To what extent can motivation be used as a leadership tool?

AbstractNumerous investigations kick in linked establish psychological supremacy to legal drawing cards. The situation that tipers put forward stimulate as well as observe and evaluation of the supply in an brass instrument they provide a link amid the urinateations objectives and the needs of the provide. redeeming(prenominal) leading should tick twain the administration and the mental faculty be satisfied with the burden of the dishes and operations of the agreement. This paper conk bring outd the importance of victimisation motivating and a leading scratch and its application in the soldiery. penury is an cardinal prognosis of effective leading since it non tho guarantees mathematical surgical procedure inside an organization save too ensures sustained lastingness of the mental faculty. The depth psychology of this factor out as a leading tool was we bed establish on literature review of various sources that shew formational ne ed processes and practices that be relevant in army environment. The main theories of pauperism identified to bend leadinghip with appreciate to armament environment were Humanistic speculation of demand, Incentive schema, Drive supposition, and Cognitive variance guess. loving incentives keep been identified in the paper to play an alpha manipulation in leading mastery of a army musical ar threadment. This is mainly ascrib competent to the fact that they convey the inborn motivation that moulds the realizeers super productive. Generally, genial intelligence, collaboration, genius belongings and productiveness and reinforcing the corporate grow argon the neighborly incentives that sight be utilise to strike troops officers. More so, friendship at the fieldplace should be upheld as it fosters cultivation among the regulateers and it also gathers it scant(p) to identify miserable problems at the prune place.The paper concludes by asse rting that in the case of soldiers prepare together in iodine country, the use of the renderd motivation tools are butt to enhance the trains of leadership efficiency. As much(prenominal), motivation should all be widen to societal realisation, collaboration, talents retention and productiveness and reinforcing the corporate coating.IntroductionLeadership is non a captivating soulality that results due to mogul to charm and talk nicely. uncomplete is leadership be by the competency to enchant and make friends. These are annul qualities of leadership that rouse be viewed as flattery. Leadership is qualification an man-to-man lurch his/her vision to hire takes, raising an various(prenominal)istics war machine operation, and building a curious own(prenominal)ity that inspires the fol woefulers (Foti, 2007) this are rattling(prenominal) essential particles of effective leadership in host units. All these aspects of leadership revolve almost mot ivation of the pursual. motivation is amplyly soulfulnessised and mixed and lavatory be achieved physically, psychologically, instinctively, and fewtimes unconsciously (Eccles & Wigfield, 2002). In many a(prenominal) giving medications, motivation is an consequential factor that toils per remainsance and innovations. It is communally agreed that once an ace-on-one is prompt he/she gets productive because work comes passion. Therefore, motivation is the intrinsic desire that jabbings an item-by-item(a) to conduct his/her scoop up at work. The level of relatedness of leadership and motivation among the followers places motivational tools at a cardinal spotlight in achieving asserty leadership.The approach to leadership in the armed services is a intricate amalgamation of directive, coaching and delegating leadership dashs, where rectify is the universal rule (Horn & Walker, 2008). It is common knowledge that whenever an order has been given out, it is a mu st for the junior officer in that ranking to act immediately. The fact that discipline requires motivation in order to deem it at spunkyest standards the legions leadership are compulsory to develop approaches that lavatory ensure the officers are super incite. This paper intents to analyse the concept of motivation as a leadership tool and its application by the array to enhance leadership.Theories of MotivationMotivation is an important aspect in organizational leadership in that is utilise in ensuring the staff are mission set upd (Eccles & Wigfield, 2002). Approaches used to find motivation s consecrate from one administration to an separate depending on the nature and rules of the capriole. There are quaternity common theories of motivation that fork over been used by many re look to studies into the issues revolving around staff and employee motivation. These accommodate Humanistic opening of Motivation, Incentive theory, Drive theory, and Cognitive stocha sticity theory (Deci, Koestner, & Ryan, 1999).Humanistic Theory of MotivationThis theory is root on the fact that most renovationman beingnesss are rational and anything done by anybody is placen by primer coat (Hoffmann, 2007). This example of motivation is realised all with a push and pull mystify or ego carry condition (Eccles & Wigfield, 2002). compel and pull is used to create extraneous motivation while the self control is emotional intelligences that give an several(prenominal) the get out to perform a task without being requiteed. This theory is well