Management Of Business Unit1

Internal Assessment

Name: Jada-Kaye Hanson -

Amanda Grey -

Jaheem Campbell -

Ricardo Bernard -

Centre Number

Territory: Jamaica

School: Green Island High

Teacher: Ms . Broughton

To what extent does the Leadership style used in Heart/ NSTA TRUST affect the level of

employees' motivation?
 Table of Content

Introduction ……………………2

Background ……………………………3

Literature review ……………………… 4-5

Methodology ………………………….. 6

Presentation and Analysis of data. ……………………...… 7-9

Interpretation of Results ……………………………. 10-11

Conclusion…………………………12

Appendix …………………..………… 13
 Introduction
In order for a firm to have productive employees and a high productivity rate employee

must feel a sense of motivation from the firm's leadership method which is implemented. An

effective leadership style will be very impactful on employee’s motivational drive as giving

employees motivation will help effectively to achieve goals being set out. Motivation from

effective leadership is a very important aspect regarding employees performance in the firm.

The research strongly focuses on the extent of the leadership style used in

Heart/NSTA Trust in Negril and its impact on the workers performance through motivation.

Information collected from this research will allow the firm to improve operations and make

necessary adjustments regarding their current leadership style being used to motivate the

employees thus improving their performance as the responses from the employees will be

presented to the leaders.The information will also be very beneficial towards the researchers

as the researchers will gain qualitative understanding of the leadership style being used and

how it works to motivate the employees at the firm and what changes can be implemented in

the future.

Objectives

To what extent does the Leadership style

used in Heart/NSTA Trust at Negril affect the level of employees motivation.

 To ascertain the leadership style used at Heart/NSTA Trust.

● To determine the effectiveness of the leadership style used in employees motivation

● To identify the factors that influence employees level of motivation

● To evaluate theories used Heart\NSTA Trust to enforce leadership toward employee

 Background
The information presented was taken from the most reliable and credible sources which

foremost represented the overall topic regarding the leadership style impact on employee’s

motivation.

As we trace the roots of current Stages about employees' motivations. "Abraham

Maslow" who came up with the Theory called "Maslow's Hierarchy Of Needs'' which spoke

about the individual needs that will influence his / her behavior the greater the need.

The Stages of Maslow's theory are Physiological needs, Esteem needs and Self-

actualization needs. Abraham Maslow also came up with another theory called "Two factor

theory" in which he shared that managers should be aware that workers can be satisfied or

dissatisfied with the job and in order to improve motivation, management needs to design

the job to provide opportunities for growth, recognize employees for their work ethics.

Thirdly, there's “Fred Fiedler's” Contingency Theory which suggests that for a leader to be

effective , their leadership style must fit the situation. This framework argues that there is no

one best style of leadership.

“Thomas Carley" who came up with the Theory called "Trait theory" which suggests that

leadership is a concept that leaders are born with key characteristics or traits.

The disadvantages of employees motivations was discussed by "Sampson Quain",2009”

who shared that employees' motivations can cause conflict and tension at a business simply

because other employees who don't get the same treatment may cause a sense of resentment

toward those they perceive that have favorable treatment which can create discord."Gregory

Hamel 2018” aslo shared that providing your employees with the resources and training they

need is not a productive activity , while spending time leading and instructing workers is

essential to make sure that they perform their duties well,managers do not actually produce

goods or service while acting as le

 Literature Review

National Training Agency also known as “Heart” in Jamaica is the leading provider of

Technical Vocational Education and Training in Jamaica and was established in 1982 by

Most Honourable Edward Seaga to satisfy the demand for solutions to the persistent problem

of underdevelopment in the country.The National Training Agency can be locations like

Hanover ,Kingston,Trelawny,Portland,St Mary and several other parishes in Jamaica.Being a

human capital development agency,The National Training Agency has been operating for

more than three decades and has impacted every major industry and community in Jamaica,

with an expanded mandate since 2016 to encourage and facilitate volunteerism, mentorship

and adult literacy.According to the The National Agency it mainly focuses on practical,

competency-based training which transform trainees to transition into real work.

Motivation can be defined as the process that initiates, guides and maintains Goal-

oriented behaviors as a according (www.psychology.com 2020) .Motivation has a huge

influence on a person's behavior at work.Since it is a manager's job to get the work done

through employee's, they should also understand why people do things and what makes them

want to do it.According to the major contributors of employees motivational theories Maslow

and Herzberg,there is an undeniable link among employees' motivation from leadership

methods . According to (Chintallo & Mahadeo,2013). (Asim,2013) Employees motivation is

the most important element for all organizations to attain achievement,if employees are more

motivated then their performance will increase.According to

Ahmad Nasrudin non financial methods have a greater impact on employees

motivational level.He strongly shared that methods such as job rotation and job enrichment

methods are very important for satisfying intrinsic needs and the effect may last longer than

financial motivation because it involves an intrinsic drive to be motivated.He also shared that

Non-financial motivation often makes employees more committed to their work making them

more satisfied with their work and enjoy their working life so that they can work more

effectively and be more motivated.He later stated that non-financial methods cannot work

alone. Companies usually combine this with financial methods to meet basic needs and avoid

employee dissatisfaction.However,Tony Robbins disagreed and shared that financial

motivation have a even greater impact than non-financial motivation on employees as

financing an employee's day-to-day needs, earning more money can improve an employee's

standard of living. It is also linked to status, which may be important to some employees.

Motivating employees with money can include pay raises for good work, bonuses, monetary

incentives, and commissions.Tony Robbin also supported the claim that one financial

motivation method will not be efficient as was stated by Ahmad Nasrudin.

