conversation when he revealed that he find
it offensive an overwhelming approach of another member.
End of the line was giving a critical feedback to each other and keep moving towards the aim. Through
this experience I have learned to step into shoes of others in order to understand “Whys” and the real
meaning of the actions and efforts of others. I gave myself a resolution to listen actively carefully others and
let others to take a stage no matter how truly I wished to do everything by myself.

I believe the Expectancy Theory6 is the best approach.

Motivation by a sense of purpose

Moral Leadership7

4
https://managementstudyguide.com/importance_of_motivation.htm
5
Catherine Adenle (Oct 11, 2016) 20 Things Employees Value. Catherine’s Career Corner.
http://catherinescareercorner.com/2016/10/11/20-things-employees-value-infographic/
6
5 Psychological Theories of Motivation to Increase Productivity. Contactzilla. Retrieved from:
https://contactzilla.com/blog/5-psychological-theories-motivation-increase-productivity/
7
DOV SEIDMAN (Sept. 15, 2017) “The Four Pillars of Moral Leadership” Fortune. Retrieved from:
http://fortune.com/2017/09/08/how-to-be-a-better-boss/