According to the SDT (self-determination theory), satisfying the three basic psychological needs of people, i.e. the autonomy, competence and relatedness create an active environment with vitality and more self-motivation. Developing interpersonal relationships with all the group members allows the leader to assess the competence of an individual, so that one can accept their autonomy. Believing in the abilities of subordinates greatly reduces the stress caused by work-load, which in turn enhances the leadership abilities. However, to develop this belief on subordinates, one must satisfy these three psychological needs of individuals, so that they can perform their best. All the team members or subordinates must be allowed to express their ideas and participate in the planning and process of decision-making, which would greatly enhance the self-empowerment and also enhances their skills to respond towards critical or emergency situations. To promote competence and relatedness, the health leaders must ensure the availability of fundamental information required to achieve the challenging tasks or goals.
According to goal setting theory (Edwin Locke), the goals must be very specific, well defined and challenging to achieve the expected output. Challenging goals improves the skills and confidence of individuals. In a group, each member must have a specific goal, also an overall group goal. Regarding the goal setting, smaller groups work better than the larger groups. Leaders must rate the goals based on the difficulty level and importance. Specific methods to approach the goals, time frame and method of measuring the performance must be well defined. Although the goals must be challenging, leaders must assign the goals based in individual competencies. Allowing the team members to choose their goals (autonomy) of interest also increases the chances of achieving goals or targets. Assigning unachievable goals would increase failure rate and reduce the confidence of subordinates and creates stress environment, so assessment of competencies of group members plays a key role in achieving goals. The goals assigned to individuals must not conflict with the others or with the goals of an organization, thus, developing mutually acceptable goals is important. Locke’s model along with SMART goals (specific, measurable, attainable, relevant and time-bound) is more helpful in goal setting.
what strategies would you use to keep your team motivated and engaged?
what strategies should one use when engaged in the grieving process? What emotions come to mind when you think about death and what emotions come to mind when you think about your own death?
What strategies would you use to introduce the concept of Caring to your staff? What would you present as the advantages of considering a Caring Model.
What strategies would you suggest to keep kids involved in sport or otherwise physically active throughout their teenage years and beyond?
Provide 5-7 strategies that you would recommend to help develop cohesion on a team. Be specific explain each strategy and how it might be effective for developing team cohesiveness.
Some firms have engaged in backward vertical integration strategies in order to appropriate the economic profits that would have been earned by suppliers selling to them. How is this motivation for backward vertical integration related to the opportunism logic for vertical integration described in this chapter? (Hint: Compare the competitive conditions under which firms may earn economic profits to the competitive conditions under which firms will be motivated to avoid opportunism through vertical integration).
1.iscuss the leadership strategies used by your supervisor and/or team. 2.What are your leader’s strengths? 3.What are your leader’s weaknesses? 4.Discuss other examples of leadership you observed. 5.What type of leader do you want to be?
As manager of a large team of engineers, you notice that your team is falling short of its goals primarily because several team members are either not motivated to put in their best or are downright dissatisfied with their jobs. You have decided to follow Herzberg's two-factor theory to motivate your employees. What steps can you take to maximize motivation?
What should a leader do when individuals are not motivated ? Fully answer the question min 200 words, use Maslow's ahierarchy of needs theory 1954 as a reference. And, put yourself in the leadership role working in a HEALTH CARE TEAM. Specifically, they are able to improve patient outcomes implemente strategies creatively and manage work process more effectively.
How will manager's behaviour change towards team members as there would be a more cordial relationship where the manager's role would be to keep the employee's motivated and charged up to perform a certain task. If Communication becomes better when there is strong bond between the team members and the leader of the team and the team members would not hesitate to discuss on the issues they are facing and solutions to resolve them together.
What management skills would you use to develop a productive team?