Before being aware of the three leadership model as discussed by (Fisher, 2016), there are several aspects to the view of leadership that conformed to the models. First, the earlier held view on leadership conformed to managing model. Previously, leadership was viewed to present leaders with the need to manage their followers by setting up rules, roles, and responsibility. Secondly, the earlier view conforms to the directing model of leadership in the sense that leaders needed to make their followers have a clear understanding of what they are trying to achieve. By having that understanding, the individuals know the general bearing of the organization and are empowered to flexibly be creative in the achievement of the overall organizational goals. Lastly, the earlier held view on leadership conformed to the engaging model by having a shared understanding of the need for involvement of the followers in organizational leadership and decision making. The engaging model’s involvement entails individuals’ feeling of being heard whenever they have a problem and their views being considered at different levels of organizational decision making.
Importance Of Staff Motivation to the Success of Leadership in Each of the Three Models
The three models; managing, directing and engaging as discussed in Fisher, (2016) relies on the motivation for the overall success of leadership. Whereas the managing model consists of planning organization and control, motivation such as financial incentives plays an essential role in the optimization of the plans and the follower’s ability to abide by the set plan. Secondly, motivation such a reward for creative ideas at the team level, as opposed to individuals, enhances more organization among the followers, and lastly, a motivated individual is easy to control. On the other hand, directing is mainly constituted by vision, alignment, and motivation. This model directly relies on motivation because it is believed that many motivating factors enhance leadership and they include economic motivation, a sense of self-worth, the ability to contribute and opportunities to receive tangible rewards. Lastly, the model of engaging is based mainly on values, clarity, and involvement. The leaders’ ability to have a clear and harmonized agenda prevents conflicts among individual as they creatively develop ideas. Clarity can promote motivation by enhancing openness to self-developed ideas. Individuals are more motivated to implement their ideas. Finally, the allowing of an individual to feel involved in organizational processes is motivation on its own. As such, the individuals should be encouraged to raise issues concerning them and the leaders giving them the necessary attention.
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Whether the opinion about financial motivation changed after reading the article and how
After reviewing the material Pfeffer & Sutton, (2014), the following two opinions about financial motivation changed. First, it was earlier believed that financial attracts all individuals and enhance collaboration in an organization. On the contrary, as discussed in the chapter five excerpts, financial motivation tends to make the good individuals rebel the bad individuals. Their organizational performance determines the good and badness of the individual. Secondly, it was earlier believed that financial motivation only dictates the organizations' willingness to attain greater workforce efficiency. However, it was discovered from the article organizations that offer financial motivation offer a platform of understanding their structure and priorities.
Circumstances That a Financial Incentive Plans Work Best To Motivate Higher Productivity with an Example of an Organization That Fits Your Description
Financial motivation plan works best in a situation where employees are offered an opportunity to own the organization. Such a case involves the offering of stocks option as rewards based on performance. In such cases the employees are offered stocks, normally at a lower price compared to the market price, they are given an opportunity to own the company. The ownership of the organization is a motivation for individuals’ productivity because they directly affect the well being of their partly owned business. One such company that has attractive stocks offer to its employees is Genentech Inc. Genentech Inc. is a biotechnology cooperation that offers stocks-settled awards to all it exempt employees and hourly laborers who work for at least twenty hours per week. The awards are awarded based on the individual’s performance and in a given year as high as 97% of the employees have been awarded. Such widespread financial motivation encourages the employees to become more productive in their partly owned company ("http://fortune.com", 2018)
References
Fisher, J. (2016). The Thoughtful Leader: A Model of Integrative Leadership. University of Toronto Press.
http://fortune.com. (2018). Retrieved from http://fortune.com/2016/03/11/equity-programs/
Pfeffer, J., & Sutton, R. (2014). Hard Facts, Dangerous Half-Truths, and Total Nonsense. Boston: Harvard Business Review Press.