6
 Methodology
This research was carried out using a quantitative approach which can be defined as the

descriptive and conceptual findings collected through questionnaires or interviews as a

according to “NICHQ”.A questionnaire of total of 12 questions was issued to a total of 32

random employees at HEART who were willing to fill out the questions,18 were males and

14 were females.Majority of the employees were below the age of the 26 who were given a

questionnaire to answer.

Secondary information regarding the research was taken from the internet and newspaper
articles to support the primary data.
.

7
 Presentation and Analysis of Data

The figure 1

The column shows that 55% of the respondents said yes when asked if the current leadership
style motivates them, Another 30% of the respondents said to some extent while 15% of the
respondents stated that they are not motivated by the current leadership style.

8
Figure 2
Majority( 85%) of the respondents indicated that the leadership style has a positive impact on
their performance whereas 15% stated that it has a negative impact on their performance.

9
Figure 3
When asked what motivates them the most
Majority (45%)of the respondents said earnings,another 15% said the working
environment,20% said the leadership style being implemented and another 20% stated that
their colleagues provides the most motivation towards them

What can the leadership system do to improve motivation

Share positive feedback 25%

Be a respectful, honest and supportive manager 30%

Offer employee rewards 35%

Give them room to grow 10%

Figure 4
Majority of the respondents (35%) said that offering employees rewards can improve
motivation,30% indicated that being a respectful,honest and supportive manger can also
increase motivation,another 10% said that employees should be given room to grow and 25%
indicated that sharing positive feedback can improve motivation among employees.

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 Interpretation of Results
From the data collected a clear conclusion can be drawn that majority of the employees are

motivated from the current leadership style at the firm as in accordance with major

contributors of employees motivational theories Maslow and Herzberg who stated that there

is an undeniable link among employees' motivation from the firm’s leadership style.

In figure 2 majority of the employees work performance have been positively impacted as

a result of the leadership style being used,a clear understanding can be made that majority of

the employees are comfortable with current leadership style being used and that’s why it’s

having a positive impact on thier personal development which correlates with what Gordon

Tredgold wrote in an article in which he shared that employee’s productivity and the

leadership influence is very crucial as it will have a major impact on the employees

performance in a positive or negative way.

In figure 3 majority of the respondents stated that earnings motivated them the most,this

would be in relation to what Tony Robbins shared in his article about financial motivation

having a even greater impact than non-financial motivation on employees as financing an

employee's day-to-day needs, earning more money can improve an employee's standard of

living,however other employees aslo said that leadership,colleagues and working

environment motivates them as well which would be in an agreement with what Ahmad

Nasrudin shared about non financial methods having a greater impact on employees

motivational level as he strongly shared are very important for satisfying intrinsic needs and

the effect may last longer than financial motivation because it involves an intrinsic drive to

be motivated.

In figure 4 Share positive feedback,being a respectful and supportive manager,giving

employees room to grow and offering employees rewards are all beneficial towards

improving employees motivation this is in accordance with "Two factor theory" by

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Abraham Maslow in which he shared that managers should be aware that workers can be

satisfied or dissatisfied with the job and in order to improve motivation, management needs

to design the job to provide opportunities for growth, recognize employees for their work

ethics.

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 Conclusion
From the data collected the leadership styles being used motivates the employees and have a

positive impact on their performance. It can be also said that

the working environment, the leadership style being used and their colleagues motivates the

employees significantly, however financial earnings have an even greater impact on their

motivational level with a 45 percentage rate. Offering employees rewards, being a respectful,

honest and supportive manager, giving employees room to grow and sharing a positive

feedback can all improve employees motivation from the data collected.

Recommendation

The firm should place great emphasis and strongly focus on the employees financial earnings

rather non financial motivational strategies as it seems to motivate the employees the most

from the data collected.

The leadership system should aslo focus on improving employees motivation such as

Sharing positive feedback,being a respectful and supportive manager,giving employees

room to grow and offering employees rewards as these recommendations are favored by the

employees and will improve their motivation if they are taken into consideration.

13
 Appendix

"Sampson Quain"2009- information on employees conflict

Basset-jones,N.information of employees motivation

Gregory hamel2018-more information for Advantages and Disadvantages of leadership

Asim,2013- information on employees performance

Trimentis - more on performance Leadership

1.What is your gender?

 Male

 Female

2.How many years have you been working at HEART/NSTA TRUST ?

 1-2 years

 3-4 years

 5-7 years

 8-10 years

3. What is the leadership style used at HEART)NSTA TRUST?

 Democratic

 Autocratic

 Laissez-faire

 Constitutional

4. Is the leadership style being used effective towards your performance?

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  Yes

 No

5. Does the current leadership style motivates you?

 Yes

 No

 To some extent

6. How has the leadership style impacted your performance ?

 Positively

 Negatively

7. What mostly motivates you in the firm?

 Earnings

 Working environment

 Leadership

 Colleagues

8.What can the leadership system do to increase their employees' motivational level?

 Share positive feedback

 Give them time to grow

 Give employee rewards

 Be a honest respectful and supportive manager

9. Do you think there could be changes or improvement concerning the leadership style being

used In the organization?

 Yes

 No

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 

. State your reason for your answer?

_______________________________________

10 What is your biggest challenge with motivation in the firm?

11.From the answer above,what are ways in which you can use this to improve motivation

for employees?

 Being given responsibility for task

 Pay and job security

 Working and conditions

 All of the above

12 How much Does incentives and other benefits influence employees' performance?

 high

 Average

 Low

13. Do you enjoy the Heart NSTA Trust organization culture?

 Yes

 No

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