Workplace of tomorrow Essay Example | Topics and Well Written Essays - 1250 words

Working environment of tomorrow - Essay Example Malone in his book, The Future Arrived Yesterday, has given a decent prologue to the working environment of things to come and has demonstrated the best approach to fabricate tomorrow’s working environment. He portrays the changing worldview and shows the path with respect to how organizations can fabricate the work environment of things to come by advancement, agility and a capacity to adjust to quickly evolving patterns. He has described the working environment of tomorrow as an agile regularly changing substance that adjusts to new patterns and gives difficulties to the representatives as far as the work that they do just as making them mentally and genuinely satisfying. The need of great importance is to furnish representatives with scholarly difficulties and enthusiastic satisfaction. To cite from the book about the working environment of tomorrow, â€Å"What I am discussing is the sort of extreme disapproved of administration that sees individuals situated administration as an upper hand, one that builds profitability and development, decreases turnover, and makes the organization less powerless against showcase shifts and to serious stuns. This is the executives that satisfies the otherworldly, enthusiastic, and moral needs of subordinates not on the grounds that it is intrinsically OK (however that is unquestionably the establishing for these activities), but since it causes the association they to possess progressively viable. This is the sort of down to earth authority that verifiably has been found in the best oversaw and most appreciated associations, from Hewlett-Packard and IBM 50 years prior to Grameen Bank and Google today. These organi zations are unavoidably respected for their advancement, their representative approaches and workplaces, and their commitments to society, however what they ought to be praised for most is their acknowledgment that the key to building a top notch, world-class endeavor lies in comprehension the heads, yet the hearts, of their representatives and customers†. (Malone, 2009) As the above section appears, the working environment of tomorrow would be described by adaptability

Should Frank Lloyd Wright Essays - Frank Lloyd Wright, Free Essays

Should Frank Lloyd Wright Essays - Frank Lloyd Wright, Free Essays Should Frank Lloyd Wright Natalie DeFrancesco Class 02 Straight to the point Lloyd Wright 12/4/1999 Reference index Straight to the point Lloyd Wright was conceived on June eighth, 1867 in Wisconsin. His legacy was Welsh. His dads name was William Carey Wright; his occupation was an artist and an evangelist of his confidence, Unitarian. His moms name was Anna Lloyd Jones; her occupation was a teacher. It was said that his mom put pictures of extraordinary structures on the dividers of his nursery so as to prepare him to turn into a modeler. He consumed the greater part of is time on earth on his Uncles ranch close to Spring Green, Wisconsin. Honest quickly examined structural building at the University of Wisconsin in Madison. At the point when Frank was twenty years of age, he moved to Chicago. After he moved there, he landed his first position in an Architectural Firm of J. Lyman Silsbee, he worked there for about a year. In 1887, he found a new line of work as a sketcher for Adler and Sullivan; here he in the long run became boss artist and private structure. Under Sullivan he started to build up his design thoughts. In 1889 he wedded his first spouse Catherine Tobin. Sooner or later of building up his own thoughts he began to configuration bootlegged homes which implied that he was conflicting with the organizations strategy of working two jobs. At the point when the firm discovered what Frank was doing, he was terminated. These were the beginning of Wrights low, protecting rooflines, the unmistakable quality of the focal chimney and obliteration of the container open floor plans. In 1893, Wright began his own firm; he previously worked out of the Schiller Building (planned by Adler and Sullivan). At that point he moved into a studio which was fabricated onto his home in Oak Park. Oak Park was a well-off suburb of Chicago, which was situated toward the west of centercity. From 1893 to 1901, around 49 structure planned by Wright were assembled. This period was united by ideas of prairie house thoughts. In 1909 he created and refined his prairie style. He established the Prairie School of engineering. His specialty of this early gainful period in his life is likewise considered as a feature of the Arts and Crafts development. The profitable first stage finished in 1909. He left his significant other and his five youngsters to go to Germany. There, Mamah Borthwick Cheney, spouse of a previous customer and his new sweetheart, went along with him. For a long time, Wright and Cheney lived respectively at Taliesin, a home that Frank worked at the site of his uncles ranch close to Spring Green, Wisconsin. This finished when a crazed worker killed Cheney and six others and put a match to Taliesin, which most was devastated. From 1914 to 1937 was a period of individual disturbance and change for Wright. During this time he reconstructed Taliesin (yet it was nearly lost because of a bank abandonment), he separated from Catherine Tobin, wedded and isolated from Miriam Noel (which spent in prison along these lines), and met his third spouse, Olgivanna Milanoff (a Bosnian Serb who was an understudy of GI Gurdjieff). Plans of this period remembered the Imperial Hotel for Tokyo (a huge complex that necessary much time in Japan to supervise it), and solid California habitations. Hardly any commissions were finished at the finish of this period, yet he did address and distribute as often as possible, with books remembering An Autobiography for 1932. In 1932, the Taliesin association was established. Thirty students who came to live and learn under Wright. His books filled in as a notice. It roused numerous whom read it to search him out. His out put turned out to be increasingly sorted out and productive with the assistance of the various understudies who aided structure detail and the site oversight. His most popular work Fallingwater was structured in 1863. Association was extended as Taliesin west was worked in Arizona as a winter area for the school. Taliesin Association Architects, the Frank Lloyd Wright School of Architecture and the Frank Lloyd Wright Foundation are living heritages of what Wright established in 1932. Hardly any structure were worked during the war years. The GI Bill brought numerous new understudies when the war finished. The post war period. As far as possible of Franks life was the most profitable. He got 200 and seventy house commissions. He planned and fabricated the Price Tower high rise, the Guggenheim Museum in New

Time To Have A Sit-Down With Your GC.

