Introduction:
For any company or organization, be it for-profit or non-profit, leadership is the key to maintain and excel to greater heights. Leadership plays a bigger role when it comes to the management of any organization since it is the one that makes it possible to maximize efficiency and improve the productivity of the organization. Leadership is also one part of management that is assigned with the task of helping the company to achieve its goals. Therefore, leadership can be defined as the process and ability of an executive to lead, direct, influence and guide the behavior of others who are working hard to accomplish the specified goals of the organization at a given period (Podsakoff et al., 2006 p118). Considering all the roles and importance of a leader in any organization, this essay analyses the relationship and importance of understanding leader rewards and punishment behavior as well as how this relationship might help one to lead an organization.
Interesting Aspect of This Weeks Readings
Leadership comes with significant responsibilities and therefore requiring them to have good personalities that other employees can follow as an example. Leader reward and punishment behaviors model was introduced in the field of business in the year the 1970s, where since then they have continued to serve as employee motivational tools. They are the key determinants when it comes to attitudes, perspectives, and behaviors of the employees, especially in their workplaces. The first point that truly caught my attention and interested me was the fact that leader reward and punishment behavior can be said to be the heart of what is known as transactional leadership which stands for the relationship of giving and take with the other workers. The give and take slogan is where the leader is giving out rewards to the best employees in exchange for the good performance on the job (Podsakoff et al., 2006). This simply means that if the workers are rewarded for their good performance, then they are more likely to keep up the good work to receive rewards hence improving the profitability of the business. On the other hand, punishment behavior will also limit the employees who fail to perform in accordance with the company's expectation and hence improve in order to avoid being punished.
Delegate your assignment to our experts and they will do the rest.
The other interesting fact is that they work as a motivational agent towards employees working mood and behavior improvement. When the workers are rewarded, they will make sure that their behavior corresponds with the expectations of their leaders in order to please them since they are aware of the fact that there will be a reward after that (Einarsen, Aasland, & Skogstad, 2016). This will not only improve behaviour at a personal level, but it will also improve the overall behavior of the company and hence improve production since the working environment will be conducive for all of them. They will avoid arguments and fights to avoid being punished later or risk losing their jobs.
The third point comes into play, where it will also create effective competition among the workers where they will all strive to be the best in order to be rewarded. This will positively affect the organization in the sense that the work will be done efficiently hence increasing the productivity. The competition will also reduce delays in product manufacturing. Therefore, the final product will reach the clients on time (Sun et al., 2016). Lastly, this leader reward and punishment behavior will in a big way to help me as a leader in making sure that the workers are not only monitored but also responsible for the work they have been assigned. When workers are appreciated and their efforts recognized, they tend to feel happy and satisfied with the hob they are doing.
References
Einarsen, S., Aasland, M. S., & Skogstad, A. (2016). The nature and outcomes of destructive leadership behavior in organizations. Risky Business: Psychological, Physical and Financial Costs of High-Risk Behavior in Organizations, 323.
Podsakoff, P. M., Bommer, W. H., Podsakoff, N. P., & MacKenzie, S. B. (2006). Relationships between leader reward and punishment behavior and subordinate attitudes, perceptions, and behaviors: A meta-analytic review of existing and new research. Organizational Behavior and Human Decision Processes, 99 (2), 113-142.
Sun, Y., Gergen, E., Avila, M., & Green, M. (2016). Leadership and job satisfaction: Implications for leaders of accountants. American Journal of Industrial and Business Management, 6 (03), 268.
