My model of leadership Essay Example | Topics and Well Written Essays - 2000 words

My model of leadership - Essay Example Leadership models help to understand the implications of specific behaviours that are generally portrayed by a leader in different circumstances. However, these behaviours also differ from person to person. This is because, every individual follows a leadership style that is suited for his personality and also suits the organizational setting in which he is working. Selecting the appropriate leadership style is vital for the growth of a person (Sosik and Godshalk, 2000). Several forms of leadership styles exist in a work environment. Each leadership style has its own pros and cons. The objectives and work culture in an organisation helps to decide the form of leadership which is best suited for its business practices. Some organizations allow flexibility in selection of leadership styles and therefore, the style may change with the task at hand. While selecting the leadership style, various realistic factors have to be kept in mind. However, in order to develop as a successful leader, an individual should make effort to understand all the leadership style and then adapt to the attributes which is essential for his growth in the long run. The effectiveness of a leader is enhanced when he selects the appropriate style based on the environment he is working in. Sometimes people apply the same style in every situation which is not a correct approach. There are various leadership styles which have overlapping characteristics i.e. transformational and charismatic. Some of the styles are complementary to each other and give better results when used together i.e. team and facilitative leadership. Some are entirely opposite to each other like, participative and autocratic. Based on the various forms of leadership, it can be seen that, Transformational leadership is a form that is mostly preferred by organizations and individuals because of its special attributes (Bass

The Importance of Performance Related Pay in Motivating Employees Research Proposal

The Importance of Performance Related Pay in Motivating Employees - Research Proposal Example There has been several studies on the same topic; however, the findings are varied. Nonetheless, most of the researches that investigated the same area revealed that in longer run performance-related pay (PRP) is not motivating for the employees (Boachie-Mensah and Dogbe, 2011; Forest, 2008; Marsden et al., 2000; Perry et al, 2009). The researches quoted the reason for demotivating effects of PRP as biased appraisal systems and its effects on employees who are not benefited from PRP techniques. These findings are accomplished by several researchers but PRP is still in practice which indicates that there must be something behind this technique that motivates employers to use it in their organisations. These differences in theory and practice indicate a need to link PRP techniques for employee motivation with entire compensation system (practises) to ensure its positive effects are realised. The underpinning issue identified by this study is that how PRP can be integrated into the compensation system in a way that it works as a motivational tool for the workforce. The findings from other research studies that guide the stance of this study are stated below; Based on these findings it cannot be said directly that PRP is not motivating but it can be said that fair appraisal systems may help motivate employees and encourage them to achieve the set standard. This study explores how the issues identified by the research in PRP can be tackled and how it can be used as a strong motivation tool. The guiding statement for this research is that PRP is motivating however there should be elements that needs to be integrated if performance related pay is to be used as a motivational tool. Now the question is what elements can make PRP motivational for employees. Perry et al (2009) suggested that in order to make PRP work, it is important to focus on robust