Time To Have A Sit-Down With Your GC. If you are a senior, you know that you are playing for all the marbles this year. You know that it is important that you take proper time and care with the application process. You also know that this process is to be respected and taken seriously. There is no doubt in my mind that you are ready to get down to business. So, your first step is? (Hint: see the title.) Arent you fortunate that Im here to help you answer this most deep and profound question? Its all about the Guidance Counselor or, as we call him or her in the admissions business the GC. In case you didnt know, the GC is the guardian and gatekeeper of the college process for most high school students. How important is your GC? Outside of your parents and teachers, your GC is one of the most important people in your life during your senior year. So what is it that GCs do that make them so valuable to you? For starters they: Help you register for standardized tests. Help you complete and mail you college applications. Help you with the financial aid process. Help you apply for outside scholarships. Plan college visits/college fairs/ college nights for you and your parents. Write letters of recommendation for you. And most importantly: give YOU solid advice about the college process. As you can see, your GC has a very important role in the College process. So what can you do to maximize this relationship and make it work the best for you? Great question! Im so glad that I asked it. Here are some ideas that may help you build a great working relationship with your GC. Do you even know who your GC is? If not, find out now. Usually this information can be found on your schools website. Once you find out the identity of your GC, be sure to introduce yourself post haste. In fact, if you are able to get his or her email address, why not drop a note introducing yourself. Do your homework! Many schools have websites that give very detailed instructions explaining the college guidance process for seniors. Learn it. Know it. Adhere to it. Remember, GCs have many, many students to assist. The better you know the rules, the better the process will be for all involved. Never be flaky. Make sure that you are taken seriously. Although you may not have narrowed your college choices down to, say, less than 30 schools, it doesnt mean that you should be seen as flaky. How do you avoid being seen as a flake? Again do your homework. Even if you have 30 schools on your list, be able to explain why. If possible, divide your choices into categories. Categories may include: public schools vs. private schools; or reach vs. middle vs. safety. It is up to you to create the categories and to be able to explain them. Respect the process and your GC will respect you. Enough said. Zen is your approach when dealing with your GC. Be firm in your convictions yet open to suggestions. Bend like a reed in the wind. If not, you will snap like a maple tree in a hurricane. (I have no idea what that means but it sure sounds cool!) Know what you dont know. This process can be overwhelming. Be honest with yourself and with your GC about your interests, hopes and dreams for college. Most of all, be honest about what you dont know or understand about the process. This admission to your GC will show that you are mature and willing to seek assistance. Both are really cool characteristics that we love on this side of the desk! Trust your GC. If there is something important going on in your life that impacts your application or your high school career, tell the GC. The GC will in turn tell us. When it comes to the details of your college application, less is not always more. Create a working, professional relationship with your GC. Your GC is not your mom/dad. My GCs name was Bernie Cohen at Cardozo HS. We had a real love/hate relationship. Hed suggest and Id ignore. Hed strongly suggest and Id strongly ignore. Wisely, he told me that he had nearly 1000 other students to help and that I should come back when I was serious. Somehow I expected him to keep nagging me the way my parents had. I took his advice and we began a great relationship that lasted almost 20 years. How proud was I to visit Cardozo as a College rep some years later knowing that he had a hand in my success. Any questions?

