1.0 Introduction

Leadership is one of the most researched areas around the world nowadays.

It has gained importance in every aspect of life from politics to business and from

education to social organization. Leaders must get prepared to address the changes

that will come about as a consequence of the globalisation of the market.

Business markets are becoming unstable, customer needs and desires are changing,

leadership styles and their influence towards managing the entire organisation remain

an uphill task for all management personnel in an organisation. Organisation variables

such as size, environment itself, type of strategy and technology applied and

organisational forms which are likely to impose different demands on leaders thus

requires motivational values as an influence factor to promote effective leadership

behaviour.

Leadership research has always had the element of psychology associated with it in

the different theories of traits, dispositions, motivations but eventually focus on the

psychological process of leadership.

As for motivation it is described as a psychological energy or force that initiates,

directs and sustains human behaviour over time. According to Daft, L. R. (2008)

Motivation also defined as the forces either internal external to a person that arouse

enthusiasm and persistence to pursue a certain course of action. Employee motivation

affects productivity, and so part of a leader’s job is to channel follower’s motivation

toward the accomplishment of the organisation’s vision and goals.

In this study, the highlight point would be how motivational values could influence

and lead towards effective leadership behaviour in the manufacturing sector.

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2.0 Literature Review

A simple motivation model illustrated in Exhibit 8.1 Daft, L.R (2008) defines the

simple model of human motivation in which the elements of Need which creates

desire to fulfil needs, Behaviour that results in actions to fulfil needs and Rewards

which eventually satisfy the needs and this process will be continued by close loop

flow of feedback system. Refer to below illustration details.

Exihibit 8.1 A Simple Model of Motivation

From the above illustration and studies found that the high employee motivation and

high organizational performance and profits go hand in hand. Leaders often use

motivation theory to help satisfy follower needs and simultaneously encourage high

work performance. The importance of motivation factors is that it can lead to

behaviours that reflect high performance. It is also norm that when workers are not

motivated to achieve organizational goals the leader is the first to be blamed.

For an effective leadership behaviour to take place, the sub-ordinates so called the

“followers” must be valued at the very best in order to obtain optimum job

performance. The follower needs can be either “intrinsic or extrinsic” system wide, or

individual. Intrinsic rewards are the internal satisfaction a person receives in the

process of performing a particular action.

FEEDBACK Reward informs person whether behaviour was appropriate and should be used again.

REWARDS Satisfy needs ; intrinsic or extrinsic rewards

BEHAVIOR Results in actions to fulfil needs

NEED Creates desire to fulfil needs (money, friendship,recognition,and achievement)

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An intrinsic reward is internal and under the control of the individual whereas the

extrinsic rewards are given to by another person typically a supervisor, and include

promotions and pay increases.

An intrinsic, individual reward would be sense of self-fulfilment that an individual

derives from their work respectively. Although extrinsic rewards are important,

leaders work especially hard to help followers achieve intrinsic rewards both

individually and by system wide approach. Exhibit 8.2 Daft, L.R (2008) defines as

below for details.

Exhibit 8.2 Examples of Intrinsic and Extrinsic Rewards

According to Butler, C. (2005) of the five transformational leadership behaviours, the

group engaged most frequently in inspirational motivation, which refers to the ways

by which leaders energize their followers by viewing the future with optimism.

Behaviours such as stressing ambitious goals and projecting an idealized vision for

the organisation fall into this factor. In additional, communication to the followers

that the vision is attainable is considered an inspirational motivational behaviour.

Butler, C. (2005) also derives that the three transactional leadership behaviour from

which the most frequent behaviour was “contingent reward” which refers to

behaviours of leaders focus on task accomplishment. This style of leadership

behaviours also present followers with material or psychological rewards contingent

on the accomplishment of contractual commitments.

According to the recent review (Pierce & Gardner, 2004), OBSE – Organization

based self-esteem antecedents include organizational structure, practises, cultures and

Large merit increase

Insurance benefits

Feeling of self-fulfilment

Pride in being part of a "winning"organization

Individual

System-wide

Extrinsic Intrinsic

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role conditions. Organizational citizenship behaviour, job performance, intrinsic

motivation and job satisfaction count among the most important consequences of

OBSE (Pierce & Gardner).

