1.

ANSWER

"Leaders are individuals who establish direction for a working group of individuals who gain
commitment from these groups of members to this direction and who then motivate these
members to achieve the direction's outcomes." Leadership is the ability of an individual to
persuade other individuals to behave in a particular way, willingly. It is the process of
influencing individuals to work to achieve the desired result. Leadership involves developing and
communicating a vision for the unforeseen future, encouraging other individuals, and assuring
their involvement in the achievement of an objective. In organizations, leadership entails
motivating employees to do their jobs using the skills and commitment that are required for the
attainment of desired results.
Leadership is an important function of management which helps to maximize efficiency and to
achieve organizational goals. The following points justify the importance of leadership in a
concern.

1. Initiates action- Leader is a person who starts the work by communicating the policies and
plans to the subordinates from where the work actually starts.
2. Motivation- A leader proves to be playing an incentive role in the concern’s working. He
motivates the employees with economic and non-economic rewards and thereby gets the
work from the subordinates.
3. Providing guidance- A leader has to not only supervise but also play a guiding role for the
subordinates. Guidance here means instructing the subordinates the way they have to
perform their work effectively and efficiently.
4. Creating confidence- Confidence is an important factor which can be achieved through
expressing the work efforts to the subordinates, explaining them clearly their role and
giving them guidelines to achieve the goals effectively. It is also important to hear the
employees with regards to their complaints and problems.
5. Building morale- Morale denotes willing co-operation of the employees towards their work
and getting them into confidence and winning their trust. A leader can be a morale booster
by achieving full co-operation so that they perform with best of their abilities as they work
to achieve goals.
 6. Builds work environment- Management is getting things done from people. An efficient
work environment helps in sound and stable growth. Therefore, human relations should be
kept into mind by a leader. He should have personal contacts with employees and should
listen to their problems and solve them. He should treat employees on humanitarian terms.
7. Co-ordination- Co-ordination can be achieved through reconciling personal interests with
organizational goals. This synchronization can be achieved through proper and effective co-
ordination which should be primary motive of a leader.

In given situation various pitfalls in leadership shown by Ajay, which are discussed below;

Ajay is not an efficient leader as he exhibits many shortcomings.

A happy employee is someone who is mentally and physically fit and has time to do his hobbies.

A leader's role is to serve others and work for their welfare. However, in their passion to
accomplish a task, leaders often ignore the other individuals associated with him/her. For
example, a manager who neglects his employees' work capacities in his passion to be the top
performer is a leader who confuses passion with purpose. Ajay makes Amar stay overnight and
hence is making him work overtime which results in the poor mental and physical health of
Amar.

Appreciating the contribution of other people in an organization helps strengthen the relationship
between the leader and the followers. The leader should exhibit good communication and
listening skills such that no employees will feel inferior to other persons within the organization.
Also, the leader should be honest, fair, and open to discussions that touch on the welfare of the
employee. Valuing the contribution of employees in the organization enhances the leader’s
ability to interact with people in a meaningful way. Moreover, shortcomings of employees
should be dealt with more privately instead of them being reprimanded in front of other
colleagues as this will deteriorate their mental health and thus, they wouldn’t be able to perform
their job with dedication.

If leaders become dictatorial in their approach rather than being collaborative; such leaders may
tend to keep their personal objectives above those of the followers and lay unrealistic targets for
them. A leader should collaborate with one and all to yield the outcomes of an initiative. Ajay
should be an inspiration and role model to the employers and not a very strict teacher.

An efficient leader is aware that no two individuals are the same, and they do not have the same
needs. Therefore leadership requires having adaptive skills to adjust communication and
motivation techniques while meeting needs. For example, two team members in a team are
completely different in nature. While one is an aggressive career person, the other is a sensitive
family-oriented person. Ajay should think over this aspect also since Amar didn’t have enough
personal time due to overtime work which eventually leads to deterioration in Amars
performance and efficient working.

A leader must possess the three dimensional traits in him. He can be a friend by sharing the
feelings, opinions and desires with the employees. He can be a philosopher by utilizing his
intelligence and experience and thereby guiding the employees as and when time requires. At
times he can also play the role of a counselor by counseling and a problem-solving approach.
Ajay can listen to the problems of the Amar and try to solve them etc.

All of these are pitfalls in Ajay’s leadership he should work on resolving them so, he will be a
more efficient leader.
2. ANSWER

Sammer’s leadership behaviour can be referred as concern-for-people leadership. Since

Employee-oriented leadership behaviour focuses on supporting employees in getting their tasks
done. This leadership behaviour is also referred to as concern-for-people leadership. Employee-
oriented leadership behaviour focuses on supporting employees in getting their tasks done.

Reinforcement is a process through which a certain type of behaviour is strengthened in an

individual. The reinforcement theory was developed by B.F. Skinner and his associates and is
applied to motivate and retain employees. This theory seeks to explain behaviour without relying
on unobservable internal factors such as needs, thoughts, etc.