Motivation Theories - 6504 Words

What is Motivation? Buchanan defines motivation as follows: Motivation is a decision-making process, through which the individual chooses the desired outcomes and sets in motion the behaviour appropriate to them. How does motivation differ from motives Buchanan defines motives as: learned influences on human behaviour that lead us to pursue particular goals because they are valued. Motivation can therefore be thought of as the degree to which an individual wants AND chooses to engage in certain behaviours. For example: are you motivated to study? The answer lies in whether you (1) Want to study - what are the reasons, if so? (2) Choose to study? - Why are you reading these revision notes? What factors mean that you have taken the†¦show more content†¦The message is clear - if management can find out which level each employee has reached, then they can decide on suitable rewards. Criticisms and Strengths Note however, that the above statements may be considered generalizations. Maslows theory has often been criticized because we can find exceptions to it, such as the military, police, firefighters, etc. who will risk their safety for the well-being of others or parents who will sacrifice their basic needs for their children. However, there are very few theories that are not flawed in that once we start drilling down to individualistic levels, then the theory or generalization often starts to fall apart. For example, even Newtons theory of physics, which later became laws, fell apart once we were able to drill down to the atomic level. Maslows theory remains a classic because rather than looking at psychology as strictly the study of the mentally ill, his theory was based upon healthy persons. And being one of the first humanistic ones, it has its share of flaws. Characteristics of self-actualizing people: ï  ¬ Have better perceptions of reality and are comfortable with it. ï  ¬ Accept themselves and their own natures. ï  ¬ Lack of artificiality. ï  ¬ They focus on problems outside themselves and are concerned with basic issues and eternal questions. ï  ¬ They like privacy and tend to be detached. ï  ¬ Rely on their own development and continued growth. ï  ¬Show MoreRelatedTheories Of Motivation And Motivation Theories1493 Words   |  6 Pagesextent, needs of theories of motivation are still relevant to contemporary management practice. Theories of motivation are important as it helps managers to understand their employees’ needs of motivations, and to motivate their employees to perform and excel better. There are several motivation theories; this essay will briefly explain six major theories of motivation and discuss three of the theories in more detail. This essay will also explain the needs theories of motivation, and will focus onRead MoreMotivation Theory : Motivation And Motivation846 Words   |  4 PagesProfessor Jones Psychology April 28 2016 Motivation Theories Having motivation to do something is very important. Motivation plays a huge roll in everyone’s life, even If someone has very little motivation. There are several types of motivation such as Instinct and drive motivation. These two motivations are quite similar, but different at the same time. I will compare and contrast both of these types of motivation and what I think about them. These motivations are very important to your life and canRead MoreMotivation Theories Of Motivation And Motivation Essay1020 Words   |  5 Pages Overview of Presentation What is motivation? Cognitive theories of Motivation Forms of Motivation Motivation Theories Profile of Motivational Problems How to Motivate Students What is Motivation? Many different theorists have tried to define what is meant by motiviation. Urdan and Schoenfelder (2006) defined Motivation as follows: â€Å"Motivation is a complex part of human psychology and behavior that influences how individuals choose to invest their time, how much energy they exert in any givenRead MoreMotivation And Theory Of Motivation1464 Words   |  6 PagesIt is suggested by psychologists that motivation can be understood as a technique that works as a model that starts and maintains behaviours. The reason we all act or do something is caused by motivation; it is related to the emotions, biology and the social factors that influence behaviour. It is usually a term used to explain why an individual will do something, the reasons behind that action. Moreover, The term motivation refers to factors that activate, direct, and sustain goal-directed behaviourRead MoreThe Theory Of Motivation And Motivation1401 Words   |  6 Pages Schools of thought in relation to motivation refer to the theories developed by different psychologists to explain motivation in dept. it is crucial to understand motivation and the factors that cause it since it contributes to achievement of one’s goal and desires in life. Therefore, motivation can be described as the process of enticing an individual through a reward to increase the occurrence of a specified behavior in an organization. Different factors can be used as motivators in an organizationRead MoreThe Theory Of Motivation And Motivation1010 Words   |  5 PagesMotivation is defined as an act or process that inspires and stimulates a person to be an effort to achieve a goal. It not only puts employees in act, but also makes them feel interesting with their job. As a result, most of employees are feeling satisfaction with their job, becoming creativity, innovation and productivity as well. However, to successful in motivating the staff is required an appropriate met hod that meets with all staff’s need. Otherwise, it is seems to useless in driving the employeesRead MoreMotivation Theory And Expectancy Theory Of Motivation1742 Words   |  7 Pagesplace. This problem mainly occurs in organisation when there is lack of motivation, lack of organisational justice, negative culture and low morale. The purpose of this case study is to give brief view about, why employees had to face these problems and how to make positive culture and what and where the changes are required for the WA force. This report introduces MARS motivation theory and Expectancy theory of motivation for improves officers’ behaviours towards force, with that how can they fillRead MoreMotivation Theories And Motivation Of Employee Motivation Essay1517 Words   |  7 Pagescontrol and some that are not. Employee motivation is something that can directly affect an organizations production. It is no secret that un-motivated employees equates to un-productive workers, but how can we combat this? In order to better understand this concept