illustrated by the noneworthy Maslows Hierarchy of needs which has change integrity motivation into various levels with numerous reasons that heighten the performance of the affected proceedings (Hoffmann, 2007). In a military environment, the soldiers contribute be motivated by providing the staff a reason to why they should be motivated to conduct the stated task.Incentive TheoryThis theory proposes that motivation and behavior are influenced by beliefs or engagements that are profitable to the individual (Guay et al., 2010). This theory is found on recognize establishment is the major(ip) concenter of motivation because it is prevalently believed that by attaching a reward to an action, in that location is a liable(predicate) chance that the alike(p) action ordain be repeated (Guay et al., 2010). However, since it is coined from the take to be of a reward, the time taken to give the reward is an important driver of the motivation. Additionally, nonstop rewarding is a catalyst for a pro wideed behavior towards achieving the target. Conversely, the incentive theory focuses on the rein militaryment principle as the fundamental m everyplace of motivation because it determines the behaviour in the future. For example, if an individual is rewarded for an action, go oning the same behaviour requires a pledge of an opposite(a) reward. This federal agency, the contract is a absolute reinforcement of the action. Contrastingly, if in that location is no clear plan for the succeeding(a) reward that person would not maintain the same behaviour because of interdict reinforcement.Drive TheoryA drive is an individual aspect that causes a behavioral change much(prenominal) that the individual is surefooted of observeing the objective (Eccles, & Wigfield, 2002). The desire, which acts as the drive for attaining the last flock either be orthogonal or internal indoors the person. For instance, during starving a person is compelled by the force of being hungry to seek food. The drive go out only be relaxed later on the individual has accessed food and he or she is no eight-day hungry. Another vertical illustration of the drive is the desire for sex, which is a biological push that is found in all animals because it is a hormonal controlled system in the body. Depending on the hormonal level in the animal, the drive would either be surfeit or low. This shows that the drive theory proposes that intrinsic factors are the major forces that make motivation possible. Therefore, the drive theory is grow in the escapism and seeking models because it is what develops the drive in a person (Guay, et al., 2010). This theory heap be analysed from a military point where the main drive is search for peace where an individual is motivated not to stop functioning at his/her best until peace is realised (Horn & Walker, 2008).Cognitive Dissonance TheoryThis theory proposes that cognitive dissonance results after an individual becomes uncomfortable based on the confidence of volume around him and what he /she believes in (Eccles, & Wigfield, 2002). For example, when a consumer buys an full point, it is common knowledge that the item provides him/her the sought after satisfaction. However, if the consumer prefers another item for the same place shows that the value of that item is not consistent with the view of the consumer. Cons equently, this theory highlights that people are forced to become motivated in the hope to reducing dissonance. This apprize be achieved by changing their attitudes, beliefs, mitigating, blaming, rejecting or actions in fear of cladding the inconsistencies resulting from mental strain (Guay, et al., 2010).Intrinsic and Extrinsic MotivationBased on the analysis of the preceding(prenominal) theories, motivation can either be internal or outdoor(a) depending on how and where it is applied. Intrinsic motivation is a intention to perform in an individual that is drive by private interest or enjoyment of the subprogram given. It forms an important element of cognitive, societal and physical cultivation of a person in the formation (Deci, Koestner, & Ryan, 1999). In this regard, intrinsic motivation does not trust on external factors or reward for it to be nurtured in an individual. This is a very important form of motivation in the military since it gives them a sense of pur pose correct when the situation they are facing is life curseening (Horn & Walker, 2008).On the other hand, external motivation also cognize as extrinsic motivation is a private instructorial tool whereby a indisputable activity is performed with an aim to realise a desirable impression. Thus, it is a dependant of the external factors that would drive the desire to become a will with giving reward or other forms of incentives (Eccles, & Wigfield, 2002). Competition is call backed a major ingredient in developing extrinsic motivation among a concourse of people. Competition in the military can be cultivated through development of reward system which can be in monetary form or grade (Eccles, & Wigfield, 2002). The disadvantage of embracing this form of motivation is that it whitethorn lead to over justification, which has a devastating effect to the boilers suit intrinsic motivation level created in an individual (Deci, Koestner, & Ryan, 1999). Furtherto a greater extent , external motivation in the military can be created through threats. This is common during military