Leadership, Motivation and Organizational Behavior

For effective performance in an organization, it has to follow some stipulated procedures and factors that can sustain effective ethical principles. The organization psychology gives a vivid description in the trend of performance and the way all the affected parties have to perform. According to Sinclair et al (2005) the organization structure should be able to encourage effective performance to instill faith to the employees. It should also be flexible in the face of increasingly changing technological demands. The structure of the organization should not be considered complex to motivate the employees and incase so the areas should be addressed.

The organization should clearly define the roles and responsibilities of its members. The organization’s structure should be such that it does not tend to move forward problems but trying to solve them at the point where they appear. The organization’s procedures and management perform should be able to facilitate the accomplishment of tasks to enable continuity in the flow of the results. The employees should be allowed by the management to constantly challenge their organizations structure to cub the loop holes within the organization structure.

To enhance motivation, the staff should be equipped with the necessary skills and knowledge to execute their jobs in the most successful manner. They should also understand their jobs well and how they donate to overall business performance for example well set goals and objectives. The employees should also embrace good communication skills for the customer service orientation which will portray a vivid image of what the company is.

The organizations should ensure that all the systems concerned with the selection and recruiting of employees, promotion and planning and also information and control management together can encourage effective performance among the employees and the entire staff concerned. This system should be consistent across the entire organization. The entire companies should provide clear tokens of appreciation for effectual performance within the work group to boost the morale of the employees and ensure that habitual aspect are considered to embrace continuity of good performance. For effective performance the organization needs to review its systems regularly and make sure that they mutually support each other.

The organization psychology

The first point for organization psychology services is categorize and satisfy superficial needs in the work situations where l knowledge and skills can supply the basis for creating people solutions for business problems. Meeting this test is the admission point to the organization psychology market.

The overall aim of organization psychology involves developing and improving people processes and work performances basically of individuals, teams, managers, business leaders, and ultimately, the entire business. The customer, fundamentally, is the business, itself. It is the submission of conventional knowledge and expertise based, made to order and greater than before by correlated knowledge and skill areas bases, to people working in business settings, for the ultimate purpose of enhancing the business’ performance (Victor, Jago & Arthur 27).

It is all about maximizing the major benefit of any organization especially its people through the recognition of the impacts behavioral concerns have on the foundation line of any activity and generating the most mutual balance through effective discussions, information and participation in teamwork. Organization psychology combines understanding of both the business world and psychology. Whether you are a supervisor, commercial owner, a medical expert or other certified, valuable people have insight into self and insight into the motivation of others.

The leadership framework plays a crucial role in organization psychology and sometimes a greater aspect in the acquisition of personal development. It is this framework that contains all the managerial aspect in a business (Victor, Jago & Arthur 25).

Leadership is the prominent growth over and above mechanical compliance with the custom directives of the organization” (Walter , Figg & Robin 2006) its also a process where an individual controls a group of individuals to attain a common goal”. It also brings about meaningful direction to collective effort, and causing enthusiastic attempt to be expended to attain rationale” it is also through leadership that visions are articulated symbolizing values, and creating the environment where things can be accomplished. Leadership is also described as the capability to pace outside the culture and emerge with evolutionary change processes that are more accustomed to.

A good leader involves himself or herself in making and understanding of the issues involved by those who must carry out the decisions. Most People are more devoted to activities where they have participated in the relevant decision-making. Individuals are l more mutual when they are working on joint goals. The decisions embraced together and the social commitment to one another is greater and thus increases their commitment to the decisions. Majority of people making decisions together come up with better decisions than a single person’s decision.

Through participative leadership, they should seek to involve other people in the process of decision making with a view of including subordinates, superiors and other stakeholders. A fruitful leader should always consider the following aspects. Leadership can be portrayed in the following ways: We have that leadership which entails the oppressive decision by leader. This is non participation in that the sole decision is made by the leader and does not offer any participative forum for the coworkers.

Another situation arises where the leader suggests the decision, takes a keen look on the feed back then makes decisions on what has been decided. Such leadership traits is termed as selfish since ones sees themselves as superior which in turn results the undermining of the coworkers effort. When the leader leaves the team to propose decisions and finally makes decisions for them, it does not signify how participative he or she is since in the real sense he will be the sole decision maker. When the leader sees the Joint decision with team as the similar, is as a result of viewing them as equal share holders, therefore their contribution is as equally important.

