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What Is The Essential Theories Of Motivation And Leadership.

Literature review

One of the most important aspects for the overall success of the organizations is the overall improvement of the organizational culture. The organizational culture is a very important factor for the image and reputation of the organization in the best ways. Every organization has their own culture and this determines the ways the organizations will work with their employees. The culture or the organizations displays several factors like the performance of the employees, the employees’ satisfaction, the brand reputation of the company and several other things. The productivity of the workers will also depend upon the culture of the organization (Alvesson, 2012). This essay will aim at conducting a literature review on the business communication and culture. This is why it will be very important to apply the tools of improving business communication in the workplaces as well.

The ways the employees will deal with the difficulties and the ways the seniors of the organization will deal with their junior employees will also reflect in the organizational culture as well. Apart from the organizational culture, the communication among the organization’s employees at different levels will also be a very important factor as well. This will determine the ways the organization would go on to achieve the future success. If the communication between the employees at the different levels is not perfect it will hamper the creativity of the workers in negative ways (Alvesson, 2012). The healthy work environment will surely be a boost for improving the organizational culture and communication (?erne, Jakli? & Škerlavaj, 2013).

The aim of this essay will be to develop an idea of how the different organizations could improve their organizational culture and add to their reputation to attract more employees. According to the critics, it will be very much important for the organizations to practice the positive organizational culture that will inspire the employees to give their best efforts (Alvesson, 2012). The proper and positive working culture would surely be dominated by the influential leadership by the organizational leaders. It is the responsibility of the leaders to make sure that the employees are motivated and they are ready to show their dedication in the best ways. The leaders should always be motivating the employees and interact with them positively (Hogan & Coote, 2014).

The leaders should always take the proper decisions within the organization in the difficult times of the organization. The leadership within the organization is something that creates the organizational culture. If the leadership is positive the culture will be positive (Dawson & Andriopoulos, 2014). Similarly, the negative leadership traits will bring upon the negative organizational culture indeed. As per the scholars, the organizations will always need to ingrain a practice in which the employees will learn to stay dedicated and committed in various ways (Hogan & Coote, 2014). On the contrary, it can also be said that the commitment and dedication of the employees will lead to the development of the leadership skills of the leaders and managers.

The fact of the organizational communication is definitely a day to day operation. The work should be divided between the employees in the proper manner as per their skills and abilities. It is definitely the duty of the leaders indeed. The leaders should always think of a proper plan by which they could implement these different types of practices properly (Hogan & Coote, 2014). The daily operations of the organization should always be done by communicating with the employees of all the levels. In the words of some critics it is very much important to build up a proper leadership method by which the organizations will go by (Bhuvanaiah & Raya, 2014). This leadership method should be followed as per the skills of the abilities of the employees. The employees are considered as one of the major stakeholders for the success of the organization. The work experience of the employees will surely depend upon the ways they can thrive to get success for the company (Barnes, 2018).

As per some of the sources, one of the main features of improving the culture is the communication. The information and knowledge sharing of the employees will be the most important ways for the company for the betterment of the performance (Hogan & Coote, 2014). The effective communication process between the several departments should be much smooth and this should be reflected in the positive approaches of the leaders. The leaders should always build up some good and positive relations with all the people inside and outside of the organization. The important information should always be shared among the people who work in these different departments of the organization. As per the words of the critics, the proper two-way communication will surely be one of the most important factors for creating the understanding between the people (Alvesson & Sveningsson, 2015).  


One of the most important factors for the success in integrating the organizational culture is keeping away the misunderstandings between the people belonging to different ethnic identities. It is very definite that many people will belong to the different ethnic minority groups within the multinational organizations. When an organization expands into the other countries that has a completely different culture, they might face some initial issues and problems. However, it is very important that they get rid of these issues properly (Alvesson & Sveningsson, 2015). This will definitely create a good working environment between the people. If this happens, they will look to work together in harmony and create a distinctive working culture. The equality between the employees should always be encouraged indeed. As per the past researches by the scholars most of the intercultural issues within the organization have been raised due to the cross-cultural issues (Rajhans, 2012). This is why the cross-cultural communication should be put to the proper place indeed. The leaders should not indulge in the process of encouraging the majority of people from making racist comments against the minority. This ethnic clash can very seriously ruin the overall reputation of the organization (Büschgens, Bausch & Balkin, 2013).  

