An Analysis of Leaders Demonstration of Motivation

Task 2: An Analysis of Leaders Demonstration of Motivation

Western Governors University

In today’s workplace, there is a continuous need for motivating teams or employees within an organization. Leaders who demonstrate effective leadership by using motivational techniques enables followers to feel empowered and disposed to perform successfully and complete organizational goals.  The following is an analysis of an effective leadership scenario with expectancy theory as the basis of motivation.

A1: Expectancy Leadership Theory

When beginning my career in local government, I was naïve to the political atmosphere and expectations of what my position of an administrative assistant entailed. I relied heavily on the guidance of my immediate supervisor, Selma Salazar whom was the Executive level assistant. Selma was well educated and experienced in the daily tasks and requirements of the job, both hers and mine; she also cultivated a positive and uplifting environment. Because of this, her motivation theory was expectancy as she proved what the result could be for me and what it takes to get there. As per DuBrin, (2013) “…based on the premise that the amount of effort people expend depends on how much reward they can expect in return”, understanding this method now, I recall her encouragement of doing a good job in order to advance but also her confidence in my abilities. Selma was detailed and demanding in her expectations of me to grow quickly within the organization. Selma provided the three components of motivation by using her growth as an example of what my success could be such as confidence in my ability to promote to the next grade level, which I ultimately did, and the encouragement and expectancy to learn every aspect of my job and succeed at every task. Doing so would guarantee my advancement and the growth.

A1a: Recommendation for Leader Improvement

        Thinking back on Selma’s leadership and motivational technique in additional to her dedication to my success, I find little areas of improvement; however, equity in my job functions in comparison with others of the same title, would have been appreciated, though I understand now the great opportunity I was afforded. In additional it would have been effective to voice recognition of achievements and find out what motivated every employee, as it was clear not everyone responded to the same modes of motivation and therefore did not receive the same investment. As stated by DuBrin, (2013) “To motivate group members, effectively, leaders must recognize individual differences or preferences for awards” understanding this would have demonstrated more inclusiveness.

A2: Motivation Techniques

        Additional motivational techniques Selma demonstrated was team accountability, leading by example, and encouragement to improve existing processes. Selma’s leadership abilities when faced with tight deadlines or elected official complaints allowed for creative growth and loyalty of the team to ensure organizational success and personal success. Because we were entry-level employees, her encouragement and model leadership pushed us to excel in order to be considered for special projects or promotions, which ultimately ensued for all team members. Selma lead her employees by example to ensure we not only held her accountable but she did the same in return. Where many philosophies were “do as I day, not as I do” Selma did not want to pass along bad habits and trained as she had been. Lastly, Selma encouraged use of technology and stimulated improvements to processes. Her willingness to inspire and accept change to tasks she had created and perfected always left room for development and she groomed staff to think outside the box. All the above techniques encouraged and to some degree was personally and professional rewarding.

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