Motivational leaders set goals, make decisions and provide their employees with the necessary tools to make an achievement. They work closely with their employees, bring the best out of them, and inspire them to work towards a common goal. Motivation is used to enhance employees’ performance in organizations. Some of the motivation strategies organizations use includes offering incentives, bonuses and promotions. From my organization, the motivation technique that impresses me for better work performance is the bonuses. Rewards are an appreciation for a job well done, and employees feel the need to work more. This report focuses on the effectiveness of motivational leadership in organizational behavior, ethical decision-making process, motivational techniques and personal opinions on how today’s leaders can motivate their employees to perform to their most significant potential.
Employee motivation is one of the effective techniques that an organization can use. Motivation helps employees to improve their self-confidence. Motivation leadership does not focus on the mistakes, but on what can be done to rectify the mistake. This boost the confidence of an employee to perform tasks without the fear of condemnation from their seniors instead, they learn more from their mistakes (Taylor et al. 2019). Motivation provides job satisfaction and a conducive working environment for the employees. Motivation reduces stress among the employees, which helps them to work attentively to details without negative energy around them.
A leader who uses motivation to drive their organization always sets clear goals which promote positive organizational behavior and ethical decision-making. The mood always projects behavior. A motivational leader is concerned with how to push the company forward, but not about the mistakes that were corrected. They give their guidance and ensure that an error is neutralized for a better feature. This promotes understanding and good relationships among the employees and their leaders (Taylor et al. 2019). Ethical decision-making involves making decisions based on the majority satisfaction. Employees are always the majority in the organization and motivational leaders are consultative to ensure that everyone is engaged in the decision-making of essential matters in the organization. From the engagement, an organization can make a good decision for every employee.
There are several ways that today’s leaders can motivate their employees to perform to their full potential. Some of these ways include assisting in paying hospital insurance cover for their employees. Hospital bills burden most employees in different organizations since acquiring an insurance cover cost is very high (Sims‐Gould et al. 2022). If organizations can relieve half of the burden, this will help employees have access to better treatment. Also, employees can have an easy time while working without fear of their health conditions. Organizations should also consider fun days in the working environments to ensure employees interact with their leaders and get to know them. Leaders are considered a no-go zone, but that bond should be broken to ensure free interaction. Employees should be able to communicate without fear of their leader’s reaction.
In conclusion, motivational leadership is one of the most effective ways of leadership in organizations. Leaders can engage with their employees and make effective decisions. Leaders, in this case, focus on the feature and ways to improve the work performance of their employees. Motivation promotes a healthy working environment, since employees can be corrected and learn from mistakes. Organizations should uphold the need to motivate their employees to work better and to their full potential. Appreciating the employees when they do so well is vital and correcting them without condemnation.
Taylor, S. N., Passarelli, A. M., & Van Oosten, E. B. (2019). Leadership coach effectiveness as fostering self-determined, sustained change. The Leadership Quarterly, 30(6), 101313.
Sims‐Gould, J., McKay, H. A., & Franke, T. (2022). How central support built capacity to deliver a health‐promoting intervention for older adults in Canada. Health & Social Care in the Community 21(3).