An Assignment on

Principals of Business Management

submitted in the partial fulfilment of the course
titled ‘Principle of Management [BM110]’ for
the completion of BBA. LL.B. Course.

Submitted by:
Mohd Ayaz Raza
Enrolment No: 2200101530; 1st Semester

Submitted to:
Dr. Saurabh Bajpai

Faculty of Law, Integral University, Lucknow

 ACKNOWLEDGEMENT

I would like to express my special thanks of gratitude to my teacher Dr. Saurabh Bajpai
Sir who allowed me to do this assignment; and also, for her exemplary guidance, monitoring,
and constant encouragement throughout this assignment. This assignment helped in doing a
lot of research, and I came to know about so many new things; I am thankful to him.

Lastly, I thank the almighty, and my friends; their constant encouragement helped me a lot in
finalizingthis assignment within the limited time frame.

MOHD AYAZ RAZA

 Table of Content

Q1 What is motivation? What are the features of motivation? Why is motivation important for
an organisation? How is motivation different from inspiration? ................................................... 5
Definitions of Motivation ............................................................................................................. 5
Features of Motivation ................................................................................................................. 5
Motivation is a psychological phenomenon ............................................................................. 5
Motivation produces goal directed behaviour ........................................................................ 5
Motivators can be positive as well as negative ........................................................................ 5
Motivation is a complex process - ............................................................................................ 5
Motivation is a dynamic and continuous process.................................................................... 6
Importance of Motivation............................................................................................................. 6
Motivation helps to change from negative attitude to positive attitude ................................. 6
Motivation improves performance level of employees ............................................................ 6
Help in achieving the organizational goals .............................................................................. 6
Motivation creates supportive work environment .................................................................. 6
Motivation helps the managers to introduce changes ............................................................. 6
Reduction in Employee Turnover ........................................................................................... 6
Q2 - Discuss Herzberg X , Y and Z Theory of Motivation ............................................................. 7
Hygiene ......................................................................................................................................... 7
Motivation Theory ........................................................................................................................ 7
Q3 - Discuss Meaning , importance and objectives of Leadership? What are essential elements a
Good leader must possess? Discuss different types of Leadership with suitable example of each?
.......................................................................................................................................................... 8
Proper Organisation of Employees................................................................................................ 9
Working towards a common goal ............................................................................................... 10
Motivating Employees ................................................................................................................ 10
Achieving a cohesive organizational structure ............................................................................ 10
Secondary Objectives of Leadership ........................................................................................... 10
Vision and Mission ...................................................................................................................... 11
Strategize .................................................................................................................................... 11
Innovation .................................................................................................................................. 11
Transformation ........................................................................................................................... 11
Change Resistance ...................................................................................................................... 11
Essential Elements of Leadership ................................................................................................ 11
Communication...................................................................................................................... 11
 Knowing People ..................................................................................................................... 12
Knowing Yourself .................................................................................................................. 12
Diplomacy .............................................................................................................................. 12
Different Types of Leadership......................................................................................................... 12
Democratic Leadership ............................................................................................................ 12
Autocratic Leadership.............................................................................................................. 12
Laissez-faire Leadership........................................................................................................... 12
Strategic Leadership ................................................................................................................ 13
Transformational Leadership................................................................................................... 13
Transactional Leadership......................................................................................................... 13
Coach-Style Leadership ........................................................................................................... 13
Bureaucratic Leadership .......................................................................................................... 13
Q1 What is motivation? What are the features of motivation? Why is
motivation important for an organisation? How is motivation different
from inspiration?

Definitions of Motivation

The word Motivation derives from the Latin word “Movere”. The Latin word “Movere”
means “To move”, “To drive” or “To drive forward” etc. Motivation can be defined as
stimulating, inspiring and inducing the employees to perform to their best capacity.
Motivation is a psychological term which means it cannot be forced on employees. It comes
automatically from inside the employees as it is the willingness to do the work.
Joe Kelly defined Motivation as “Motivation is a process whereby needs instigate behaviour
directed towards the goals that can satisfy those needs.”
According to W. G. Scot, “Motivation means a process of stimulating people to action to
accomplish the desired goals.”
According to Michael J. Jucius, “Motivation is the act of stimulating someone or oneself to
get a desired course of action, to push the right button to get a desired result.”