Total participation by the leader comes about when full allocation of decision is laid to the team. In this sense all the team players consider their contribution as superior in that’s sense of self esteem will be impacted in their perception of quality service delivery. By embracing the aspect of participatory leadership can give in to my level best the aspect of cooperation which entails involving the staff members in all matters concerning decision making which is of crucial importance for the companies’ success.

To enhance motivation to the entire organization, the leaders have to assess whether their leadership has been a self motivation booster and through it have been able to attain the goals that they set and achieve more from this framework. However it is not only a particular group that is to be targeted in the provision of motivation but all the parties involved. leaders also need motivation It enhances their visions and makes them become team players such that they will be able to articulate issues and formulate solutions that in turn will be agreeable and offers attractive returns incase an investment opportunity occurs.

Decision making can be so easily made when this aspect of the leadership is tackled with ease since the sole reason of the inability being focused upon will give the solution to the problems that are to be tackled.

Through the leadership framework, an organization can be able to embrace the ability to motivate and inspire the imagination of most people and guiding individuals and groups in a way that entails progression without possibilities of loopholes that can lead to failure within the articulation of effective leadership have developed the ability to organize, come up with a constructive budget and delegate so that the organization can emerge with an attained objective of accomplishing the success of the project outcome. This can only be achieved through effectiveness and how policies are laid down to sustain the supporting coworkers. Through effective leadership skills the organization manages to enhance the following aspects of interpersonal skills

Build relationships

Making and meeting new friends serves as an avenue of exploring the business venture vividly since its from this many friends that the members within an organization will be able to attain the long term friends who in reality will support the organization thought. The organization has to entrust and embrace openness to all its members’ factors which motivates the employees to put in more efforts and build new interpersonal connections which exemplifies the role of a true leader.

The leadership framework in an organization has to develop effective communication skills that foster the delivery of qualitative and quantitative ideas to the clients. this involves taking time to listen clearly to what the client or any other persons views an then giving responses that neither seem biased or false but tent to support the two pities involved.

Disparaging the leadership framework

A leader is not one because he or she wears or shows an appearance of becoming one but is through the coordination of efficient workforce and foreseeing development that makes one to be a leader. This entails the performance. Majority of conventional leadership was through inheritance for example the kings and family heads were all considered leaders as a result of heredity. In the current times leaders are sought out about their performance. They can be elected for example the governor and chair men, while some can be appointed such as the coaches

Leadership should not be seen as a gift but an aspect that involves the application of effective skills to facilitate the progression of duty. it is based on facts that everybody has some incapability’s of learning all the skills of leadership other than gaining some of the few unavailable knowledge and skill to nature their self. Most people are not born with leadership traits but they learn the skills according to anyone else.leadership should not be confused with a boss since the later demands and keeps on pushing for orders to be acted upon immediately. Effective leaders are those who can embrace the following two aspects i.e. the job and the group

When a leader tackles the” job” it dose not implicate the idea of work performance as many would think. this mighty emerge to involvement in sharing and selling ideas or rather playing some games leader ought to be there to ensure that the job is effectively done since without this jobs there is no need of having leaders who in real sense will just have nothing to do.

The word group involves the people who are entitled to act on the job which at all times can continue after performance of the job is complete which in turn defines the hardest bit in a leaders point of view. On the other hand leadership vary with the situation at hand, the group and the leader.one leader cannot take another one’s job and surely do it to his or her perfection , definitely variation will occur.

When dealing with groups a leader has to part away with tradition models of leading to embrace new forms. When a leader is tackling a different situation, he or she must change the various conditions to fit to the current one. It is therefore to a need that an efficient leader should always be conscious concerning what the members perceive on the business.

Socialization might result to both negative and positive implication in which this case will focus on the positively attained. In an office there are always many people with various tasks to be performed. This people have to all rely on themselves to become efficient since they all cover different areas but with the same objectivities. With power which is the greatest drawing tool everywhere, intra-personal and inter-personal discontents should be addressed to limit conflicts within an organization.

Leaders should be able to mediate conflicts as this ensures that there is no rivalry amongst the workers and therefore making them counterproductive. Once all there energies are geared towards delivery, the outcome or goals will be achieved. They should be able to anticipate problems by being proactive and taking preventive measures. A good leader has foresight and is not afraid of the unknown and is assertive, self confident and a problem solver. Therefore they are always ready for any possibilities since they look at both sides of the coin. They also know that part of success is learning from one’s mistake. But for the avoidable mistakes, they do what is required on time.