we will look at the definition of employee motivation, some of the motivation theories and some motivation techniques that could be useful in our organizations. What is employee motivation? Motivation is a word used quite often in many differentRead MoreMotivation Theories1236 Words   |  5 PagesThe four motivation theories are Biological theory, Psychosocial theory of motivation, Biopsychosocial, and Achievement theory. Everyone has their own motivation in life for continuing education, and career choices. Each person also has Intrinsic and Extrinsic motivators. Intrinsic is an internal motivation for self satisfaction. Extrinsic is an external motivation, or reward for a person’s accomplishment. Motivation Theories: Linda was motivated to go back to school because she wanted an educationRead MoreMotivation Theories1577 Words   |  7 Pagesâ€Å"Motivation is the will and desire that a person has to engage in a particular behaviour or perform a particular task† (Lawley King, P269). In life motivation will be needed to enhance the workforce in various ways, many organisations will use motivation to increase the percentage yield of an individual or to make an individual feel a part of the business or organisation. Incentives have a huge influence on behaviourist extrinsic approach. In addition other aspects; humanist theorist, intrinsic

Karl Marxs Views on Religion - 1903 Words

Karl Marx has greatly influenced the creation of the modern world and was one of the first revolutionary communist. Through his literary works and philosophies he helped to inspire many 20th century communist regimes including the Soviet Union, China, Cuba, and North Korea. Marx’s ideas did not end at communism; his religious ideology also helped shape and mold the 20th century world. Karl Marx was born in 1818 in Trier, Germany and died in 1883. He was a philosopher who turned to economics and politics in his mid 20’s. His family was Jewish but they converted to Christianity so that Marx’s father might pursue his career as a lawyer. Marx studied law in Berlin and then wrote a thesis for his doctorate in philosophy. Marx had†¦show more content†¦In the preface to his doctoral dissertation, Marx adopted as his motto the words of the Greek hero Prometheus who defied the gods to bring fire to humanity: â€Å"I hate all gods,† with addition tha t they â€Å"do not recognize man’s self-consciousness as the highest divinity (Marx).† Third, religion is hypocritical. Although it might profess valuable principles, it sides with the oppressors. Jesus advocated helping the poor, but the Christian church merged with the oppressive Roman state, taking part in the enslavement of people for centuries. In the Middle Ages the Catholic Church preached about heaven, but acquired as much property and power as possible. Martin Luther preached the ability of each individual to interpret the Bible, but sided with aristocratic rulers and against peasants who fought against economic and social oppression. According to Marx, this new form of Christianity, Protestantism, was a production of new economic forces as early capitalism developed. New economic realities required a new religious superstructure by which it could be justified and defended. In addition to critiquing religion, Karl Marx wrote about the basic ideologies and principles on socialism and communism. In The Communist Manifesto, Marx discusses the problems facing society and how the government is responsible for this. According to Marx, the East-Indian and Chinese markets, the colonization of America, and trade with theShow MoreRelatedMarxs Claim on Religion: Explanation, Analysis, and Problem1088 Words   |  4 PagesMarxs Claim on Religion: In the past few years, Karl Marx has been increasingly incorporated in general sociology though his ideas are briefly mentioned or totally ignored in certain specialties in the sociological field. One of the major sociological specialties where Marxs ideas have been briefly mentioned is the sociology of religion. The sociology of religion only consists of few references to Marxs concepts and views though he accorded much significance to religion. Regardless of the minimalRead MoreKarl Marx, Max Weber and Emile Durkheim offered differing perspectives on the role of religion. Choose the theorist whose insights you prefer and theorists views over the others.991 Words   |  4 Pagesï » ¿Karl Marx, Max Weber and Emile Durkheim offered differing perspectives on the role of religion. Choose the theorist whose insights you prefer and outline how they perceived religion operating socially. Discuss why you chose your preferred theorists views over the others. Marx, Durkheim and Weber each had different sociological views of the role and function of Religion. My preferred theorists view’s on Religion is Karl Marx’s as I feel his ideas are more relevantRead MoreEmile Durkheim And Karl Marx746 Words   |  3 PagesEmile Durkheim and Karl Marx are considered the founding fathers of sociology. Both men had an influence on the development of sociology. Marx and Durkheim differed in their idea of what alienation consisted of. For Marx, the issue was class conflict. While, for Durkheim, it was a disordered society trying to adapt. Although they both had different concepts of alienation, both men believed that alienation lead to a man’s disconnectedness with society and their natural state of mind. Durkheim andRead MoreComparing the Ideologies of Karl Marx, Emile Durkheim, and Max Weber1327 Words   |  6 PagesComparing the Ideologies of Karl Marx, Emile Durkheim, and Max Weber Karl Marx, Emile Durkheim, and Max Weber were three historical sociologists. Their views have become world renown and have shaped many ways of interpreting the social structure of many modern societies. This essay will take a glimpse into the three sociologists’ ideals and expose the similarities and differences they may have. Karl Marx’s view of society was based around the economy. All other social structures according toRead MoreEssay on The Goal of Functionalism in Religion1748 Words   |  7 PagesThe goal of functionalism, with regards to religion, is to analyze religion and explain its purpose by showing what role it plays for humans within society. Sigmund Freud, Emile Durkheim, and Karl Marx were all functionalist who developed theories as to why religion was such a major part of their society. Their views are very different from the two theorists E.B. Tylor and James Frazer, as they believed humans were using religion to try and explain the unknowns in the world. Though all three of theRead MoreThe Views of Marx Weber, Karl Marx and Emile