Features of Motivation

Motivation is a psychological phenomenon - Motivation is an internal feeling which means

it cannot be forced on employees. The internal feelings such as need, desire, aspirations etc.
influence human behaviour to behave in a particular manner. For example, desire to have a
new house, respect and recognition etc.
Motivation produces goal directed behaviour - Motivation induces people to behave in
such a manner so that they can achieve their goal. Motivated person needs no supervision or
direction. He will always work in desired manner. For example, of a person has a motive to
get promotion so he will work efficiently to get promotion.
Motivators can be positive as well as negative - To motivate employees managers, use
various motivators. Some motivators are positive and some are negative few examples of
positive motivators are promotion, increment, bonus, respect, recognition etc. if employee
does not improve his performance with positive motivators, then manager uses negative
motivators such as warning, issue of memo, demotion, stopping increments etc. sometimes
fear of negative motivators also induces person to behave in a desired manner.
Motivation is a complex process - Motivation is a complex and difficult task. In order to
motivate people a manager must understand various types of human need. Human needs are
mental feelings which can be measured accurately. If manager measures them accurately then
also every person uses different approaches to satisfy his need. Some get satisfied with
monetary incentives, some with non-monetary, some with positive and some with negative
motivators. So, it is not possible to make generalization in motivation.
Motivation is a dynamic and continuous process - Human beings are ever-changing.
Human needs are unlimited and go on changing continuously. Satisfaction of one need gives
rise to another so managers have to continuously perform the function of motivation.

Importance of Motivation

Motivation helps to change from negative attitude to positive attitude - Without

motivation the employees try to perform minimum activities in the organization. But the
motivation fills in the desire to perform to their maximum level. All the resources of the
organization are of no use unless and until the employees use these resources. The motivated
employees make best use of the resources.
Motivation improves performance level of employees - The motivation improves the
efficiency level of employees which means the employees start performing the job to the best
of their ability with minimum wastage of time and resources because motivated employees
always go for best utilization of resources. The motivation bridges the gap between the ability
to work and willingness always improves efficiency.
Help in achieving the organizational goals - The motivated employees always try to
achieve the organizational goal and contribute their best efforts for the realization of
organizational goal as they know with the achievement of organizational goal only, they can
achieve their personal goal. All the employees contribute their efforts in one direction of
accomplishment of goal.
Motivation creates supportive work environment - In motivation the relations between
superior and subordinates are always improved. When the employees get their need satisfied
or get the recognition and respect in the organization then they always offer a supportive
hand to superiors. There is more co-operation and co-ordination in the organization and all
the employees work with the team spirit.
Motivation helps the managers to introduce changes - The motivated employees show less
resistance in accepting the changes according to changes in the business environment because
they know if the changes are not implements in the organization, not only the organization
will lose by this but the employees also will find it difficult to get their needs fulfilled.
Motivated employees are always supportive and co-operative in accepting changes in the
organization.
Reduction in Employee Turnover - The motivation creates confidence in the employees to
get their need satisfied in the organization itself. They always select the alternative to remain
in the organization and increase their earning rather than leaving the organization and
increasing their earnings. With motivation employee turnovers are less because the satisfied
employees never leave the job.
Q2 - Discuss Herzberg X , Y and Z Theory of Motivation
Behavioural scientist Frederick Herzberg created the motivator-hygiene hypothesis, often
known as the two-factor theory, in 1959. According to Herzberg, certain employment
variables contribute to contentment while others shield employees against unhappiness.
Herzberg asserts that "No satisfaction" and "No dissatisfaction" are the opposites of
"Satisfaction" and "Dissatisfaction," respectively.
Herzberg divided these job-related characteristics into two groups:

Hygiene

Health issues - Job characteristics that are crucial for maintaining motivation at work include
those that pertain to hygiene. Long-term positive satisfaction is not produced by them.
However, if these elements are missing or non-existent at work, it will result in unhappiness.
In other words, hygiene considerations are those aspects of a work that, when adequate or
appropriate, calm employees and prevent them from becoming unsatisfied. These aspects of
labour are extrinsic. Because they are necessary to prevent unhappiness, hygiene factors are
sometimes known as dissatisfiers or maintenance factors. These elements sum up the work
environment or circumstance. The aspects of hygiene represented the physiological needs that
people wanted and expected to be met. Among the hygiene factors are:
Pay - The compensation structure should be reasonable and acceptable. It must be
comparable and competitive with others operating in the same sector and domain.
Administrative policies and corporate rules - The company policies shouldn't be overly strict.
They ought to be fair and obvious Flexible work schedules, a dress code, breaks, vacation
days, etc. should all be included. Fringe benefits: Employees should be provided with health
insurance policies (Mediclaim), family benefits, employee assistance programmes, etc.
Physical Work Environment - The workplace should be secure, clean, and sanitary. The tools
of the trade should be modern and well-kept.
Standing - It is important to remember and be familiar with the employees' status inside the
company.
Interpersonal relationships - Employees should have adequate and acceptable relationships
with their peers, supervisors, and subordinates. There shouldn't be any dispute or elements of
shame.
Job Security - The company is required to guarantee the employees' jobs.

Motivation Theory

Herzberg contends that the hygiene considerations cannot be viewed as motivators. Positive
contentment is produced by the motivating causes. These elements are part of work by nature.
These elements push workers to do exceptional work. They are referred to as satisfiers. These
are elements that go into doing the task. These elements provide intrinsic rewards for
employees. The motivators symbolised the psychological needs that were perceived as an
additional benefit. Motivational factors include:
Recognition - The supervisors should commend and honour the workers for their
achievements.
Sense of accomplishment - The staff members need to feel successful. The job determines
this. There must be some kind of fruit involved in the work.
Possibilities for progress and growth - In order to inspire people to work hard, a business has
to offer opportunities for both.
Employees must take ownership of their job and accept responsibility for it. Their work
should be their own, according to the supervisors. They should exercise minimal control
while yet being accountable.
Meaningfulness of the Work - In order to inspire an Employee to Perform the Work, it Must
Be Meaningful, Interesting, and Difficult.

Q3 - Discuss Meaning , importance and objectives of Leadership? What are

essential elements a Good leader must possess? Discuss different types of
Leadership with suitable example of each?

The process of instilling direction into a team or organisation."

The Oxford Dictionary describes leadership in this manner. Simply said, leadership involves
taking chances and questioning the existing quo. Leaders inspire followers to do something
greater and new. It's interesting to note that leaders pursue innovation rather than doing so out
of necessity. Success is determined by examining the accomplishments and knowledge
gained by the team.
In contrast, management focuses on assigning duties and encouraging adherence to the rules
in order to minimise risk and produce predictable results. Planning, organizing, leading, and
controlling are the four crucial tasks that a manager is in charge of completing.
Managers do not question the status quo, unlike leaders. Instead, they work to keep it. If the
team met expectations, that is how they judge success.

The value of leadership in a situation is supported by the following arguments.

Starts the work by transmitting the policies and plans to the subordinates from where the job
truly begins. A leader is a person who starts the work.
Motivation: A leader demonstrates that they are playing a motivating role in the operation of
the company. He inspires the workers with monetary and non-monetary benefits and procures
the labour from the subordinates as a result.
Giving instructions: A leader must not only supervise their subordinates but also act as a
source of guidance for them. Giving instructions to subordinates on how to carry out their
tasks effectively and efficiently is referred to as guidance in this context.
Confidence-building is a crucial element that can be accomplished by communicating the
work efforts to the subordinates, clearly outlining their responsibilities, and providing them
with guidelines for accomplishing the objectives. It's also crucial to listen to the employees'
concerns and grievances.
Building morale entails encouraging employees to cooperate willingly with their work,
gaining their confidence, and earning their trust. By securing complete cooperation, a leader
can boost morale and enable employees to work to the best of their abilities toward achieving
their objectives.
Builds work environment - management is the process of getting work done by others. A
productive workplace promotes sound and steady growth. Consequently, a leader should keep
human interactions in mind. He ought to interact with them on a personal level, listen to their
issues, and find solutions. He ought to show compassion to his workers.
Coordination - Coordination may be accomplished by balancing individual aims with
organisational objectives. The main goal of a leader should be to properly and effectively
coordinate in order to accomplish this synchronisation.

