Motivation Models, Leadership & Effectiveness Principles
Motivation Models
Maslow’s Hierarchy of Needs
This theory suggests individuals have levels of needs, requiring fundamental needs to be met before higher ones. Strength: Motivates individuals toward higher needs. Weakness: Doesn’t explain why individuals sometimes ignore lesser needs for higher ones.
Herzberg’s Two-Factor Theory
Closely related to Maslow’s theory, this suggests two factors govern behavior: those increasing satisfaction and hygiene factors, which don’t provide satisfaction but create dissatisfaction if absent. Strength: Helps managers understand employee needs and direct motivation. Weakness: Motivating factors can change over a lifetime.
Expectancy Theory
This theory explains workplace choices concerning ability, leadership, and decision-making effectiveness. Strength: Rewards and incentives boost employee expectations. Weakness: Requires active manager participation.
Leadership Styles
Transformational Leadership
Leaders tap into followers’ higher needs and values, inspiring them with new possibilities and raising their confidence to achieve a common purpose.
Transactional Leadership
Leaders motivate followers through rewards, such as higher pay for increased productivity.
My leadership style is transformational, as I trust, inspire, and build relationships with followers. Transactional leadership also requires building relationships.
Power Bases & Leadership
- Coercive Power: Ability to punish. Example: Fear of job loss.
- Reward Power: Ability to reward. Example: Bonuses or time off.
- Legitimate Power: Formal right to command. Example: CEO dictating strategy.
- Expert Power: From experience or knowledge. Example: Senior surgeon’s expertise.
- Referent Power: From trust and respect. Example: Fair and respectful boss.
Maturity Continuum
This model helps aspiring leaders develop effective habits to move from dependence to independence to interdependence.
Dependence
Everyone starts dependent on others.
Independence
Requires taking responsibility for actions and consequences.
Interdependence
Seeking first to understand rather than be understood.
Principles of Effectiveness
Covey’s approach aligns individuals with “true north” principles based on a character ethic. Effectiveness balances results (P) with caring for what produces them (PC).