This organizations Behavior Assignment is part of HND Business Course. This assignment details about the organizational leadership skills.
Question – 1
Identify the difference leadership styles that are available and discuss the impact that different leadership styles may have on motivation at the time of a change at Egg and Taylor Woodrow’s workforce.
Answer – 1
Companies are driven and guided by leaders that possess different leadership styles. Moreover, it also happens that the same leader under different situations or environmental factors may choose to follow different leadership styles. The five types of leadership styles that can be followed by any leader are –
- Laissez-Faire – A leader following this particular leadership style does not provide direct supervision to its staff members. In other words the staff members are left to perform on their own. This type of leadership style generally leads to poor performance of employees since they do not receive any guidance from their superiors. However, this type of leadership style may prove to be beneficial for the company if the staff members are highly qualified or trained and do not require any kind of supervision from the company’s end.
If this kind of leadership style is followed at the time of any kind of change at Egg and Taylor Woodrow, the workforce in these organizations would get demotivated. This is so because since they would find it very difficult to cope up with the changes as no supervision would be provided to them regarding the same by their leader or manager (who would expect them to learn and adapt to the same on their own).
- Autocratic – In this case the leader does not take any kind of recommendation from his staff members or does not allow them to participate in the decision making process. He or she takes a decision and asks the employees to simply follow it without fail. This type of leadership style benefits those employees that need close watch or direct supervision from their managers due to lack of skills, lack of self motivation or lack of experience.
If this kind of leadership style is followed at the time of any kind of change at Egg and Taylor Woodrow, the workforce in these organizations would get demotivated. This is so because at the time of change, the employees expect to be a part of the change process since it helps them to better understand the reasons behind these changes and therefore cope up with the same; whereas in case of autocratic style the manager would take the decision and just impose the same on his or her staff members without considering their views.
- Participative – This type of leadership style is also referred to as ‘Democratic style’. Here though the manager possesses the power to have the last say in the decision making process, but he or she encourages participation of his or her staff members in the decision making process. (James, 1986) This helps the management to motivate their staff members so that they deliver their 100 percent to the organization by feeling valued by the organization.
If this kind of leadership style is followed at the time of any kind of change at Egg and Taylor Woodrow, the workforce in these organizations would get motivated to adapt to these changes and work for betterment of the organization. This is so because the employees would feel empowered as well as valuable to the organization since they would be asked to be a part of the decision making team during the time of introduction of these changes.
- Transactional – In this type of leadership style, emphasis is given to ‘carrot – stick theory’. Here the manager decides some types of objectives for its employees and asks them to fulfil the same. Based on the performance of the latter, they are rewarded (in case of good performance) or some penalties (in case of bad performance) are imposed on them.
If this kind of leadership style is followed at the time of any kind of change at Egg and Taylor Woodrow’s, the workforce in these organizations would get demotivated since they would be simply given the objectives and would be asked to fulfil them without asking their opinions or views about the matter.
Transformational – In this case, communication between the leader and the employee is of utmost importance. Here the leader or manager is directly involved with his staff members in achievement of organizational goals. (E. Kevin, Julian, Elizabeth, Julie & Bernadette , 2003)
If this kind of leadership style is followed at the time of any kind of change at Egg and Taylor Woodrow’s, the workforce in these organizations would get motivated to deliver their best to the organization. This is so because direct communication between the manager and the employees would helps the manager to understand the goals or aspirations of his or her employees and the latter to understand what the company expects from him or her.
Question – 2
Compare the application of the different motivational theories adopted by the two organizations, Egg and Taylor Woodrow’s workforce.
Answer – 2
‘Egg’ gives more emphasis to McClelland, Elton Mayo, Abraham Maslow and Herzberg’s theories of motivation.
|McClelland’s theory of motivation||Achievement – The managers at Egg provide recognition for good work and provide constructive feedback so that the employee could improve his or her performance.
Affiliation – the organization encourages more communication between the manager and the employees so that both can understand what each want (know your people program).
Power – At Egg the employees have a say in the decision making process. Moreover, their personal goals and aspirations are given attention (Mark & Robert, 1998)
|Elton Mayo’s theory of motivation||Due to programs like ‘know your people’, the management understands the expectations of their employees and vice versa. This helps in fulfilling the ‘Psychological contract’, which motivates the employees.|
|Maslow’s hierarchy of needs||Egg tries to fulfil all the basic five human needs – physiological need, safety need, social need, self esteem need and need for self actualization. By doing so it motivates its employee to put their best foot forward.|
|Herzberg’s two factor theory||The company offers a conducive work environment to its employees and pays salaries on time (hygiene factors). Moreover, it encourages its employees to innovate and come forward to voice their opinion. Also an employee’s good performance is linked to his or her promotion or other rewards. (Motivators) (Robin, 1982)|
‘Taylor Woodrow’ gives more emphasis to Elton Mayo and Abraham Maslow’s theories of motivation.
|Elton Mayo’s theory of motivation||Taylor Woodrow tries to fulfil the ‘Psychological contract’ with its employees by encouraging communication between the managers and the employees so that they could understand expectations of each other.|
|Maslow’s hierarchy of needs||Taylor Woodrow tries to fulfil all the basic five human needs – physiological need, safety need, social need, self esteem need and need for self actualization. By doing so it motivates its employee to perform to the best of their capabilities (Kelly, Albert & Terrance, 2005)|