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In any organization that is geared towards achieving the overall objective of the organization, employee motivation is of utmost importance. It is through employee motivation that companies are able to achieve benchmark standards in the global market today.

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There are various models that describe employee motivation in the current business world. Rickards & Clark explain the need for a transformational leader in achieving benchmark standards in the organization.

Q.1                  Among the theories discussing employee satisfaction, Barlet & Ghoshal and path goal models are the major models that clearly portray the leadership approaches that can be applied to employee satisfaction. Below are comparisons and the important elements that define the two models.

The stretch approach in Barlet & Ghoshal model in employee motivation works in that in companies, managers are required to commit to put resources together with an aim of building capabilities ahead of expected opportunities.

Motivation in stretch approach comes in taking initiative in tension between the stretch and discipline; tension is the supply of energy that is converted into action through discipline according to Bartlett & Ghoshal.

This brings about initiative that results to learning, confidence, commitment and the ability to execute, the above four components lead to achievement, and through achievement, employees are motivated to work even harder to achieve more. Employee satisfaction in stretch approach is attained through achievement of goals in achievement.

Support is a motivational factor in Ghoshal & Bartlet motivation model that is attained in that as organizations plan to meet objectives, there is a growing tendency to create an atmosphere that enhances innovation and entrepreneurial services. Yukl argues that the effectiveness in management is measured by the ability of the leader to support strategies and polices geared to achieving the overall organizational goal.

Support in addition leads to respect of the individual employees, in their contribution towards the overall objectives of the company (Bartlett & Ghoshal 1995, 20).

Innovations and achievement are the best methods that can be used by management to motivate employees to achieve more in their performance. Employees are better satisfied while taking initiatives that are supported by leaders. Research Papers for Sale Online

Discipline is an approach in employee satisfaction in Bartlett & Ghoshal model. A relational leader is able to motivate and encourage employees to operate at the highest discipline levels.

Yukl elaborates that, benchmark performance in organization is achieved through performance that cannot be achieved through formal systems and controls. The instilling of a culture in performance and meeting organizational norms elicits a high level of discipline that results to success.

The achieved success is critical in motivating employees. Research Papers for Sale Online In the nature of leadership Yukl defines a leader as one who through influence is able to instill discipline and other qualities that alter the behavior of the subordinates.

Discipline is one way in which a leader can utilize to satisfy employees to perform at higher standards. Discipline according to Bartlett & Ghoshal is the ideal strategy towards achievement. Achievement motivates employees to put more effort in their areas of operations.

Trust is another approach in Bartlett & Ghoshal model that leads to employee satisfaction.  Bartlett & Ghoshal argues that the 3M company encourages employees to take risks in order to achieve better results through ambitious achievements.

Risk taking when supported by the leadership in innovations leads to employee satisfaction, as the employee attains more confidence and skills in the innovation process.

A relational leader who employs direct approach to team members encourages the employees to take risks through innovations that are embraced by the organization. Such trust on the part of the employee motivates and instills more confidence to the employee to perform better.

Path goal theory

Rickards & Clark explains that the path goal theory is an application of situational management style due to the uncertainties and ambiguities that have negative attitude towards work productivity and motivation of the worker. In case of subroutine jobs, there is a need for the manager to reassure and psychologically motivate employees through clarifying the objectives and expectations of the specific job. Research Papers for Sale Online

This is an approach that is derived from the variance theory. Yukl in classifying the path goal leadership theory argues the four elements of path goal theory as follows: in participative leadership, the leader focuses on using relational leadership by ensuring a good rapport between the employees and the manager. This makes the employees happy and motivated as they are psychologically prepared to work.

The leader can also apply supportive leadership, which means that workers are allowed to make certain business decisions after consultations among the group.

Rickards & Clark further elaborates that the achievement oriented leadership as leads to the use of bonuses and rewards to the extemporary achieving employees to encourage them to aim higher.

These four approaches have a great psychological impact of the employee, and a relational style of leadership would always apply them to ensure employees are motivated. A directive leader on the other hand gives appropriate guidance on what is to be done along the way. Research Papers for Sale Online

One similarity in path goal and Bartlett & Ghoshal model is that a supportive leader is viewed in both as instrumental in employee satisfaction.

The need for a relational type of leader compared to a task leader is more effective in the above two models, with leader playing a central role or being participative along the way. The need to enhance freedom in employee satisfaction though derogating roles or encouraging risk taking in initiatives are common characteristics on the two models with a slight difference of using rewards in path goal theory that  is not stressed in Bartlett & Ghoshal.

Q.2.Autehntic leadership

Amedeo  explains authentic leadership to be a method of leadership that incorporates high degree of ethics. The authentic theory leadership is largely derived from self determination and integrity of both the management and the employee.

The theory has a high degree of self awareness, regulation and modeling, whereby a relational or task oriented leader has to adhere to strict self discipline and regulations to achieve the required objectives of the organization.  The perceptions and attitudes that followers have on the leader and the ability of the leader to follow strict codes of conduct, greatly impacts on  the culture of operations in the organization. This culture defines the code of conduct of the subordinates. Research Papers for Sale Online

Thorpe, Mumford & Alan  further argue that symbolic dimension is an important tool in the way leaders operate, they create changes and set key agendas in organizational goals.  Self awareness and increased self regulations Yukl in applying contingency theories is of utmost importance.

In Bartlett & Ghoshal trust is cultivated as being an important element in leadership. Trust enhances self awareness that leads to better performance in risk taking. The authentic leadership theory stresses on the self awareness or being what truly “one is”.

A leader in the authentic theory has to stand on principles and is not swayed by opinions in his or her values or being the voice of others.

The theory requires the interior truth of the leader, a quality that is also required in Bartlett & Ghoshal model through trust and having a high degree of self awareness. The authenticity theory in path goal and Bartlett & Ghoshal models require that the leader has to own up their responsibilities as leader and perform accordingly.

In applying the four dimensions of path goal model, authenticity of the leader is achieved in ensuring that each job description limits the ambiguity involved and is clearly achieved through well laid structural guidelines. The leader has to be supportive and directive in ensuring that tasks are handled in the required manner.

Discipline that has been recognized as important in both theories requires the leader has to be achievement oriented in that in both theories; the leader has to be achievement oriented in setting goals in task and encouraging personal improvement. Research Papers for Sale Online

The trust that is explained in Bartlett & Ghoshal is important in authentic leadership.  The authentic leader as Yukl elaborates has to ensure offer the freedom required by employees to instill confidence and trust that leads to better performance and risk taking.

To achieve the above objectives of motivating employees, the authentic leadership leads to a more specific leadership known directive as well as being supportive and cultivate the culture of trust that is required in Bartlett & Ghoshal model.