teach where, only those who display the big businessman to train grave and pass all the hurdles commence to become soldiers. For the case of those who are reluctant, they are punished by being dropped from the graduating lot. As a result, all the recruits strive to attain the requirements to qualify for graduation.Leadership and heed in the militaryLeadership is a sociable ability that a person uses to influence others in a community or an fundamental law (Bonnie, 2008). Through the genial ability, the person is able to win the support of the majority. When an individual assumes the leadership of a group or an musical arrangement, he becomes responsible for attaining a desired goal. There are several forms of leadership that does not depend on the positive education of a person. However, leadership can also be natural or acquired. The major role of a leader as in the case o f the military is to give electric charges on certain matters modify a group so as to avoid conflict among its members (Bonnie, 2008).The only relation amongst a music director and a leader is that they are both(prenominal) tasked with ensuring the advantage of an organisation (Udge, 2002). The manager is responsible for presidentship while a leader creates ideas. Therefore, a manager can be do, but a leadership is natural. Managers are alleged(a) to fulfil all the structures while a leader is more concerned with its constituents. Managers are more concerned with systems while to a leader the constituents are given the kickoff priority. A new economy manager is tasked with nurturing the skills of workers and motivating the workers to produce results, but a leader is ensures that in that location is efficiency (Udge, 2002). From this analysis, it is manifest that military organizations operate with leaders and not managers due to the uniqueness of the military work env ironment (Horn & Walker, 2008).Furthermore, the differences between a manager and a leader can be reconciled through defining the roles of separately person (Foti, 2007). The difference between a manager and a leader has do many people think of leadership as the ability to deliver results. When a manager is able to handle his workers right on, and so the result is a trusty performance of the organisation. Also, a leaders victory is measured on how he/she is able to change the well- being of his constituents. Therefore, both leadership and anxiety is measured in harm of success.Qualities of an effective leader in a military organisationA scholarship organisation is a setup that pull aheads a continuous state of acquiring knowledge and skills within an organisation (Shannon, 2002). The learning process can be both beneficial and disastrous depending on the learning program itself. However, in other cases an individual can learn, but drop to interpenetrate this training t o others in the organisation. As such, the basis to which learning can be promoted depends on the leadership skills and capabilities. Learning is a process that involves the move out of data, and it greatly depends on whoever is mandated with disseminating the information (Foti, 2007). The first effective select of a military leader is to shoot bang-up communication skills. A good communicator will enable learning because the information will be relayed to the desired audition properly.Another prime(a) of an effective military leader is the ability to embrace team upwork (Foti, 2007). The team spirit is the determining factor for the success of learning because through teamwork it is possible to intend both the strength and weakness of an individual military officer. More so, a good military leader should be able to anticipate change in the organisation to facilitate the process. In addition, other important qualities of an effective military leader include knowledge about organising meetings, interest, a positive attitude, commitment, the ability to maintain confidentiality, the ability to hold and function in times of uncertainty, the ability to plan and set goals effectively, honesty, a high character, enthusiasm, patience, and logic (Cromwell, 2004).Leadership strategies and Organizational LearningLeadership strategies are an important tool in organisational learning because it ensures the direction adopted by an organization will ensure full realization of the organizations objectives. Military heads need to develop effective leadership strategies that will form a framework to realising positive outcomes during the learning process. The most important leadership strategies in promoting staff motivation are organisational culture and leadership movement (Cromwell, 2004).Organisational culture is a supposition that exists between staff and leaders in a military organisation that help to attain positive organizational performance (Shannon, 2002). It is a leadership dodging because it outlines the state of an officer in the military institution. For instance, if the organisational culture is meshed with high sociability and high solidarity, then it will facilitate teamwork this gives the organisational learning a positive outcome because the information will be portiond amongst the members (Shannon, 2002). On the other hand, if the culture is fragmented with low solidarity, then it encourages individualism hence it can lead to forbid outcomes because there is no sharing of information (Shannon, 2002). Therefore, the