Leadership And Motivation Of Organizational Members Commerce Essay

leading And Motivation Of Organizational Members Commerce Essay leading, the wreak of inspiring other(a)s to proceeding hard to accomplish important tasks, suffices from Steve Jobs and the other managers. Leading is a outstanding part of the management process in orchard apple tree, as it builds the commitments and enthusiasm for concourse to apply their talents to avail accomplish plans. Jobs is a visionary leader be hold he has a clear understanding for the future as well as an understanding of the actions enquireed to get there successfully. He is able to choke his vision to all necessary employees, getting them instigated and stir to attend his vision in their daily swear out. In the arrangement, management uses source to make for their staff. Reward power and legitimate power argon used in spite of appearance Apple, and some employees learn stated that coercive power has alike occurred. ground on research of the leadership at bottom Apple, I believe the o rganization has a democratic style. They are committed to task and stack, getting things finished while sharing information, encouraging employees to participate in all aspects, and support others develop their skills and capabilities.The contingency leadership approach Apple Inc. appears to follow is Houses Path-Goal Leadership Theory, which is where the leader clarifies paths through which followers thunder mug achieve both task- furbish upd and face-to-face goals. Steve Jobs motivates employees to move along these paths, removing barriers along the room and providing appropriate rewards for task accomplishments.The cardinal leadership styles of the path-goal possibility stated in the text book that Jobs and other management possess areDirective leadership- letting subordinates know what is judge tolerant directions on what to do and how.Supportive leadership- doing things to make work more than gentle.Achievement-oriented leadership- setting challenging goals expect ing the mellowedest levels of accomplishment.Participative leadership- involving subordinates in decision making.Jobs and other managers use some(prenominal) leadership style is necessary for the current situation. Value is added through this leadership approach by contri barelying things that are missing from the situation or that need strengthening.Motivation is the forces at bottom the somebody that accounts for the level, direction, and persistence of effort expended at work. Apple Inc. produces highly motivated single(a)s who work hard at their patronage. Managers within the organization, including Steve Jobs, lead through penury to create conditions where employees constantly feel inspired to work hard. Apples highly motivated workforce is unrivalled of the major reasons for their superior takingss. The company is rich in both intrinsic and extrinsic rewards for passel whose mathematical operation helps accomplish the organizations objectives.Extrinsic rewards are provided by someone else, commonly a supervisor or higher(prenominal)-level manager. At Apple, extrinsic rewards set out include additional vacation time, all employees receiving an iPod Shuffle, and in 2007, all full-time employees (21 600 of them) certain a complimentary iPhone. Jobs is spectacular at celebrating his teams accomplishments which includes opening champagne to mugful milestones, and educational trips to museums or exhibits. He has taken employees on retreats to expensive resorts and throw parties at popular locations in the cities Apple operates in. The rewards vary in size from large pay bonuses to verbal p go off, and recognition.In contrast, intrinsic rewards occur naturally as a person performs their job. The sources of intrinsic rewards such as feelings of competency, personal development, and self-control are all experienced by the staff at Apple. Employees suffer described how they enjoy and are motivated by the high calibre of people they work with, and being able to work on the cutting edge of technology. Due to stock option grants, employees who have worked at the company for umpteen years have large amounts of money trussed up with Apple. For majority of the staff, this is a key motivator to protect the companys interests.In regards to motivatingal theories, it does non appear Apple Inc. digestes as much on individual inevitably as do the discipline theories of motivation, but more on pursuing task goals as does one of the process theories of motivation and the away environment consequences regarding the reinforcement theory of motivation. The goal-setting theory, which is one of the process theories that applies to the organization, focuses on the motivational fitties of task goals. Employees within the organization are highly motivated to accomplish task goals, which give direction to people in their work. The proper setting and management of goals within Apple helps clarify performance expectations in the organi zation. They provide a foundation for behavioural self-management, which helps motivate employees work performance and job satisfaction.Apple applies to the reinforcement theory of motivation because it focuses on the external environment and the consequences it holds for the individual. The organization mostly applies to the confirming reinforcement strategy which strengthens or increases the frequency of desirable behaviour by making a pleasant consequence contingent on it occurrence. Examples of positive reinforcement at Apple include the rewards given by Jobs as mentioned above (opening champagne, vacations, company parties). exclusively employees are motivated to do their best work to accomplish goals because of the rewards they provide receive.Apple has in addition been know to use incentive compensation systems to motivate employees. This includes bonus pay, which provides one-time payments to employees based on the accomplishment of specific performance targets. They als o have an employee stock ownership plan as mentioned earlier. An ownership manage in ones place of employment links directly with a performance incentive. Employees holding stock options are motivated to work hard to raise the price of the firms stock.Many of Apples employees have to deal with stress on a daily basis, which is the state of tension experienced by individuals facing erratic demands, constraints or opportunities. Much of their stress comes from working factors which includes, long working hours, in any case many another(prenominal) demands, the rush of developing the next big product, and the idolize of losing their job for those who stubnot meet objectives. Stress can also come from personal factors which includes the part A personality and from non-work factors which include family events, economics, and personal affairs.Jobs believes in putting a lot of stress on his workers as it acts in a positive way to increase effort, stimulate creativity, and encourage capacious work known as constructive stress. The stress employees face can also have negative effects, known as destructive stress, which impairs the performance of an individual. A great example of this was recently, in July of 2009, a man who worked at an iPhone plant in China committed suicide. This was after the worker lost a fourth-generation iPhone model that he was responsible for. Employees who deal with Apples new products face great printing press in maintaining a high-level of secrecy over their products.Many of the organizations employees are constantly dealing with the stress of their job and non-work factors therefore Apple has come up with a few strategies in dealing with stress. The organizations strict office staff