Every company need a leadership position. All leadership is about is getting a group of
people to work toward a single objective. The key to effective leadership is motivating people
to perform at their highest level.
This is accomplished by clearly explaining what has to be done and why it matters. Through
a variety of management techniques, effective leadership will make an effort to get the
greatest performance out of a worker.
What goals must a leadership position have? This will be covered in the conversation that
follows.

Primary objective
Your major objective as a business leader is to look after and successfully operate the
company. You need to persuade your team members to achieve both individually and
collectively. If you are a competent manager, you should be able to persuade the staff to work
hard to meet the company's objectives.

The following guidelines can be used to highlight the shared goals of excellent leadership:

Proper Organisation of Employees

Your staff members come from a variety of backgrounds. That would imply that they are not
united in their goals and objectives even when acting as an organisation. Organizing this
heterogeneous set of personnel would be one of the main goals of leadership.
At least while they are at work, the main goal of leadership is to unite a diverse group of
individuals behind a common cause. This entails emphasising in clear terms that the
organization's overall goals take precedence over individual goals.

Working towards a common goal

Multiple goals will need to be met in order to achieve the company goals. This might
encompass achieving the longer-term objective of expanding the firm during the upcoming
year or shorter-term objectives like hitting the sales targets for the upcoming month. Making
the stakeholders aware of the significance of each of these goals and how they integrate into a
bigger goal is the purpose of effective leadership.

You should be able to communicate these objectives in a way that is both actionable and
realistic. The creation of attainable, quantifiable goals will give the staff members a feeling of
accomplishment.

Motivating Employees
Perhaps the most important and fundamental leadership goal is this one. An effective leader
should make an effort to comprehend their team members thoroughly and work toward doing
their best to bring out the best in them. Strong interpersonal skills are required to mix socially
with your staff.
A superb leader will use every effort to get the team members to work tirelessly and
voluntarily for the organization's shared goal. Understanding each employee's aptitude for
learning and fostering their skills in a more constructive way should be your main focus.

Achieving a cohesive organizational structure

One of the key goals a leadership position must concentrate on is creating a cohesive
environment at work. Effective leadership is focused on assembling a team of individuals that
work together to achieve the greatest results, whether for immediate or long-term objectives.

A true leader should put their full attention into creating this harmonious structure in both
letter and spirit. Everything a leader does, from paying bills to posting physical signs, should
be in line with a strong organisational structure.

Secondary Objectives of Leadership

While the big goals of leadership outlined above continue to be very helpful in motivating
your team members, it's important to keep in mind that there are also other smaller goals that
a leader must achieve.
In addition to the main goals, we previously mentioned in the conversation, here are a few
practical goals that would be significant.

Vision and Mission

Creating a mission to ensure an organization's ideal growth. Here, the trick is to envision the
ideal outcomes clearly even before they materialise.

Strategize
Imagining and developing a practical plan to attain the goals. The plan of action should be
feasible and attainable.

Innovation
The secret to a leadership position's flawless operation is innovation. In comparison to your
competition, innovation literally propels your growth forward. However, it requires a leader
to consistently prioritise innovation, regardless of the state of the market or the leader's
pressure.

Transformation
Be prepared to change. Never be afraid to throw out the tried-and-true procedures; this is a
leadership goal that can help you succeed. This may be consistent with the discussion of
innovation we had earlier.