Durkheim on Religion 1475 Words   |  6 PagesMarx Weber, Karl Marx and Emile Durkheim Ordinarily, religion is one of the rationales of social orientations, that in one way or another influences the society’s social stability. This is because religion is the impelling force for regulations in the society as well as a destabilizing drive for transformation. Marx Weber together with Karl Marx and Emile Durkheim were very influential personalities in the course of the 19th century, and even now. In one way or another, these persons attempted toRead MoreKarl Marx and Emile Durkeim on Religion1280 Words   |  5 PagesThrough looking at Karl Marx’s application of religion as well as Emile Durkheim’s concepts of religion, it is shown that religion is an ideology that is seen throughout modern society. Although there are many different views surrounding religion, my main objective in this essay is to assess Marx’s claim that Religion is an ideology by focusing primarily on Marx and Durkheim’s views on religion. In order to establish religio n as an ideology, we must start by looking at what makes something an ideologyRead MoreMarx: The Economic Basis of Human Societies 1093 Words   |  5 Pages(Collins English Dictionary, 1994: 959). In this assignment the worldview of Karl Marx will be discovered and the crux of Marxism will be uncovered. Marx’s Life and Work Karl Marx was born in 1818 in Germany during an oppressive time. His Jewish father who; under the discriminatory laws had to convert to Christianity in order to become a lawyer. Although Karl Marx was raised as a Protestant he soon abandoned religion. He ventured on to the University of Berlin as a law student. With an upheavalRead MoreKarl Marx s Influence On Society1149 Words   |  5 PagesKarl Marx emphasized conflict in the society due to consumerism, religion, intersectionality. He saw this conflict and determined that hidden structures can benefit him and others by using the term of ideology which can rely on true or false consciousness. Marx was a unique sociologist who expressed his own ideas in various ways. Applying to Marx’s Theory towards slavery, it showed how the society use to be and how it impacted the slaves to be part of their culture to manifest the society. Read MoreKarl Marx; (C)Eddie Babors the Human Person; Not Real, but Existing1663 Words   |  7 PagesKarl Marx –Report by Ma. Trixia F. Espiritu Santo DKI God bless you who’s reading this ï Å  Karl Marx (1818-1883) Marx’s views about human nature lies in his ideas of society and labor, both linked by his concept of matter that serves as the fundamental argument in Marxism. If man is greatly affected by the material conditions in his surroundings then man’s nature lies within the heart of society and labor which forms man. Two contending camps offering an understanding of human nature

The Impact of Transformational Leadership on Employee Motivation Free Essays

string(116) " as mentors and effective listeners, focusing on individual employee needs and working towards meeting those needs\." Abstract Among the various styles of leadership styles, transformational leadership has gained more popularity and attention, perhaps due to its productive, supportive and innovative nature. Literature on transformational leadership has identified significant positive impacts on employee motivation. Whilst there is accumulating evidence that indicate a positive relationship between transformational leadership and employee motivation, there is also compelling evidence that indicate a negative link between the two variables. We will write a custom essay sample on The Impact of Transformational Leadership on Employee Motivation or any similar topic only for you Order Now In certain situations, other styles of leadership may be preferred over transformational leadership and employees may resist certain transformational behaviours such as intellectual stimulation and individualized consideration viewing them as ineffective. In this paper, we critically explore the motivational effects of transformational leadership on employees. The paper examines both the motivational effects of transformational leadership and drawbacks to this style of leadership. Introduction Human resource is an indispensable factor that organizations need to run smoothly, effectively and efficiently. The success of any organization largely depends on the capability and competencies of its human resources (Porter et al. 2003). It is the creative practices of the workforce that result in organizational success. Leaders play a major role in this sense by motivating employees and triggering a sense of creativeness among them. Given that leaders have the means and powers to running organizations, their impact on employees is significant and their leadership style plays a major role in shaping employees’ attitudes towards creativity, job performance and job satisfaction. As such, leadership plays a vital role in employee performance and motivation. Among the various types of leadership styles, transformational leadership has gained more popularity and attention, perhaps due to its productive, supportive and innovative nature (Shah et al. 2011). Literature on transformational leadership has identified significant positive impacts on employee motivation. A number of authors have argued that transformational leadership style enhances employee motivations and increases their commitment to the organization. For example, a study conducted by Avolio et al. (2004) on the impact of transformational leadership on performance and motivation of staff nurses in a public hospital of Singapore showed a positive relationship. A similar study Limsili Ogunlana (2008) and Ismail Yusuf (2009) also found significant positive relation between transformational leadership and employee motivation. Several other studies have arrived at similar conclusions on the validity of the relationship between transformational leadership and employee motivation. It is indeed true that when leaders engage in inspirational behaviours such as articulating a compelling vision, expressing confidence and optimism, emphasizing on collective identities and referencing core values; employees become more motivated and they set more value-congruent goals and remain committed to their organization (Grant 2012). However, transformational leadership does not always enhance employee motivation. There is emerging evidence that show inconsistent effects onemployee motivation and job satisfaction (Grant 2012). Whilst there is accumulating evidence that indicate a positive relationship between transformational leadership and employee