“Transformational leaders are able to increase follower self-efficacy, giving the group a ‘can do’ spirit. Followers are more likely to pursue ambitious goals, agree on the strategic goals of the organization, and believe the goals they are pursuing are personally important” (Robbins & Judge, 2013, p. 384). By evaluating and comparing my characteristics with my admired leader, Janet Mock, “People working for charismatic leaders are motivated to exert extra effort and, because they like and respect their leader, express greater satisfaction” (Robbins & Judge, 2013, p. 381). Developing those additional leadership skills and advancing the characteristics I currently possess, will allow me the opportunity to expand my horizon. Conclusion Understanding and evaluating leadership styles and theories can allow an individual to assess his or her capabilities.
Motivation Plan Deborah S. Glispie LDR/531 6/09/2014 Brandon Johnson Motivation Plan Motivation is a key factor necessary to maximize team productivity and efficiency. The success of a motivated team is dependent on how well individual team members are motivated and the blending of their personalities. The application of each team members DISC assessment provides management with reliable data that is necessary for creating, developing, and motivating a team. The DISC assessment evaluation of each member of Team B provides a structured platform to develop a motivational plan that will meet the demands necessary to manage different personality styles in the work environment. The motivation plan is specifically designed for the Employment Verification Division (EVD).
He also stated that "Group dynamics describes the effects of these distinct roles and behaviours on other group members and on the group as a whole’’. He further added that a group with a positive dynamic is easy to spot as team members trust one another, working towards a combined result, and also holding one another responsible for making things happen. Therefore, a positive group dynamic improves and increases productivity and to improve a group’s dynamic, the following approaches should be considered: 1. Know Your Team: As a leader, you need to guide the development of your group. So, start by learning about the phases that a group goes through as it develops.
Within the LMX, the follower are confident individuals who believe in themselves and their skills, they become motivated to do their best which improves the outcomes for the leaders, followers, and the organizations. In order to influence motivation, an internal behavior, leaders should provide the followers with tools that will enhance and build confidence. When analyzing the two coaches, Coach K. and Coach Knight, there is significant evidence of the leader-member exchange theory. Coach K. and Coach Knight both displayed and provided a structure regimented training program to help improve their player’s fundamental skills which was their approach to motivate their team members that
degrees, coaching and self-directed study. Staff development is important for the individual as it allows them to see how far they have come, appreciate what they have achieved and allows them to realise how far they can go if they work for it. It also benefits the organisation they work for. If an individual has
What would you do to achieve this? Explain how you think coaching or mentoring can contribute to encouraging employees to participate in continuous improvement processes. Coaching and mentoring are centred on unlocking a person ´s potential to maximise his or her own performance. A focus on improving performance and the development of skills is the key to an effective coaching relationship. To achieve this, Coaching and mentoring should be applied to the area you want to develop, such as motivating staff, delegating, problem solving, relationship issues, team building, and staff development.
Employee Portfolio: Motivation Action Plan Jennifer A. Eichelberger MGT/311 May 19, 2013 Oren Gilbert Employee Portfolio: Motivational Plan As an effective manager, you need to be able to show your employees that you are willing to put in the time and effort to help them be as productive as possible. Putting in the time and effort for each employee allows them to see that you care about their performance and how far they can go within the company. Allowing them to have a certain level of responsibility shows them their opinions are important, they are not there just as an employee, but as a valuable team member. Teaching them to have confidence in their abilities and showing that you have a positive attitude about the goals in
Which provides and clarifies employees their new responsibilities, outcomes and most important individual performance. Feedback should be practiced for each individual employees via meetings, or other devices to reinforce team performance and effectiveness with intention of providing motivation for team 2. Why is encouraging participation in the planning, decision making and operational aspects of the team's work important for developing team cohesion, and what role does feedback play in doing this. Offering feedback and reinforcements is important because it commends and offers opportunities to review and reward its members for their contribution, and the standard of cooperation to the work produced. Investing feedback in developing team cohesion is vital for the teams dynamics to work, because it inhibits or enables employees to be more productive.
The coach could use the managing people model which will help adapt the way in which he approaches the learner this will then enable the coach to get the best out of him/her. This will also address where each member of a team stands in development needs and what would be the best strategy the coach responds with. The GROW (Goal, Reality, Options and Wrap up) model is a very common tool used by coaches this helps in getting a person to achieve a goal or complete a task and gives a chance for the coach to gain trust and support and provide a follow up to ensure the goals are met. The COACH model is a good model to use when someone has come stuck with a problem for example “my welding set is not working” it allows the coach to help and guide the person on fixing the problem instead of just doing it for them .The coach can then ask questions about what have they tried to do to fix the problem so far and see if they no any other things they can try maybe offer some suggestions at this point, if they solve the problem you pop back and check later to see if there ok and offer some feed back. Another way to find out about individuals learning styles could be to use the honey and mumford style this provides a small test to see which group an individual fits in to this could be given to team members as part of an appraisal and kept on file this would enable the coach to adapt to the way people like to