According to study conducted by (Hislop, D. (2005), Von Hippel, E. (2005 ) based on

contrast of interviewers’ experience, some previous research claims that intrinsic

motivation is more important to trigger non-routine behaviours than extrinsic rewards.

However as intrinsic motivation is no prerequisite for effective implementations,

rewards may well be used to trigger high-quality application behaviour of employees.

According to the Needs Based Theory ( Daft, L.R. (2008) – Maslow’s hierarchy of

needs theory proposes that humans are motivated by multiple needs and needs exist in

a hierarchical order, as illustrated at Exhibit 8.4 ( Daft, L.R. (2008).

Need Hierarchy Fulfilment on the job

Opportunities for advancement, autonomy, growth, and creativity.

Recognition, approval, high status, increased responsibilities.

Work groups, clients, co-workers, supervisors.

Safe work, fringe benefits and job security.

Heat, air, base salary.

By referring to Frederick Herzberg , Daft, L.R. ( 2008) Two Factor theory we look

into the aspect of “motivators “ and “hygiene factors” that influence the leadership

behaviour. Herzberg believe that when motivators are present, workers are highly

motivated and satisfied. Thus, hygiene factors and motivators represent two distinct

factors that influence motivation.

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Self –actualization Needs

Esteem Needs

Belongingness Needs

Safety Needs

Physiological Needs

Herzberg theory describes as high level motivators such as challenge, responsibility,

and recognition must be in place before employee will be highly motivated to excel at

their work.

Area of satisfaction

Area of Dissatisfaction

MotivatorsInfluence level of satisfaction

Hygiene factors Influence level of Dissatisfaction

MotivatorsAchievementsRecognition

ResponsibilityWork itselfPersonal growth

Hygiene Factors

Working conditionsPay and securityCompany policiesSupervisorsInterpersonalrelationships

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Exhibit 8.5 – Herzberg’s Two –Factor Theory

HighlySatisfied

NeitherSatisfiedNor Dissatisfied

HighlyDissatisfied

3.0 Findings and Discussion

Based on the above literature review, the importance and influence of motivation

factors lead to effective leadership qualities. The importance of the study carried

influence to a great degree how motivational factors play important roles in leadership

management as a macro factor.

This motivational factor must be in place at every organisation especially at human

resource development of manufacturing company for this case study. This useful

motivating factor could lead to a well prepared of human capital to overcome all

hurdles for present times of economic uncertainty.

Based on study indicate that workers are motivated when leaders model self-

confidence, high energy, personal conviction, power and assertiveness. When all this

attributed charisma is combined the individual is able to perform as positive

leadership behaviours.

Leaders who focus on attention on behaviours associated with charisma or intellectual

stimulation, and who are considerate to others are most likely to increase motivation

among all subordinates and co-workers.

By providing a contingent reward system, leaders can motivate employees to work

harder to achieve desired results. The higher level of motivation may be achieved

when leaders provide specific plans of rewards and create cultures of affirmation,

consideration and appreciation for workers abilities and effective actions.

Motivating factors are the major factors that influence positive leadership styles and

reflect to high motivating abilities in any organization and management practises.

4.0 Summary

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Finally this study about how motivational values leading to effective leadership

behaviours would give a insights of the importance of leadership behaviours in an

organization.

The importance of this study on leadership behaviour provides evidence of how

important the motivating influence factors which resulted to positive gain in human

relationship in work place, high moral values, employee to superior communication,

job satisfaction, job performance, high responsibilities and other human related

behaviours.

Lastly, the factors of motivational values need to be taken as an important element of

any organization in order to sustain in the challenge business world.

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References

1. Daft, L. R. ( 2008 ), The Leadership Experience. Owen Graduate School of Management Vanderbilt University. South Western, U.S.A.

2. Hislop, D. ( 2005), Knowledge Management in Organizations - A Critical Introduction, Oxford University Press, Oxford.

3. http:// www. highbeam.com, Pierce & Gardner. ( 2004)

4. http:// www.all.business.com, Leadership and Motivation behaviours journal.

5. Butler, C. ( 2005). “Emotional intelligence and leadership behaviour in construction executives.” Ph.D. dissertation, University of Colorado,Boulder, Colorado, U.S.A.

6. UUM – e-library source – EBSco host, Emerald Insight, Proquest Direct reference journal from web based library.

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