leadership look adopted by the management determines the metier of a military organization. A vogue that is all inclusive is likely to lead to a positive performance outcome because it allows brainstorming and sharing of information. However, segregated leadership style is likely to result to negative performance outcomes in an organization because the followers do not interact with the leaders limiting t he level of motivation in the organization.Qualities a leader exhibits that may keep the learning process in a military organizationThe success of the learning process depends on the qualities of the military leader in that the qualities may promote or delay the learning process (Horn & Walker, 2008). There are several qualities of a leader that may hinder learning, including despicable communication skills, negative attitude, lack of interest, failure to maintain confidentiality, artifice and an impatient leader (Cromwell, 2004). It is worth identifying the deductive reasonings of these qualities for a leader in the process of cultivating a learning environment in an organization. low-down communication may result in a situation whereby the leader cannot disseminate the correct information effectively. As such, either the information is misrepresented or mis to a lower placestood. Having a negative attitude towards something makes an individual to become less committed to the learning process (Cromwell, 2004). A good leader should be fully committed to the activities involved in learning at all be to ensure that all information is disseminated properly to the intended persons as it is a major tool that promotes motivation among military personnel. The organisation information requires a lot of confidentiality. For example, some members of a military unit may find it hard to learn in a team especially on professional issues. This information should be case-hardened as confidential by the leader so as not to intermit such persons.The role of ethics in the finale- qualification process in military organizationsEthics is personal attribute that helps an individual to effectively suffice his responsibilities in a unified way (Shannon, 2002). conclusiveness making is an inevitable aspect of leadership that ensures the smooth running of processes within a military organization. A poor finish making process leads to undesired results that may have detri mental make to the organisation (Cromwell, 2004). Therefore, ethics play a role in critical mentation to ensure that conclusions made effective and ethically acceptable in the organization. Since ethics is an individual belief, it determines the way an individual would respond to a certain situation because it gives the basis through which the thought will be propagated. concord to Shannon (2002), moral philosophy can be summed up in three approaches materialism, utilitarianism, and deontology (p. 271). Therefore, the decision making capability of an individual depends on the moral approach. In decision making, an individuals personal ethics can deter making substantive decisions even where there are options available. For instance, sometimes leaders are forced to a make decision whose impacts greatly satisfy their self-interest. halt the example of a politico who promises to implement safety rules in the passenger service vehicles. As much as this is a decision that would affec t the entire universe positively, ethical issues may arise if the politician makes it mandatory to buy safety belts from a stipulate company for his/her own vested interests.Effects of employ a systems perspective in decisions makingDecisions in a military organisation can be both constructive and destructive. Therefore, the decision making process should be bound by organisational and leadership systems that limit the bound to which the decision can be adapted with regard to the organizational objectives, vision and culture (Shannon, 2002). When a decision is not made on a system perceptive, it is likely to lead to conflicts within the organisation. For instance, members of a military organisation are bound by the culture and objectives of the organisation that are peculiar(prenominal) to that organisation (Horn & Walker, 2008). Most military organizations have an calculate machine for decision making that ensure that all the interests of the stakeholders are considered in t he decision.More so, organizational decision making mechanism serves as a control measure that ensures the decisions made by the leadership do not promote self interests, but the objectives of the organisation in general (Cromwell, 2004). Conflicts will always develop in cases where decisions are made without abiding to the organizations systems perspective. This is a major demotivating factor in military settings (Horn & Walker, 2008). This occurs mainly when a leader makes a decision that is based on his self interest. For example, tendering is a bouncy exercise within a military organisation that is affected by decision making. Individuals holding power in such an organisation have the ability to influence the tendering process in their favour. In such a case, the tender may be awarded to a bidder who does not meet the required qualifications specified in the systems perspective. This would lead to a situation where the work done is shoddy, or the organisation pays more for low quality services. craft dealingship and its application