clarification helps reduce job uncertainties, conflicts, and work overloads. Employees assistance programs are offered, which include financial education seminars, tuition assistance, personal and family counselling, wellness programs, an onsite fitne ss center, and commuter programs.Areas Where Improvement Could Be MadeAt Apple, areas of rectifyment could be do by eliminating the use of coercive power within the organization. Coercive power is influencing an individual through punishment. Employees have reported that they have coerced to do something through verbal reprimands. This only hurts the organization by making employees not loss to work for management out of liking for their job, but out of fear they are going to be punished in some way (pay penalties, termination).In regards to leadership and power, I believe Apple can remediate in empowering other people. Empowerment is the process through which managers enable and help other individuals to gain power and have more influence within the company. This would improve the organization by not making it a one genius that leads the company model. It would help relieve Steve Jobss work and when people are empowered to act, they are generally more committed to their task and producing high-quality work. It would coming into court the confidence management has in their employees, and their respect for the talents and creativity they possess.Apple Inc. can improve its motivation of employees by not only following process theories and reinforcement theories of motivation, but also content theories of motivation. Content theories explain the behaviours and attitudes of people at work based on individual call for- the unfulfilled physiological or psychological confides. Having managers and leaders that pee conditions where it is possible for people to reward important unavoidably through their work is important, as needs cause tensions that influence attitudes and behaviour. Eliminating obstacles that interfere with the satisfaction of important needs help in improving motivation at Apple.I believe Apple could improve stress management by not putting as many demands on employees, decreasing the amount of work hours a week and not putting stress o n workers to increase effort and encourage great work. As it is hard for an organization to limit personal and non-work factors of stress, Apple can improve in reducing the amount of work factors of stress. The organization needs to focus on maintaining constructive stress, but eliminating destructive stress.Detailed end of ImprovementContent Theories of Motivation Hierarchy of Needs TheoryAs mentioned in Part D- Leadership and Motivation of the Members of the Organization, Apple Inc. does not focus as much on the individual needs of their employees, which relates to the content theories of motivation, but more on the accomplishment of task goals and the external environment consequences, which relate to the process and reinforcement theories of motivation. This leads to room for improvement in following the content theories of motivation, which explain the behaviours and attitudes of people at work based on individual needs. This would improve the organization because needs are t he unfulfilled physiological or psychological desires of an individual, which cause tensions that influence attitudes and behaviour. This is why it is important for managers and leaders to establish conditions where it is possible for employees to satisfy important needs through their work and to also eliminate obstacles that have the potential to interfere with the satisfaction of important needs. Fulfilling these individual needs will further help in improving the motivation at Apple.One of the content theories of motivation, the Hierarchy of Needs Theory substantial by Abraham Maslow, is a great theory to implement into the organization to improve motivation. This theory states that there are two categories of needs Lower-order needs- include physiological, safety, and loving concerns, and higher-order needs- include esteem and self-actualization concerns. The fulfilment of lower-order needs, which desire social and physical well-being, and higher-orders needs, which desire psy chological development and growth, leads to great behaviour and attitudes of people at work.Maslows theory describes two principles explaining the affects of needs on human behaviour. The first is the deficit principle, which states that a satisfied need is not a motivator of behaviour. The second is the patterned advance principle, which states that a need at one level does not hold up activated until the next lower-level need is already satisfied. The goal of Apple in implementing this theory would be to cater all employees to advance through the pecking order until they reach the level of self-actualization. At this level, employees begin to be motivated by opportunities of self-fulfillment. If managers within Apple followed this theory, employees would not have deprived needs which result in negative attitudes and behaviours, which in turn affect the organization in many different aspects. There are many different ways managers can use Maslows ideas to better meet the needs of their staff.A particular plan to implement this theory would first begin by spirit at the order of the needs in the hierarchy. The hierarchy of human needs is, from first to last physiological, safety, social, esteem and lastly self-actualization needs. Below is an example on how Apple can fulfill each of these individual needs.Physiological needs Providing reasonable work hours, rest and refreshment breaks, and physical comfort when working. golosh needs Apple already does a good job in providing for some of these needs, such as safe working conditions, base compensation, and benefits. It could in time improve in job security, which is eliminating the threat many employees feel of losing their jobs because of their performance. complaisant needs Improving the group atmosphere between managers and workers, by having cordial co-workers and pleasant supervisors. Allowing all individuals to feel a sense of belonging is important. This need is important to fulfill within the App le organization as it has many team-based projects. More social events could help improve the fulfillment of this need.Esteem needs Apple can fulfill employees esteem needs by giving them more responsibility for important jobs, allowing the opportunity for promotion to a higher job status, and more praise and recognition from Steve Jobs and other managers. Ensuring workers know their donation helps in reaching the organizations goals and making certain they receive recognition for what they have done results in good self-esteem, leading them to be more plentiful and effective.Self-actualization needs As Apple already provides creative and challenging work through the products they develop, and participation in decision making, they could further help in fulfilling this need by allowing more job flexibility and autonomy. Apple should allow employees to feel that they have reached the place they want and by fulfilling the self-actualization need more and more, the individual is supp ose to grow stronger.With Apple Inc. being one of the nip companies in the world, it is hard to say what they should improve on because of their success, the great individuals they have working for them and their size. This plan to implement the Hierarchy of Needs Theory whitethorn benefit the organization but because of the organizations size and the expertise of the individuals that run the company, including Steve Jobs, I am sure they have looked to all aspects of the organization for ways to improve.