Motivation Theories in Leadership and Organizational Styles

Motivation Theories in Leadership and Organizational Styles

Introduction

On upcoming changes in the work environment, people can react very differently. Some people refuse to fight or target of the management changes. At worst, they even announce. Others manage to accept change by, or even he actively pursued. These people are characterized by an inner strength that allows them to cope with periods of uncertainty without much loss of performance. In psychology, this property is referred to as resilience. 

Responsibility of management and the HR department is to the effects of uncertainties in their own company in time to catch. We must make when changes to the employees strongly to give them concrete tools at hand as they cope better with the situation. A special role is played also the managers. You must succeed to collect their team so it upheavals in business and at best even actively supported (Barrick & Ryan, 2003). 

Discussion

Protective factors are strengthening

Man is not a puppet of his fate. Resilient properties can be trained active. They rest, the psychological research on seven pillars:

Optimism.

Acceptance.

Goal orientation.

the ability to leave the victim role.

To take responsibility.

To use networks.

to plan the future.

Ideally, psychologists advice to resilience at an early age to promote targeted. In some states special programs are already in kindergarten on the educational curriculum. But as adults can train and systematically strengthen resilience. Lee Hecht Harrison, an international consulting firm for career management and leadership consulting, specializes with its own department to change situations in business since 2005 and offers the first consulting company called resilience seminars in US. This approach is successful in the U.S. for many years, in this country it is new. But gradually American employers also recognize the need to give their employees to effective tools at hand to cope with changes, such as relocation or restructuring of operations, and increasing demands better (Hill & Harris, 2011). 

In the seminars, the staff of certified consultants learns practical strategies on how to identify and expand our strengths. Executives learn in special advanced courses as they prepare the employees of their team or their department on hard times and can accompany supportive. Questions like "What helps me in a crisis?", "How do other people deal with it?", "How I mastered earlier difficulties?", "Where do I stand with all the changes?" Or "Can I influence them?" Should encourage every individual to self-reflection. The aim is that the employees consider pending changes at the company not simply defined as "from above", but can learn to be actively involved in change processes and to develop individual solutions that they personally prepare for times of crisis (Albrecht, 2010). Only in this way actually changes take place in the minds of people and the only way to be workers - whether executive or team employees - endorse impending upheaval in the company. 

The role of motivator

Executives can significantly influence whether its employees develop resilience in difficult times. Your task is to strengthen employee loyalty to the company. An important factor is to keep up their motivation and thus ensure that they continue to participate in the company's ...