motivation, there is also compelling evidence that indicate a negative link between the two variables. In this paper, we critically explore the motivational effects of transformational leadership on employee. The paper begins by exploring on the concept of transformational leadership. Transformational leadership style Transformational leadership is a style of leadership that involves leadersutilizing their power, knowledge and experience in meaningful ways such as providing support advice and engaging with employees in friendly interaction and discussions (Shah et al. 2011). Transformational leaders seek to change employee goals, needs, identities, values, priorities and ambitions with the aim of boosting their trust and confidence that would enable them to increase their performance and commitment to the organization. Through such social, responsive and pleasant attitudes, transformational leaders are able to facilitate and encourage employees to effectively utilize their skills, knowledge and experience in the organization (Shah et al. 2011). Impact of transformational leadership on employee motivation The effect of transformation leadership on employee performance stems from development and empowerment, which is seen to increase the subordinate’s ability and motivation. The philosophical approach to this style of leadership involves empowering employees and increasing their organizational commitment (Bushra et al. 2011). As such, transformational leaders articulate a vision that empowers employees and engages them to contribute to the organization. They highlight the prosocial impact of the vision and strive to motivate the employees to transcend their own self-interests for the sake of the larger organization (Bushra et al. 2011) As pointed out by Bass Avolio (1995), transformational leadership style is defined by four key aspects: inspirational motivationidealized influence, intellectual stimulation and individualized consideration. Inspirational motivation essentially involves the articulation and sharing of an attractive vision with the employees and use of emotions to demonstrate optimism and enthusiasm. Idealized influence involves setting a lead example by sacrificing certain aspects for the benefit of the team or organization. Individualized consideration involves the provision of support and encouragement to the followers. Intellectual stimulation refers to transformational behaviours that raise the awareness of employees of the problems facing them and challenges them to view their problems from new perspectives (Kark Shamir 2003). These transformational behaviours significantly impact upon employee motivation and performance. For instance, when an inspirational message is delivered by a transformational leader, certain needs in subordinate employees may become activated and if employees are able to satisfy their activated needs, this results in increased motivation to perform at work (Porter et al. 2003). Moreover, by articulating and sharing an inspirational vision with employees, transformational leaders enhance employee understanding and improve their ability to critically explore a situation (Mayfield Mayfield 2012). Similarly, transformational leaders can impact positively on employee motivation through leading by example and emphasizing the importance of having a strong sense of purpose (idealized influence) (Grant 2012).When the transformational leader articulates a vision in an idealized manner and when he/she challenges the status quo; the employees are also challenged to reflect on the idealized vision and to re-examine their behaviour that is supporting the status quo (Porteret al.2003). Through intellectual stimulation, transformational leaders encourage employees to develop their abilities, thereby enhancing their innovative and creative capabilities. Also by engaging in individualized consideration, transformational leaders act as mentors and effective listeners, focusing on individual employee needs and working towards meeting those needs. You read "The Impact of Transformational Leadership on Employee Motivation" in category "Essay examples" Such transformational behaviours help enhance the low levels of employee motivation. Transformational leaders thus help raise employee awareness about the importance and values of goals and objectives; and enlighten them on the ways to achieving those objectives (Porter et al. 2003). Transformational leaders also empower employees to participate in the decision making process, thereby resulting in higher organizational commitment. By allowing them to participate in decision making, it leads to more empowered and motivated employees. Such empowerment of employees through the various transformational leadership behaviours creates a sense of responsibility and employee commitment to the organization. Empowered employees feel more in control and feel a sense of responsibility for their work, and thus results in their firm commitment to the organization. Also, individual considerations and the supportive attitude demonstrated by transformational leadersresults in decreased turnovers and increased job satisfaction and organizational commitment. Clearly the central purpose of transformational leadership is to empower the employees, increase their performance and to make them more committed to the organization. Transformational leaders are able to achieve this through: articulating a vision that focuses employees attention on contributing to the organization providing them with support through their knowledge, experience and exposure; delegating certain tasks to them; And building their confidence as well as enhancing their self-efficacy. Such interactive and supportive attitudes towards the workforce serve to engage the employees in persuasion of the organizational goal and to motivate them to remain committed to the organization ((Shah et al. 2011)). Fig. 1 Theoretical framework (Shah et al. 2011) Research has also identified the importance of emotional intelligence in enhancing employee motivation in organizations. How leaders use emotions to develop leaderships skills and their ability to recognize others’ emotional expressions have significant impacts on employee motivation. In fact, leadership is largely recognized more as an emotion-laden process. Transformational leaders have emotional intelligence and the ability to use emotions to develop leadership skills. However, there seems to be a gender imbalance on leadership positions. Transformational leadership literature indicates that women are more transformational than their male counterparts since transformational