Why lead by example?

Motivating staff is one of the most important tasks of any manager, and there are multiple
theories that try to explain what makes employees “tick.” A common piece of advice that
most of us will have heard is to lead by example. But why is this important? The
Motivational Theory of Role Modeling was developed by Thekla Morgenroth and Michelle
Ryan at the University of Exeter in the United Kingdom and Kim Peters at the University of
Queensland in Australia. In broad terms, the theory shows how role models can influence
people’s goals and motivations in three ways: by acting as behavioral models, by representing
what is possible, and by being inspirational. It explains how the power of role models can be
harnessed to increase role aspirants’ motivation, reinforce their existing goals, and facilitate
their adoption of new goals.

The theory draws on a combination of social learning theory and role modeling insights as
well as expectancy-value models of motivation to offer a useful framework that explains why
and how role models in organizations may be key to motivation. First of all, role models may
motivate employees to imitate certain behavioral patterns. Social learning theory states that
we can learn not only through our own experience but also by observing other people’s
conduct and behavior. This means that people can be motivated or demotivated by perceived
consequences without necessarily having to experience them first-hand.

For instance, you may hear your manager say, “We have excellent new flexible work
policies. All employees should feel free to work hours that suit them or from home when they
want!” However, in the coming weeks, you see that your manager continues to come to the
office at 9 a.m. and leaves at 5 p.m. every day; they also reward colleagues who seem to
follow the same work pattern and show no flexibility in timing meetings. In this situation, it
is very unlikely that you would be motivated to follow your manager’s advice to follow the
new policies.

That’s why the “do as I say, not as I do” approach is a challenge for managers in terms of
motivating their employees. Interestingly, both positive and negative role models can be
influential, with negative role models serving to demonstrate behaviors that one may want to
avoid. For example, an employee who has reached a managerial position may treat those who
report to them differently as a result of what they witnessed as the consequences of
management’s poor treatment of their colleagues. That’s why leading by example remains
important for managers of all levels.

In addition to their behavior, role models may also affect broader employee motivation in
terms of their aspirations or career goals, by acting as representations of what is possible and
achievable as well as inspirations for success. The motivational influence of role models may
also depend on the expectancy—or individuals’ perceived likelihood—of success, as well as
value, which refers to the individual’s perceived desirability of such success. The theory
suggests that the characteristics of role models, like levels of the role model’s success and
similarity between role model and role aspirant, may affect one’s motivation and its intensity.
For instance, people are more inspired to persist with their efforts when they observe
someone “like them” achieve success. For example, research by McGinn and colleagues
found that daughters of mothers who work are 1.21 times more likely to be employed and
1.29 times more likely to be in supervisory and managerial positions, and this role modeling
effect was only found to impact mothers and daughters, not sons. Similarly, studies in
business and entrepreneurship find that exposure to female role models significantly boosts
women’s self-efficacy and inclination to pursue careers in business. This partially explains
why diversity of representation is so important in organizations; employees need different
types of motivation.[Superscript 183]

Questions

1. Explain why leading by example is so important for employee motivation. Use the
motivational theories discussed in the case and illustrate your answer by applying
them to your own experiences or study or work.

2. Think about the role models who have influenced you. What do you think were the
key characteristics that made them effective in motivating you?

3. Do you think it is possible for employees to still be motivated or exhibit positive work
behaviors even when their managers don’t exhibit them?

Social Learning Theory:

In the context of being a college student, Social Learning Theory suggests that much of what
we learn comes not only from direct instruction but also from observing the behaviors and
experiences of those around us, including professors, classmates, and other students.

Personal Experience: As a college student, I've observed various behaviors among my peers
and instructors that have influenced my own academic approach. For example, witnessing
classmates who consistently engage in active studying techniques, such as creating detailed
study guides or forming study groups, has motivated me to adopt similar strategies to
enhance my own learning (another one is attending lecture). Additionally, observing
professors who are passionate about their subjects and employ interactive teaching methods
has inspired me to become more actively involved in my coursework and seek out
opportunities for intellectual growth.

Observation in Work Setting: Similarly, at my part-time job, I observe the behaviors of

experienced employees or supervisors who perform well in their roles. For example, I notice
how they communicate effectively with customers, prioritize tasks efficiently, and collaborate
effectively with team members. These observations inform my own approach to work and
guide me in developing the skills necessary for success in my job.

Expectancy Theory:
Expectancy Theory posits that individuals are motivated to act in certain ways based on their
beliefs about the likelihood of achieving desired outcomes and the perceived value of those
outcomes. In a college setting, students' motivation to engage in academic activities is
influenced by their expectations of success and the perceived importance or relevance of their
academic goals.

Personal Experience: As a college student, my motivation to excel academically is

influenced by my expectations of success and the perceived value of achieving my academic
goals. For example, if I believe that putting in extra effort to study for an exam will lead to a
higher grade, I am more likely to invest time and energy into preparing for that exam.
Similarly, if I perceive obtaining a college degree as essential for achieving my career
aspirations, I am more motivated to persist through challenging coursework and overcome
obstacles along the way.

Integration of Theories:
In the college environment, the concepts of Social Learning Theory and Expectancy Theory
intersect to shape students' academic experiences and motivations. Observing the behaviors
and experiences of peers and instructors serves as a form of social learning, influencing
students' academic approaches and study habits. Additionally, students' motivation to engage
in academic activities is influenced by their expectations of success and the perceived value
of their academic goals, as outlined by Expectancy Theory.

By integrating these theories into the college experience, it becomes evident that students'
academic motivations are multifaceted and influenced by a combination of social learning
and expectancy factors. Recognizing the importance of both observing and emulating positive
behaviors, as well as fostering a belief in one's ability to succeed and the value of academic
goals, can contribute to a more fulfilling and successful college experience.

Leading by example is crucial for employee motivation as it aligns with several

motivation theories, each highlighting different aspects of how this leadership
approach fosters a positive work environment and encourages employees to perform
at their best. Here's an exploration using various motivation theories:

1. Maslow's Hierarchy of Needs: Maslow's theory suggests that individuals

have a hierarchy of needs ranging from basic physiological needs to self-
actualization. By leading by example, managers can demonstrate behaviors
that fulfill higher-order needs such as belongingness, esteem, and self-
actualization. When employees see their leaders exhibiting traits like integrity,
dedication, and professionalism, they feel a sense of belonging to a cohesive
team and are motivated to emulate those behaviors to fulfill their own higher-
level needs.
2. Expectancy Theory: Expectancy theory suggests that motivation depends on
an individual's belief that their efforts will lead to desired outcomes. When
leaders lead by example, they set a precedent for success and demonstrate
that hard work and dedication yield positive results. This can increase
employees' expectancy beliefs, leading them to believe that their efforts will
be rewarded and motivating them to exert greater effort towards achieving
organizational goals.
3. Goal-Setting Theory: According to this theory, setting specific and
challenging goals can motivate individuals to perform at a higher level. When
leaders lead by example, they often set high standards for themselves and
others, establishing ambitious goals and demonstrating commitment to
 achieving them. By embodying the pursuit of challenging goals, leaders
inspire employees to set and strive for their own ambitious objectives, thereby
enhancing motivation and performance.
4. Social Learning Theory: Social learning theory emphasizes the importance of
observational learning and role modeling in shaping behavior. When leaders
lead by example, they serve as powerful role models whose behaviors are
observed, imitated, and reinforced by their employees. By consistently
demonstrating desirable behaviors such as integrity, professionalism, and
collaboration, leaders create a positive work culture where these behaviors are
valued and rewarded, motivating employees to emulate them.