The reinforcement theory has four elements,

Positive Reinforcement, Negative Reinforcement, Punishment and Extinction

Sameer has been using reinforcement tactics fairly. In this situation, Sameer used positive
reinforcement, Which is the positive reassurance and encouragement given to employees on
exhibiting desired behaviour or delivering desired results. It increases the frequency of a
particular behaviour in a person due to the addition of a particular stimulus. Here, it is an award/
appreciation system. Benefits, appreciation, and recognition are equally important parts of a
strategic reward system. A reward system has the following features that help a Sammer to
perform on his/her focused area:
The reward system provides a mixed element of monetary and non-monetary rewards to match
the requirements of individual employees, It communicates the reward at the right time to
encourage employees, It connects the reward with performance, which yields positive results for
both organization and employees, It psychologically inculcate employees to cover more
responsibilities and improve performance, It provides the opportunity to link appraisal with the
reward system.
Reinforcement theory proposes that an individual's behaviour is a function of its consequences.
In other words, an individual's behaviour follows a "law of effect", i.e, behaviours with positive
consequences are repeated, and behaviours with negative consequences tend not to be repeated.
This theory overlooks the internal state of an individual, i.e., the inner feelings and drives. The
main focus of this theory remains on what happens to an individual when he/she takes some
action. According to this theory, the external environment of an organisation should be designed
in a way that motivates employees. This theory does not focus on the causes of individual
behaviour. Thus, Sammer’s helpful nature and keen observation skills helps him to motivate
others around him.

Also, Directing involves leading, influencing and motivating employees to perform the tasks
assigned to employees. “Through constant guidance and motivation, Sammer inspires his team
to realize their full potential. Sameer also use Controlling which is the management function of
ensuring that on going work conform to plans.”Moreover, he keeps a close watch on employee’s
individual performances in order to ensure that they are in accordance with the standards set and
takes corrective actions whenever needed.” The team members are drawn to Sameer and his
working criteria due to his approachability. The scenario demonstrates that Sameer motivates
and appreciates his teammates, which helps him draw out the best in them. He possesses the
ability to explain his strategy to the rest of his team. He has a defined policy in existence, a
reward function is incorporated into the system, and he has made an effort to add value to the
position, and also developed a distinct business strategy for the workplace that is easy to follow.
3. a. ANSWER

Motivation includes encouraging individuals to direct their actions towards the achievement of
organizational goals. The term "motivation" describes why a person does something. It is the
motive of human action. Motivation is the process of initiating, guiding, and maintaining goal-
directed behaviors. For example, motivation is something that helps you lose extra pounds or
pushes you to advance at work. In short, motivation drives you to act in a way that brings you
closer to your goals. Motivation includes the biological, emotional, social and cognitive forces
that trigger human behavior. The Content theory is a subset of motivational theories that try to
define what motivates people. Content theories of motivation often describe a system of needs
that motivate peoples' actions. While process theories of motivation attempt to explain how and
why our motivations affect our behaviors, content theories of motivation attempt to define what
those motives or needs are. The "what" aspects of motivation are included in content theories. In
other words, content theories deal with "what" motivates individuals. Therefore, content theories
are concerned with individual needs and goals. Maslow, Alderfer, Herz- berg, and McClelland
studied motivation from a "content" perspective.

The current case shows that an employee named Renita has a high position and a decent salary,
but despite that, she doesn't have much job satisfaction. She feels motivated to train only lower-
level workers to make a difference in their lives, and she provides them with additional benefits
as well. And in doing so, she gets satisfaction. Content theory talks about how inner beliefs
influence and modify people's behavior. They create a relationship between the need and the
motivation that comes from that need. There are many content theories of motivation and the
case here relates to one of them, Maslow's hierarchy of needs theory. Maslow says that people
typically have five stages of needs and try to satisfy them in a particular order. The different
stages of needs given by Maslow include - first survival need, then safety need, followed by
social need, the fourth stage is the need to satisfy something. self or self-esteem, and the terminal
need is growth need. He says that every person is driven by these needs in their life and when a
particular person is satisfied they move on to the next level.
Here it can be seen that Renita's survival, security and social requirements have been met here
and that's why she is not satisfied with her job as she no longer has motivation or satisfaction
from his high salary or senior position. She is here driven by self-esteem needs that encourage
her to be part of a social cause, that is, to make a change in the lives of the workshop staff and, in
turn, to create goals. Honor for her.

3 b. ANSWER

Intrinsic, extrinsic and altruistic motivations are the most important groups of reasons for
influencing teachers’ career choice. Identified motivations have included working with children
and adolescents, making a social contribution, making a difference, job security, job benefits,
enjoyment of teaching, compatibility with other interests and activities, compatibility with family
life, and self-education. The desire to work with children and adolescents, the potential for
intellectual fulfilment, and a means by which to make a social contribution, are the most
frequently nominated reasons for choosing teaching as a career. Motivations for career choices
are forged from personal values and expectancies, experienced in particular sociocultural
settings.

In this case, The whole passage mentioned symbolizes that Renita was unhappy with her highly-
paid job. Given her needs and motivations, I think that teaching is an appropriate profession for
her as she enjoys it through soul and heart. She feels encouraged by training only the lower-level
workers for building some change in their lives and she also formulates to them added
advantages. And by doing this she is accomplishing satisfaction. With this, we can comprehend
that teaching would be a better option for her because as we know that human satisfaction
theories address how internal satisfaction influence and change human behavior. Also teaching is
an adequately paying job that will be enough to feed her. I think, she will be happy in teaching
rather than being trainer in MNC she must pursue teaching as career.