Change Resistance
Resistance to change is one of the obstacles that leadership may encounter. This is precisely
what might highlight the most frequent reasons for failure. The goal of real leadership would
be to plan and address these particular reasons of failure.

Essential Elements of Leadership

It's never a bad idea to review the fundamentals of leadership, regardless of whether you're a
seasoned CEO or just vying for your first managerial role. Leadership is more than simply
having the power to order others about. You won't be able to inspire, involve, and direct your
team if you don't have the proper leadership abilities. We advise you to take some time to
evaluate yourself on the five principles listed below if you want to be the greatest leader you
can be and lead your team to success. After all, if they succeed, so do you!
Communication - The first step in leadership is communication. Effective communication is
unambiguous, open, and tailored to the audience. A smart team leader will invest the time to
determine whether kind of communication—text, email, phone, or face-to-face—works best
for each team member. You develop trust, rapport, and a culture of shared accountability with
your team via communication. Communicate frequently, distinctly, and openly.
Knowing People - A good leader is the person who knows his or her team the best—their
strengths, weaknesses, what drives them, and what makes them tick. If you take the time to
get to know your team, you'll be able to communicate effectively with them and accomplish
your goals.
Knowing Yourself - Knowing yourself is equally as vital as knowing your team. Do you
genuinely want to lead, or is this simply a job to you? — Do you wish to inspire, lead, and
motivate others? You can't call yourself a leader if all you care about is your bank account or
your reputation. Most likely neither you nor your team will be content or motivated.
Diplomacy - If all you do is tell people what to do, you won't have motivated employees, and
your outcomes will undoubtedly suffer as a consequence. Sure, there are instances when you
have to take a stand and forward a controversial item on the agenda, but for the most part,
you should aim to demonstrate to your team that they have options. When it comes to
projects, consider their requirements, accept their advice, and follow the democratic process.
Giving workers the autonomy, they want will, in most cases, lead to a more engaged
workforce and greater results. Of course, every organisation, department, and project are
unique. Instead of imposing duties and expectations, it will be more successful to gently
encourage a democratic, collaborative work atmosphere.
Seeking Out feedback - Ask for feedback frequently, not only from your team but also from
other managers, mentors, and co-workers because it can be challenging to conduct an honest
self-evaluation. You can use feedback to better understand your strengths and weaknesses
and how to leverage them. Your team grows as you do!

Different Types of Leadership

Democratic Leadership

This is as clear as its name. In democratic leadership, the leaders make or break decisions
democratically, based on their team’s opinion and feedback. Although it is the leader who
makes the final call, every opinion counts. This is easily one of the most effective leadership
styles since it allows employees to have a voice.

Autocratic Leadership

This is exactly the opposite of democratic leadership wherein the opinions of employees are
not considered. Leaders with this style expect others to adhere to the decisions they take,
which is not a sustainable approach in the long term.

Laissez-faire Leadership

Laissez-fire means “let them do”. This style is the least intrusive and leaders with this
approach ensure that the authority lies with the employees. While this leadership style can
empower, it may also limit development, therefore, must be kept in check.
Strategic Leadership

Strategic leadership acts as a bridge between the senior team and the employees. Leaders
adopting this style ensure that both executive interests and working conditions for the team
are stable when a decision is made.

Transformational Leadership

This kind of leadership always aims at transforming and improving functions and
capabilities. There may be tasks and schedules assigned and leaders following this style may
ask employees to push their boundaries constantly. Most growth-minded companies tend to
adopt this kind of a leadership style.

Transactional Leadership

This is a very common leadership style today based on the action-and-reward concept. For
instance, an employee or team may receive an incentive or bonus for achieving a target set by
the company.

Coach-Style Leadership

This leadership style focuses on larger growth while encouraging individual team members to
focus on their strengths and talent. Though this is similar to strategic and democratic
leadership styles, the focus here is more on the individual.

Bureaucratic Leadership

This kind of leadership style goes by the books. Although leaders with this approach do listen
to employees and their opinions, they may negate or reject it, in case they go against the
company’s ethos or policy.