leadership characteristics are closely related to those exhibited by the feminine gender (Lopez-Zafra et al. 2012). Additionally, it has been noted that women tend to score higher in general emotional intelligence than men. Surprisingly, there are still a relatively lower number of women leaders in various organizations. The lack of women leaders in most organizations can be explained by the gender-role congruity theory where gender stereotyping is seen to play a significant role in preventing women from accessing leadership positions in top working organizations(Lopez-Zafra et al. 2012). There is need for future transformational leadership research to address this issue of gender. Criticism of transformational leadership theory in the context of employee motivation Whilst there is accumulating evidence that indicate a positive relationship between transformational leadership and employee motivation, there is also emerging evidence that indicate a negative link between the two. Although transformational leadership style may significantly impact upon employee motivation and performance resulting in growth and empowerment of employees; it is important to note that such influential leadership can also result in weakening and increased dependency on the leader. The implications are that the subordinate employees become limited in their ability to execute a task and cannot make a decision without guidance from the leader. Psychologically, this implies that the employee motivation and self-esteem is dependent on receiving recognition and approval from the transformational leader (Kark Shamir 2003). On the contrary, an empowered person must be self-motivated, independent and autonomous. Charismatic transformational leadership behaviours have been suggested to result in followers (employees) becoming increasingly dependent on the leaders. Employees who perceive the transformational leader as exceptional and extraordinary may end up relying on the leader for decision making and for guidance on accomplishing tasks (Kark Shamir 2003). Such charismatic relationship can be equated with the parent-child relationship, implying increased dependence on the leader. It should also be noted that when individualized consideration is made to one group within an organization, it may lead to jealousy and resentment among employees in the other groups that are not experiencing individualized consideration, and ultimately result in a decrease in employee motivation (Porter et al. 2003). Adding to this â€Å"spillover† effect, transformational leadership can conceivably trigger certain intergroup dynamics that may impact either positively or negatively on employee motivation. For instance, when such leadership occurs in an organizational unit composed of different groups, it may bring about intergroup conflict by increasing cohesion among particular group members (Porter et al. 2003). While transformational leadership has been seen to encourage individuals to transcend self-interests for the benefit of the entire group or organization, such group cohesion are potential antecedents to intergroup conflict and discrimination, with such conflict escalating with an increase in cohesion (Porter et al. 2003, p.271). Such conflicts may result in group dynamics that may either increase or decrease employee motivation. Feelings of solidarity may lead to negative stereotyping and discrimination of out-group members, thereby decreasing employee motivation in the organization (Porter et al. 2003, p.272). However, such conflict may, on the other hand, enhance employee motivation by encouraging the other group members to become more focused and committed to their own group objectives as well. In such situations of conflict, autocratic style of leadership is often preferred by group members and employees may resist certain transformational leadership behaviours such as intellectual stimulation and individualized consideration as they may view them as ineffective (Porter et al. 2003, p.272). As pointed out above, transformational leadership style encourages employees to work at peak levels while bringing them into contact with one another. Much of this contact, however, may be counterproductive for the employee and may result in demoralization. It becomes increasingly difficult for employees to disengage from relationships and given that they cannot regulate their own contact with transformational leaders, they may end up experiencing higher stress levels. And since this style of leadership place more emphasis on the followers individual psychological and physical capacities to perform at peak levels, it can be stressing (Humphrey 2012). Therefore, contrary to the commonly held view, the positive relationship between transformational leadership and employee motivation may have a short-term effect. This leadership style may in the long run exhibit diminishing marginal returns. Criticism has also been raised on the grounds that transformational leadership style places more emphasis on ‘vague and distal goals’ which remains simply rhetoric. In this regard, Grant (2012) argues that when articulating meaningful visions, transformational leaders fail to make these visions a tangible reality. As such employees cannot be effectively motivated if it remains rhetoric. The author proposes that to enhance the salience and vividness of proscocial impact, there is need to provide followers with beneficiary contact who then creates a credible link between the words and deeds of the leaders (Grant 2012). This enables employees to actually see how the articulated vision comes to life to benefit others, thereby motivating them to continue with their work and to remain committed to the organization (Grant 2012). Conclusion The various criticismswhich have been raised above indicate that transformational leadership does not always impact positively on employee motivation. In fact, in other circumstances, employee motivation may be heightened through a reduction in the level of transformational leadership behaviours. Hence to simply argue that low levels of motivation can be enhanced by transformational leadership appears to be somewhat simplistic. Nonetheless, the stronger weight of evidence indicatesthat transformational leadership enhances employee motivation. When leaders engage in inspirational behaviours such as articulating a compelling vision, expressing confidence and optimism, emphasizing on collective identities and referencing core values; employees become more motivated and they set more value-congruent goals and remain committed to their organization Reference Avolio, B. J., Zhu, W., Koh, W., and