Topic 2: Discuss how to assess staff abilities and determine their needs under your leadership style.
In all fields, leaders play a very important role in leading and managing staffs to reach the firms' purpose or goal. To be a good leader is not easy. This required the person equipped with knowledge, experiences, and well behaved. The leader has to apply to some specific theories which are the bride to help the leader goes to the right path in his or her leading in the institution. There are many theories to implementing, but in advance a leader should learn about the need of the staff and culture environment in their organization before taking the theory into practice, to make the best fit between theory and people. In the mid-1950s, humanistic psychologist Abraham Maslow created a theory of basic, psychological and self-fulfillment needs that motivate individuals to move consciously or subconsciously through levels or tiers based on our inner and outer satisfaction of those met or unmet needs. The five levels of needs, which represent the order of importance to the individual, are physiological, safety, social, esteem, and self-actualization.
1. Physiological needs included for food, water, and shelter.
Organizations or leader might satisfy these needs by providing a base salary
and basic working conditions such as heat, air conditioning, and cafeteria
services.
2. Safety
needs include protection
against danger, threat, and deprivation, including avoidance of anxiety.
Leaders can provide these needs with safe working conditions, fair rules and
regulation, job security, pension and insurance plans, salary increased, and
freedom t unionize.
3. Social needs include affection, affiliation, friendship, and love. Leaders might meet these needs by including
employee centered supervision, providing opportunities for teamwork, following
the group norms, and sponsoring group activities such as organized sports
programs and school or districtwide picnics.
4. Esteem needs focus on self-respect and include recognition
and respect from others. Fulfilling esteem needs produces feeling of
self-confidence. Leaders can satisfy this need through recognition and award
programs, articles in the district newsletter, programs, promotions, and
prestigious job titles.
5. Self-actualization needs focus on the attainment of one’s full
potential for continued self-development. School leaders might provide
self-actualization by involving employees in planning job designs, making
assignments that capitalize on employees’ unique skills, and relaxing structure
to permit employees’ personal growth and self-development.
I have
learnt many theories in class with a professor like theory X and Y and they
have advantages and disadvantages for the leader to practice, theory x focuses
more on negative way to their employee by being said employees dislike and
avoid to their responsibility and the employer to more control on them. On
other hand theory Y gives more freedom to the employees by letting them have
self-responsibility and self-controlled on their job, but the most attractive
theory for me is theory Z because this theory is very unique and synergize
between employers and employees are in one have to take all effort to achieve
the task as in the organization. Employer doesn't let their employees doing their
job alone but the whole part of organization, which is collective
responsibility, the attitude toward innovation: the whole is better than some
parts, and the ability to control is using the implicit control by loyalty to
team and the companies that use Theory Z use job rotation, focus on training
and individual responsibility. Employees are given a chance to get to know the
fact of the company and gain insight into each position to improve their skill
set. The training leads to consistent on improvement in the performance of
employees, by doing so the employees will be enjoyable to work in their
organization or firm for the last longer and also the individuals have more
higher responsibility, and leaders may help them develop their skills and
respond to the suggest for improvements. Appraisals are regular, although they
are used to encourage open communication rather than control.
In
conclusion, what I have mentioned above, firms that use Theory Z endorse the use of the base concept as a model
for motivation. Incentives include the chance for the organization and
employees to bond for mutual benefit. Employees are often given lifetime
employment or tenure, and that gives them a sense of loyalty to the business.
During adverse situations, the shareholders may even forget their usual
dividends to avoid the need to lay off workers. Theory Z motivation also entails the involvement of employees
in matters relating to their commitment and performance. When they are part of
the decision-making process, they have a vested interest in the business
profits and their performance.