Positive Communicate with coworkers, patrons and professional staff should be maintained. This greatly fosters positive relationships in the work place and this creates a good environment where success can be achieved. This will encourage active participation of all the workers in the running of the institution through various contributions like in decision making.

Through ones knowledge in organization psychology one can act as a mentor and trainer of new employees. Knowing every staff members contribution in the workplace, it is of importance that a leader knows their role of mentorship. As someone is promoted or demoted, when choices and decisions have to be made, a leader could be a good source of guidance. Training ones freshly recruited staff is important, and through psychology one can identify the go getters. Also of greater importance is that one is now able to motivate and encourage these people.

They should evaluate the performance of coworkers based on their performance contracts. This leader will be able to successfully carry out since they will have evaluated the person’s psychology and therefore know their weaknesses and strengths. Soon after this they should recommend appropriate measures based on the results of the evaluation. The leadership framework should be sensitive to others needs problems and concerns and learning to deal with frustration are one of the benefits of studying business psychology. One can view people in this case coworkers differently.

They can handle issues that arise as a result of their association and relationships in their work place more positively and one is now able to learn and use self control. They should also look and act professionally in the work environment, this being one of the important work ethics that a leader should highly commend. This as learnt through business psychology is of importance as it creates a professional environment thus people look more focused and they therefore stay focused.


The main factor which boosts the growth of an organization is when there exists the motivation aspect. This is to be done in general by everyone within the business especially the leaders to boost the morale of the entire staff. How can this be achieved? Motivation can also be by focusing on areas and activities for success through inspiring and enhancing team work so that a sense of unity can be attained and in the end they will be able to administer effectiveness. Leaders should also believe in embracing competencies showing a need to be the final manager in our field. Donation to every employee will be able to closely relate their objectives with colleagues by centering on short and long-term success.

The attitudes of the employees become motivated when their requirements are reflected by offering the prospect to choose benefits, and incentives which include awareness program linked to the business. It is to the entire performance of the company or business that the applied psychology benefits all its members. Sincleir et al asserts that “Team work and communication comes about when there is a firm positive relationship instilled within all the members. To attain this, our organization has to concentrate in rising afflictive toward the ideal percentage since it serves a benchmark for all the interactive norms 2005”.

According to Sincleir et al “The overall resultant of anxiety resistance and conflict in our organization will be depicted when power is totally reduced to the ideal percentage this is because of the security aspect in all that we try to undertake in the organization will be humped therefore making everyone have a notion of not affiliated to the unit. Conflict can also be enhanced when the leadership position is unable to resolve the various problems being experienced in our unit.

This can be seen when the lowered and also the approval aspect” (2005). Firms need to be capable to liberate employees who are no longer needed and at the same time be able to hire those who have new and appropriate emerging skill. The move toward this will put fresh demands on the organizational leadership. as more organizations hire based on not focusing on practice but on the candidate’s ability to come up with new and be taught rapidly on this aspects.

Responsiveness shows how a person ought to embrace an aspect of tackling and being versed with the changing times. To gauge self with the current times one should have the knowledge and understanding of events taking place every time and the relevant changes that occur to minimize competition and provide effective services to the client. Bias is not entailed in this framework since it is the reality of the situation which makes the happening of the daily activities to continue having a freedom from inferiorities. Its evident that matters like motivation when looked upon and critical sought end up achieving greater impacts unlike those whish embrace guesswork.

Mette & Finn (2008) look at the following strategies for workers motivation: to use salaries as a motivator successfully, human resource managers have to take into consideration four main mechanism of the salary structures which are the job rates, relating to the significance attached to each job by the organization; payment, give confidence to employees by rewarding them on their presentation; personal allowances, linked with aspects such as shortage of meticulous skills or certain categories of in turn professionals or librarians; and extreme benefits such as holidays with pays.

The prevailing pay should be compared to those of other establishments to take into consideration in formatting the pay structure of their organization. A firm with an absence of the management development programs risks in not retaining most of its skillful employees since they can be sourced in other firms which provide these services. The first aspect of anew employee in a firm should be introduction.Most managers assume that this are certified employees since they passed through training tend to know entirely everything within the firm.this is not the case since one needs to pass through an induction training for new employees.