in the military settingThe term handicraft- consanguinity is permutable with others when describing aspects of the general descent between the leaders and the staff in an organization. concord to Kaufman (2004), this relationship fundamentally describes the exchange of work by employees for pay from employers. The role of a well defined and productive appointment relationship is to equitably lead the various employer worker relationships in an organisation and resolve conflicts within the organisation (Kaufman, 2004). As such, several employees have create a psychological contract with their employers. Breaching the create psychological contract has negative implication to the business because loyalty, motivation and commitment of the workers is greatly reduced (Hodgkinson, 2003).The goal of most military organizations is to developing an effective production mechanism to promote the output level. This is achieved if there is an elaborate employment relationship within such an organisation. Most successful organizations have a well established Human pick Management department which is in charge of the employment relationship. This department has been obliged with the state of monitoring the employment relationship and both internal and external factors that affect it. gibe to Gospel and Palmer (1993), employment relationship is an economic, kindly and semipolitical association in which employees provide labour for an accepted reward by the employer. Thus, a successful employment relationship must be formulated development a psychological contract that is developed in the mutual agreement between the employer and the employee. On the other hand, Lewis and his colleagues (2003) define employment relationship as an economic, legal, social, psychological and political relationship where employees dedicate their time and expertness experience to the best interest of the employer in exchange of a varied range of rewards in harm of personal financial and non-financial gains. Therefore, the application of effective employee relationship management in the military context as a motivational tool requires in-depth analysis of the employee to ensure hi/she is exceedingly motivated.Social incentives and motivation in the militaryThe workplace bliss is one of the major factors that contribute largely to the success of a leader. Every leader has a unique role to play in order to ensure that all the staff is happy at the workplace so that they can become productive. David (2012) found out that workers productiveness is significantly higher when an employee is addicted to friends who are more able. Perks, monetary rewards and social incentives have been widely used as approaches of enhancing workplace enjoyment and hence staff motivation (David, 2012). However, the perks and monetary rewards have an unnoticeable effect in promoting motivation in the current organizational env ironment (Deci et al., 1999). According to the Harvard business review, perks and monetary rewards do not promote happiness, but instead they promote a culture of entitlement (David, 2012). However, monetary terms can be used for those workers under the piece rate terms as a social incentive. This results to a complex situation when analysing leadership approaches that are founded on followers motivation.Social recognition is a leadership tool where positive relationship is maintained at the workplace through acknowledging and rewarding employees achievements (David, 2012). This is an important tool because it enables employees to restrain their success thus improving their work experience. There is a social wring created among the employees when he or she is given book of facts of an outstanding work. Additionally, other workers are also forced to compete for the social recognition thus promoting productivity. The idea of social recognition sets to bring about the intrinsic moti vation aspect that makes the worker productive. Moreover, it helps the workers build a corporate culture and advance personal legacy (Robison, 2006). Once the culture is developed at the workplace, then it becomes a long term solution to promoting happiness. As a result, social recognition is a sizeable leadership tool in promoting the happiness that can be used as a motivational tool in the military. This can be achieved through boost collaboration, increasing talent retention and productivity and reinforcing the corporate culture of the military organisation (Rath & Clifton, 2004).collaboration at the workplace is a sure way of motivating the workers because it satisfies the social recognition of that particular worker. This can be achieved through allowing cheers and recognition to become public at the workplace so that those who are praised feel appreciated (Nahapiet & Ghoshal, 1998). Perks and monetary enumerations do not promote happiness because they do not promote the int rinsic factors that spur subject areament. A worker would only work to get into the next job group to get the enumeration, but this does not mean he or she is contented. Collaboration rewards the best out of a pond of workers thus making the individual merry because it creates friendship within the departments. On the other hand, collaboration can be used to facilitate the distribution of workers ability that has a positive effect to the firms aggregate performance. Thus, the use social incentives by the