The Power of Motivation

Within the organization, people deserve the best work. With the help of motivation, the best job is easy to accomplish. Motivation is one of the important elements for establishing effective management within an organization (Wood et al., 2006). Everyone in the company is inspired by various kinds of things. According to Dawson (quoted in Thompson & McHugh 2002 in 1986), motivation is an action that can encourage someone to act towards their goals. People with motivation will have the greatest ability to do their job.

You can not emphasize the motive force too much. Motivation can motivate people not only by moving in the right direction but also by meeting the basic human self-esteem, attribution awareness, identity, self-directionality, and the ability to achieve an ideal. In his article, he describes the different leadership styles and the impact they have on motivation of employees. According to Root, managers who follow the style of authoritarian leadership (making decisions without consulting staff) can be valuable questions to speed up decision-making, and when managers are familiar, employees feel more comfortable Become. And there is such a driving force for leadership. Another style of the discussion of the roots is the style of the leadership of the Democratic Party and its impact on the motivation of employees. In this approach, employees are part of the decision-making process and they believe their opinion will be appreciated as they are included.

Leadership motivation survey shows that leaders have a strong leadership desire. Motivation of leadership, including the desire to affect other people by influencing others, is often considered equivalent to the need for power. People with high motivation will think about many people who will influence others, become controversial, or become more authoritative. They prefer to be in a leadership position rather than a subordinate position. Leaders often realize that they are willing to take responsibility, but that seems to be consistent with the leadership motivation

The motivational theory of McClelland (1975, 1985) is that individuals have three main motivations - motives (affecting the needs of others), motivation to achieve (want better or better things than before) The desire to build a positive relationship with others stating that it is driven by motivation) According to research, high demands on electricity, modest demand for achievement, and moderate demand for subscription are related to the effectiveness of the leader (McClelland & Boyatzis, 1982). However, regarding the need for power, McClelland distinguishes people who use power (self-powered power) for self-reinforcement and those who want to suppress and use it for the benefit of others (social power) To do. Studies have shown that leaders with higher efficacy inhibition are more effective (McClelland & Boyatzis, 1982; McClelland & Burnham, 1976).