Companies with critical skill shortages have no standard measures in continuity for example specialization entails that one person has to have a well versed knowledge in the field in which he or she is well versed therefore when one area lacks this aspect it is a clear indication of a failing company. Finally the management team is entitled to change the above eventualities to success than try to hinder their total performances in the firms to be able to adjudicate for effective financial returns and maintain a proper client relationship (Zimmermann 2008).

The recommendations will be categorized into four aspects; the organizations staff should be able to identify with the association and the achievement of the organization as having a direct benefit to themselves since they are the sole performers and that the success of the entire organization contributes to their objectives. The human resource managers should also have universal interests with their work contemporaries and group hence building a strong team spirit that will works in cooperation to attain the overall success.

Fielding & Michael (2006) portray money as being the most vital feature in stirring the industrial workers to accomplish better productivity. Leaders should support the establishment of inducement wage systems as a means of stimulating workers to higher presentation, obligation, and eventually satisfaction. Money has the authority to draw, keep, and stimulate individuals towards elevated performance.

Staff Training

High productivity in an organization depends on the motivation level and the efficiency of the workforce. This is an essential strategy for motivating workers giving avenues for self development to meet the disputes and requirements of new equipment and techniques of task performance. The survival of a person’s Career depends entirely on the on career resilience (Sinclair et al. 2005) and sensible alteration to modifying themselves. Employees must readily take charge to themselves and take the actions for managing their careers with sustainability from employers. This entails the labour of love (Kaiser, Hogan & Bartholomew 98).


My personal development has enhanced because I have managed to incorporate all the organizations psychology to embrace an aspect of socialization. Through this aspect, I have managed to encourage modernism and creativity amongst my fellow co9lleges to boost each member’s morale to those who are willing to exploit the various fields at hand. I currently have a sense of personal responsibility for my work and I have been able to emphasis my works quality in all the specialized fields in the unit. By enhancing my professional leadership, I have managed to improve on my effective performance by instilling faith to all the duties that I am bale to tackle at hand.

My managerial skill has improved since I am now able to coordinate the entire workload alone without thinking of poor performance. I have ensured that what ever I put in practice should be supple in the face of more and more varying hi-tech strain. Through this I have made sure that the structure of the organization is not be considered complex to motivate the employees and incase so the areas that seem unrealistic ought to reflect on how addressing the issues would be tackled. Through the influence, I have gained effective knowledge to define the roles and responsibilities of the members who in future in will be working with to a successive goal development.

This assignment has assured my performance as a leader in that I will be able to avoid moving forward problems but trying to solve them at the point where they appear to enhance my relationship with all the entire members of the same group that i will be with. I will equip my staff with the necessary skills and knowledge to execute their jobs in the most successful manner.

In assessing my personal development, leadership has been a self-motivation booster and through it has been able to attain the goals that I set and achieve more from this framework. It has enhanced my visions and made me a team player such that I can articulate issues and formulate solutions that in turn together with the coworkers are agreeable and offers attractive returns incase an investment opportunity occurs. Decisions making is easier when this aspect of the leadership follows an eased perspective since the sole reason of the inability focused upon will give the solution to the prevalent problems.

Through the leadership skills that I have gained from this experience, I have embraced the ability to motivate and inspire the imagination of most people and guiding individuals and groups in a way that entails progression without possibilities of loopholes that can lead to failure. in the development of my personal needs the ability to foresee goals, and trying to emulate creativity and taking calculated risks has been build in me. I have developed the ability to organize, come up with a constructive budget and delegate so that i can emerge with an attained objective of accomplishing the success of the project outcome.

Work cited

Fielding, Michael. Personalization and Leadership: The New Totalitarianism School Leadership & Management, 2006 v 26 4 p 347-369. 2006.

Kaiser, B Hogan, R Craig, S. Bartholomew. Leadership and the destiny of association American Psychologist 2008 63 :2 :96-110.

Mette, Finn,H. Research Leadership as Entrepreneurial Organizing for Research Higher Education: The International Journal of Higher Education and Educational Planning, 55 651-670 2008.

Sincleir et al.Effective communication and Performance differences among four organizational commitment profiles. Journal of Applied Psychology 2005. 90 (6), 1280-1287.

Victor H.; Jago, Arthur G. The Role of the Situation in Leadership Vroom, American Psychologist, 6:17-24. 2007.

Walter B. Ward, Figg, Robin E. (2006).Using enhanced Practices to Develop Leadership Skills Learning by Leading: Education, 126 :690-701.

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