Bhatia, P., 2004. ‘Transformational leadership and organizational commitment: mediating role of psychological empowerment and moderating role of structural distance’. Journal of Organizational Behaviour, 25, 951–968. Bass, B. M., Avolio, B. J., 1995. MLQ, Multifactor leadership questionnaire. Redwood City, CA; Mind Garden. Bushra, F., Usman, A. and Naveed, A., 2011. ‘Effect of transformational leadership on employees’ job satisfaction and organizational commitment in banking sector of Lahore’, International Journal of Business and Social Science, vol.2 (18) Grant, A.M., 2012. ‘Leading with meaning: beneficiary contact, prosocial impact, and the performance effects of transformational leadership’. Academy of Management Journal, vol.55 (2), 458-476 Humphrey, A., 2012. ‘Transformational leadership and organizational citizenship behaviours: the role of organizational identification’. The Psychologist-Manager Journal, 15: 247-268 Ismail, A., Yusuf, M. H., 2009. ‘The relationship between transformational leadership, empowerment and organizational commitment: a mediating test model testing’. Journal of Economics, 2(6). Kark, R. and Shamir, B., 2003. ‘The two faces of transformational leadership: empowerment and dependency’. Journal of Applied Psychology, vol.88 (2), pp.246-255 Lopez-Zafra, E., 2012. ‘The relationship between transformational leadership and emotional intelligence from a gendered approach’. The Psychological Record, 62, 97-114 Limsili, K., and Ogunlana, S. O., 2008. ‘Performance and leadership outcome correlates of leadership styles and subordinate commitment’. Engineering, Construction and Architectural Management, 15(2), 164-184. Mayfield, J. and Mayfield, M., 2012. ‘The relationship between leader motivating language and self-efficacy: a partial least squares model analysis’. Journal of Business Communication, 49 (4), 357-376 Porter, L.W., Angle, H.L. and Allen, R.W., 2003. Organizational influence processes. 2nd edition. Shah, T.A., Nisar, M., Kashif-ur-Rehman and Ijaz-ur-Rehman, 2011. ‘Influence of transformational leadership on employees outcomes: mediating role of empowerment’. African Journal of Business Management, Vol. 5 (21),pp.8558-8566 How to cite The Impact of Transformational Leadership on Employee Motivation, Essay examples

Benefits of Ecosystem-Free-Samples for Students-Myassignmenthelp

Questions: 1.Discuss both existing and emerging risks threatening the value of these ecosystem Service? 2.Is there a trade off between the provision of these ecosystem services above and other benefits derived from marine ecosystems? Answers: 1.The benefits which we obtain from the ecosystem is known as ecosystem services. The wellbeing of humans depends upon the smooth and sustainable flow of these ecosystem services. The increasing population with changes in climatic condition has degraded the ecosystem. Among other countries, the Australian ecosystem is most vulnerable to changing climate. Global change: Due to overuse and exploitation of the ecosystem services, the effect of climatic or global change is rising with each passing day. The increasing population, their demands, burning of coal, production of electricity, use of daily electric appliances etc are some of the main causes of global warming. Also, burning of gasoline for transportation, burning of forest for wood, land etc are the main contributors in methane, carbon dioxide emissions. These increases risk for global warming which has several effects like increase in temperature of earth, melting of ice at earth poles, rise in level of sea, higher temperatures, decline of many species, rise in precipitation etc. these changes in climatic condition will increase the risk of natural disasters like floods, landslide droughts, storms etc. These further give rise to more epidemic and pandemic diseases. Biodiversity: The global or climate change further effects the life of species and plants. The transformation of habitats or environmental area not only affects the vegetation but the animal life associated to them. The species of particular region is forcefully brought to artificial environment causes imbalance in ecosystem. Increasing population, pollution and overexploitation of resources like fishing, hunting, harvesting etc. can lead to the extinction of many more species of biodiversity. The threats to biodiversity does not seem to decrease with increasing industrialization, urbanization of the world. Natural areas and the environment of both the species and plants are being affected with all these activities which causes imbalances in the ecosystem(Bellard, 2014). Human well being The change in ecosystem affects all the factors of the human well being which includes living a healthier life, maintaining social relation, security and freedom to make their own decisions(Mooney, 2010). As human are directly or indirectly dependent upon the ecosystem services for their needs and the impact on the ecosystem affects the well-being of human. Due to deterioration of climatic conditions, environment the human health gets affected as well. The effects on human physical and mental health has led to decrease in human life expectancy, phycological disorders etc. 2.There cannot be a trade off between the ecosystem services with the marine ecosystem. This is because all the needs of human cannot be fulfilled from marine or terrestrial ecosystem alone. The marine ecosystem is one of the most abundant ecosystem existing on earth which is home to wide array of species(Harris, 2017). The marine ecosystem is also of the major source of providing oxygen to the environment. Both the ecosystem should co-exist so that there is a balance in the ecosystem. The destruction in marine ecosystem will adversely affect the specifies plants, decrease in oxygen content in the water, reduction in food, rapid land conversion rate, loss in revenues etc. these all factors will increase the dependence over other ecosystem which will further lead to depletion of natural resources(Hattam Atkins, 2015). Hence, this will lead to an imbalance in the ecosystem affecting all living organisms Bibliography Bellard, 2014. Impacts of climate change on the future of biodiversity. NCBI, pp. 365-377. Harris, A., 2017. Marine Ecosystem Classification. [Online] Available at: https://sciencing.com/marine-ecosystem-classification-38170.html [Accessed 27 March 2018]. Hattam, C. Atkins, J., 2015. Marine ecosystem services: Linking indicators to their classification. Ecological Indicators, pp. 61-75. Mooney, 2010. The ecosystem-service chain and the biological diversity crisis. NCBI, Volume 365(1537), p. 331