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

In this essay I shall define motivate, furrow cheer, productiveness and entrusters. I shall then give a brief history of indigenceal theories and then discuss McClellands Motivational brings Theory to condone some methods of how mental faculty washstand be motivated by analysing the 3 main factors in his conjecture and explain how these factors slew motivate staff and to see if motivation does lead to cleansed productivity, I shall then meditate this theory and thoughts of former(a) theorists to see if motivation excessively leads to moving in satisfaction and conclude the gos of my research.Motivate The Oxford University Press (2014) states motivate is to provide (someone) with a causal agent for doing something he was primarily motivated by the desire for profit 2014, 2014, February 26th, Oxford University Press, http//www. oxforddictionaries. com/ exposition/english/motivate? q=motivate What is Job bliss? Job Satisfaction is when a person/employee is happy or content in their undertaking. What is productiveness? Productivity is a term used to describe a state, tone or fact of being able to generate, create or remediate goods and services.For example at the Chocolate Factory the Work Productivity was change magnitude and 10% much(prenominal) chocolate bars were produced than last year. Or the Councils Productivity increased after a restructure and they managed to provide more services to customers. What is a Leader? A Leader is someone who leads some other people this could be a manager, director, group leader, politician or anyone who leads people, unremarkably staff or one or more people. Motivational Theories in that respect waste been many management theorists throughout the years from 1908 (Henry Ford) to 1990 (Dr Stephen Covey) and other theorists/theories fore from 1990.David McClellands Motivational take Theory in 1961 identified that in that location were 3 types of pauperizations for motivation The Need for acti on (Goals, Deadlines etc. ) McClelland supposed that the Need for Achievement would motivate staff for example leadership setting goals, tar trounces or deadlines for staff to pass on prat motivate their staff to meet these deadlines (or goals) consequently 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 thither is no need for the staff to achieve a certain tally of productivity such(prenominal) as producing/finishing a specific amount of track down. Therefore I agree with McClelland that in that location is a motivational need for achievement to motivate staff and this kitty lead to amend productivity and performance. Many large companies such as Halfolds and MacDonalds weigh that Achievement motivates staff and they take in 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 in any case may be an incentive for the staff member to achieve their/these targets of which motivates them to work harder therefore increasing productivity by McClellands motivational need for Achievement.But also when a staff member meets their work goals, targets or deadlines this may improve labor satisfaction as they would know they have done well and their modular of work is sufficient to meet their goals even off if there is no incentive, but an incentive for the staff to meet goals can help motivate staff further to meet their goals. The Need for agent (Authority)Staff having authorization or power McClelland believed would motivate staff, I believe this is because it gives the staff member a sense of importance by having pronouncement and by would undertaking extra responsibilities that people with authority would usually sign such as managing staff, it also enables them to motivate staff who they have authority over and therefore they can improve performance and productivity by successfully managing their staff as well as improving their wrinkle satisfaction, possibly by making changes.The Need for standstill (Good/Friendly works Relationships/Being a part of a team, group, organisation etc. ) standstill/s in McClellands theory refers to staff being closely affiliated (or associated) which can refer to family, social, business or working relationships.This Affiliation is a state of being associated or affiliated, for example a staff member may be affiliated with a team or organisation and staff being in a team (therefore having tie-up with a team) McClelland believed staff may be more motivated by necktie as they are associated with other staff who may well-nigh likely be working towards a similar outcome to themselves and as a part of a team they may wish to be or become a team player and motivate themselves and other team members.For instance I have affiliation with the University of West capital of the United Kingdom Business Studies Course and as a student I am affiliated and effectively a part of a group of students, I am motivated to help other students as they wish to achieve the same outcome as me (a degree) and as I have affiliation with this group I am therefore self-motivated to achieve the same standard of work as my group or excel them and therefore I agree that there is a need for Affiliation and I believe this motivates me and my performance and productivity is improved as a direct result of Affiliation.McClelland believed that the majority of people have or show a compounding of these 3 types of needs and some favour specific needs or a combination of these needs. Matching the correct needs to the person can strongly improve their work productivity, performance and behaviour but can increasing motivation therefore lead to an improvement in job satisfaction?McClelland does specify in his theory tha t motivation can improve performance and work productivity, but he does not specify that it can lead to improved job satisfaction but from analysing his theory above you can see that 2 Motivational needs factors in his theory (the need for authority and the need for achievement) can lead to improved job satisfaction, this is backed up by the fact that McClellands motivational theory shows that motivation can lead to improved performance of staff and there is a direct link between improved performance and improved job satisfaction.The 3rd factor The Need for Affiliation through person-to-person experience at university and working as a part of team at various work places, I believe can also improve performance and job satisfaction). Naylor, Pritchard, & Ilgen 1980 Vroom, 1964 state that expectancy-based theories of motivation generally specify that satisfaction follows from the rewards produced by performance. Lawler and Porter (1967) who were expectancy theorists themselves argu ed that performance would lead to job satisfaction through the provision of intrinsic and extrinsic rewards.As these authors noted, in short stated, good performance may lead to rewards, which in turn lead to satisfaction. The Job Satisfaction-Job Performance Relationship A Qualitative and Quantitative suss out 2001, 376-379, American Psychological Association, Inc, 3 I can conclude that leaders can motivate there staff using motivational theories such as McClellands Motivational Needs Theory in outrank to improve productivity and job satisfaction. I have also came up with my own theory based on McClellands Motivational Needs theory and the work of Naylor, Pritchard, & Ilgen 1980 Vroom, 1964, Lawler and Porter (1967).Josh Albrights (2014) Motivational eat Theory I agree with McClellands theory which I have discovered to some extent also agrees with other theorists (such as Naylor, Pritchard, Ilgen, Vroom, Lawler and Porter) that motivation leads to improved performance (producti vity) and job satisfaction, In order to increase job satisfaction and productivity you must increase motivation. The diagram I move below shows that the more motivation is increased or poured into staff the more job satisfaction and productivity will thereby be increased.