Self-Determination Theory identifies three core intrinsic motivators: Autonomy, Competence, Relatedness. Autonomy in this context focuses more on self-initiation and regulating one’s behavior toward task selection, organization, and completion. Competence involves the mastery of skills required to complete the work and…
Three Needs Theory David McClelland saw Motivation as primarily intrinsic and said that it arose from three main needs: Achievement Affiliation Power The Need for achievement involves embracing challenges, being goal-oriented, and taking calculated risks. The need for affiliation involves…
B.F. Skinner concluded that motivation is based on extrinsic factors such as reward and punishment. Employers can influence behavior through positive reinforcement or negative reinforcemen, which results in employees acting in certain ways to receive prizes or to avoid…
Herzberger’s Motivator Hygiene Theory Herzberger said an employee’s motivation is affected by both hygiene factors and motivators. Hygiee factors: are extrinsic and include salary, benefits, and work environment. Motivators are intrinsic and include growth and recognition. Herzberger discovered that…
Characteristics of a Transformational Leadership include: Charismatic: gains buy-in for the vision and mission, earns respect and trust, and enstills pride. Inspirational: communicates heightened performance expectations and encourages big-picture thinkin. Intellectual stimulating: promotes learing and development. Individualized consideration: coaches followers,…
Theory X + Theory Y of Leadership Theory X and Theory Y are theories of human work motivation and management. They were created by Douglas McGregor while he was working at the MIT Sloan School of Management in the 1950s,…
Attribution Theory by Fritz Heider and Bernard Weiner: Ability, effort, task difficulty, and luck for achieving success. “Weiner focused his attribution theory on achievement (Weiner, 1974). He identified ability, effort, task difficulty, and luck as the most important factors…
An inclusive leader supports staff development; demonstrates confidence; holds employees accountable; sets personal interest aside; seeks contribution from others; learns from criticism; admits mistakes.
Situational Leadership is rooted in adaptability. To Remain effective, a leader’s style must adapt with the situation. Depending on the circumstances and the maturity and ability of the team, a leader may lead by ddirecting, engaging, collaborating, or delegating.
Participative leadership allows all employees to be more informed and involved in the operations of the organization. This can be achieved by supporting them when they make mistakes, treating them with consideration and respect, inviting them to recommend innovative ideas…