However, the leaders of the organization must communicate with every person within the organization with equality and the same facilities should be given to all of them. They should look after the fact that no one is spared of their rights. It should be considered as an effective measure for building up a proper business environment (Büschgens, Bausch & Balkin, 2013).. Some issues can arise in maintaining the proper organizational culture. These mainly are the misconceptions of the employees regarding the leadership skills of their leaders. They do not always tend to support the organizational leaders in the times of difficulties (Kaufman & Guerra-Lopez, 2013). The employees always want to hear the good news like the growth of their pay scales, promotions and getting the respect in their workplace. The irony is sometimes they get to hear some of the bad news as well (Driskill, 2018).  

If they do not communicate with their leaders they will not be able to understand the things that are required from them. If the middle managers do not share the information in a timely manner some problems will surely arise. According to some of the critics, the leaders should always consult with the employees by implementing the democratic leadership style (Rajhans, 2012). The leaders must also go on to review the performance of the employees and motivate them to perform better by several means. All the employees are liable for building up a positive working atmosphere (Driskill, 2018). The critics have also suggested the leaders that in order to build up a proper successful organization they smooth communication is a must. The employees who are not being able to perform as per the expectations should be given more opportunities. The employee motivation should be always there indeed (Jones, 2013). 

The proper organizational culture should be measured by the levels of the employee engagement within the organization. The employees should always take part in the process of resolving the several issues within their capacity. The aspects of creativity and innovation should be the major parts for the overall success of the organization (Jones, 2013). As the critics have opined, the leaders should make the proper coordination between the employees and themselves. They can go to their junior employees asking for the idea by which they can resolve some of the major organizational issues. The junior employees might also give the proper ideas on how they could come out of the difficult situations (Mumby, 2012). 

The creative and innovative ideas will help the organizations in the several ways to get the competitive advantages over their rivals (Azanza, Moriano, & Molero, 2013). Thus the performance reviews and the plans for the employee motivation and engagement will work for the overall improvement of the organization in the several ways indeed. The success of the organization should be shared by the all levels of the employees indeed (Van Dooren, Bouckaert & Halligan, 2015). This will also help the organization to create a presentable brand reputation. Thus the organization will strive to make their presence felt in the air of the competitive business environment. Thus they can achieve the proper growth for the organization in a number of ways. The leaders can also ask the consistent performers of the organization to create a blue print that can be followed by everyone (Azanza, Moriano, & Molero, 2013). 

The written communication skills via emails, letters, fax and other options should be encouraged indeed (Richmond, McCroskey & Powell, 2012). This should be the stepping stone for the future success of the organization. The leaders can also go on to arrange the meetings that would communicate the levels of desires from the employees in different aspects. In the meetings, the agenda should be clarified and employees should go on to work according to that only. Thus the effective communication can be achieved within the organization in a swift way. The emails can be sent to the employees by praising them as a token of appreciation (Mumby, 2012). These things are essential for boosting up the morale of the employees.

In this section, the application of the different plans for bringing back the organizational culture within the workplace will be discussed. It will be very much important to discuss how the organizations can plan their ways to create a proper organizational culture (Richmond, McCroskey & Powell, 2012). The leaders will have to maintain some proper strategies by which they would be able to attain the better recognition in their business environment. The leaders must develop a proper plan to divide the works among the employees who will be able to contribute to the overall productivity of the organization (Downs & Adrian, 2012).  

The employees should also develop their understanding of the works that will have to be completed by them. They should be motivated whenever they are on the floor. The employees should be extrovert enough to express their feelings about the works in their domain (Downs & Adrian, 2012). If they are uncomfortable with some of the works they can simply communicate with their leaders. It will be better not to do the task than doing it in a bad way (Pinder, 2014). The leaders of the organization should always communicate with one of their major stakeholders i.e. the customers and investors. The leaders and employees should always join their hands to build up an environment with a fellow feeling so they can meet the demands of their customers. The desires and needs of the customers should always be met. On the other hand they should remember that the changes in the preferences of the customers are always on. In this context, the leaders should assess these customer preferences from time to time indeed. This is how they can understand how they can change their plans of their services and products according to the needs of the customers.