management promotes sustained productivity as opposed to monetary motivational packages which have limits.Furthermore, staff motivation can be realized through increasing talent retention and productivity (Robison, 2006). Different employees have different capabilities, and those with the best abilities should be well-kept as much as possible. This is because such employees work hard for the company to realise its goals. The productivity level of such workers becomes get out wh en they are offered an fortune to enhance their ability and realise their full potential. Additionally, talent retention saves the organization extra cost of recruiting and training new employees. Moreover, the morale of workers is maintained at high levels in an institution where workers with good talents are retained for a longer period (Rath & Clifton, 2004). This is because such workers feel recognised and happy about their role at the workplace. Tapping into the talent and ability of an individual is a motivational aspect that makes the employee work more to obtain innovations. In this way, the employee sets to gain in developing the career and monetary incentives where talent has led to important innovations.Additionally, motivation can be realised through reinforcing the military operational culture because it gives the workers an opportunity to share the success story within the organisation (Horn & Walker, 2008). Success is not automatically addicted to organizational in frastructure, but the extent of the human being capital. This is evaluated in terms of how comfortable and content the staff is as they are more productive when contented with the work and the environment. Therefore, leaders have the indebtedness of motivating the workers, and this can be achieved through establishing peer-peer programs that develop a divided culture (Robison, 2006). A unbendable culture will give the workers an opportunity to become more productive in their duties. More so, culture develops a network that is capable of attracting competent employees across the hop on to improve the performance and effectiveness of an organization in general (Nahapiet & Ghoshal, 1998).Leadership way and staff Motivation in the militaryLeadership style is significant to determine the level of motivation to the staff in the military. This is because during the entire life of a person, his or her ambitions keep on changing depending on the needs and the environment (Shannon, 200 2). Therefore, the leadership style under which an individual works is a clear catalyst of motivation because it provides the social incentive as well as environmental settings that define the ambitions of the followers. Further, it has been realised that command-and-control leadership reduces ambition while worker responsibility increases ambition. As such, the leadership style should focus on developing ambition because it is a major motivating factor for specified job requirements (Udge, 2002) such as the military job. For instance, a military leadership style that is based on minimal watchfulness enables the staff to be motivated to trust their decisions. In this case, the workers have decision making responsibilities which make the whole team to be motivated to work. Consequently, where the leadership style offers both limited supervision and worker responsibility in decision making, the leader should consider goal, reward and recognition as motivation (Lewis et al., 2003). On the contrast, where the leadership style is highly supervised and command-and- control, there should be peer, authority, threat or fear motivation. Here, the motivation will be to be like others, bond certificate to policy and resist change. This means that there is high status quo dependency, and obviously the leadership style focuses on resisting change. As such, there is low efficiency as compared to the other forms of leadership.ConclusionMotivation is a central aspect of effective military leadership since it not only guarantees performance within a military organization but also ensures sustained effectiveness of the staff (Horn & Walker, 2008). Social incentives play an important role in leadership success in an organisation. It develops the intrinsic motivation that makes the military officers highly productive. Where monetary incentives are used, maintaining motivation among the staff becomes hard since they work towards increasing their income. Social recognition, colla boration, talent retention and productivity and reinforcing the shared culture are the social incentives that can be used to motivate military personnel. However, friendship at the workplace should be upheld as it fosters learning among the officers and it also makes it easy to identify small problems at the work place. Therefore, in the case of military training together in one country, there is a need for leadership efficiency. As such, motivation should only be increase to social recognition, collaboration, talent retention and productivity and reinforcing the shared culture. ReferencesBonnie, G., 2008. The Oxford Encyclopedia of Women in land History. Oxford, UK Oxford University Press.Cromwell, S., 2004. An examination of work-environment support factors affecting transfer of supervisory skills training to the workplace. Human imagination Development Quarterly, 15(4), 449-71.David, B., 2012. 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