The feedback from the customers should be sought and they should look to improve their services accordingly indeed. According to some of the critics, the managers and leaders of the organizations should create a proper organizational culture that will attract the customers towards them (Abraham, 2012). It is because the customers tend to purchase the products and services after a thorough research work. If the employees do not behave with the customers in a polite and good manner the faith of the customers will get minimized very easily (Miner, 2015). That is why the training should be given to the employees on how to behave with the customers.

Apart from that the leaders should also engage in removing the cross-cultural clashes. The employees should be trained to work according to the needs of the customers and not get engaged in tussles with each other. This might well ruin the productivity and business growth of the organization in great many ways. The leaders must take up this initiative from the front (Miner, 2015). The organizational culture is definitely the face of the organization that will attract the customers. If the customers are happy with the products, services and the overall practices of the organization, this will surely create a good impression on them. Thus the growth and increased productivity could be achieved by the organization.  

Conclusion

As per the above discussion, the essay can be concluded by saying that the organization culture and communication are definitely the pillars for establishing the organizational excellence. All the organizations must look for the best ways to satisfy the needs of the customers. If they can convince their customers with good behavior and delivery of the products and services it will be an added advantage. The leaders and employees must work together by joining their hands to gain a sustainable growth in the midst of the current competitive business environment. The proper communication between the employees, their leaders and their customers should always be present to ensure a smooth flow of work.

References

Abraham, S. (2012). Job Satisfaction as an Antecedent to Employee Engagement. SIES Journal of Management, 8(2).

Alvesson, M. (2012). Understanding organizational culture. Sage.

Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change work in progress. Routledge.

Azanza, G., Moriano, J. A., & Molero, F. (2013). Authentic leadership and organizational culture as drivers of employees’ job satisfaction. Revista de Psicología del Trabajo y de las Organizaciones, 29(2).

BARNES, S. (2018). Creativity and Innovation. Knowledge Management Matters, 75.

Bhuvanaiah, T., & Raya, R. P. (2014). Employee engagement: Key to organizational success. SCMS journal of Indian management, 11(4), 61.

Büschgens, T., Bausch, A., & Balkin, D. B. (2013). Organizational culture and innovation: A meta?analytic review. Journal of product innovation management, 30(4), 763-781.

?erne, M., Jakli?, M., & Škerlavaj, M. (2013). Authentic leadership, creativity, and innovation: A multilevel perspective. Leadership, 9(1), 63-85.

Dawson, P., & Andriopoulos, C. (2014). Managing change, creativity and innovation. Sage.

Downs, C. W., & Adrian, A. D. (2012). Assessing organizational communication: Strategic communication audits. Guilford Press.

Driskill, G. W. (2018). Organizational culture in action: A cultural analysis workbook. Routledge.

Hogan, S. J., & Coote, L. V. (2014). Organizational culture, innovation, and performance: A test of Schein's model. Journal of Business Research, 67(8), 1609-1621.

Jones, G. R. (2013). Organizational theory, design, and change. Upper Saddle River, NJ: Pearson,.

Kaufman, R., & Guerra-Lopez, I. (2013). Needs assessment for organizational success. American Society for Training and Development.

Miner, J. B. (2015). Organizational behavior 1: Essential theories of motivation and leadership. Routledge.

Mumby, D. K. (2012). Organizational communication: A critical approach. Sage.

Pinder, C. C. (2014). Work motivation in organizational behavior. Psychology Press.

Rajhans, K. (2012). Effective organizational communication: A key to employee motivation and performance. Interscience Management Review, 2(2), 81-85.

Richmond, V. P., McCroskey, J. C., & Powell, L. (2012). Organizational communication for survival. Pearson Higher Ed.

Van Dooren, W., Bouckaert, G., & Halligan, J. (2015). Performance management in the public sector. Routledge.

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