How to Motivate Fred Maiorino Essay

Fred Maiorino was employed by Schering-Plough for 35 years and on July 19, 1991 he was terminated. Fred was terminated because the pretermit of motivation he has once Jim vibrating reed was hired. The actors that inhibit Jim Reed from ca utilize Fred Maiorino argon lose of lead, lack of endings, and lack of an effective employee procedure review. leadershipJim Reed fails to impress Fred because of the unsuccessful usage as leader. A successful leader has the world power to manage and administer the works of their employees. (Kacmar, Carlson, Harris 2013). These authors describe several leadership styles but the most effective in do employees is transformational leadership style. The transformational leadership style urges employees by establishing a blend in environment that is motivating and invigorating (Kacmar, Carlson, Harris 2013). Motivating employees initiate them to believe in organizations ambitions. The transformation leadership technique upholds and mot ivates employees to be mindful of the significance of their power within the company. The authors explain a transformation leader that stimulates and motivates employees has the ability to carry out astonishing outcomes and improve their leadership capability. They excessively assist in developing and streng then(prenominal)ing employees.They are effective in overcoming defiance among the employees by transfuse passion, strength and cooperation between employees and establishing a set of standards to follow. Leaders must portray ethics, honesty, beliefs and trust to establish a positive work atmosphere so employees ordain be motivated to do their best. (Pryor, Singleton, Taneja, & Humphreys, 2010) A leader that motivates allows an employee to tang confident and appreciated for their work. Employees want to believe that they are valued and prise by their managers. Transformational leadership significantly enhances the competence leaders drop to reach an maturation in col laboration among employees.According to Schuh, Zhang, & Tian (2013) the end result of transformational leadership is uniformly positive. Transformational leaders believe employees are a valued asset instead of, just an employee. Employees should be involved in qualification decisions. Transformational leaders should be able to listen and have the ability to pass by with employees. A transformational leader will allow employees to disprove of ideas and collide wither clean suggestions. Employee motivate and morale will increase with the continually use of the transformational leadership style. Jim Reed should have adopted a transformational leadership style to motivate Fred Mariono.Goal conditionJim Reeds lack of goals contributes to the failure of motivating Fred. Goal mountain is a tool that can be used to motivate employees, allowing them to feel important and valued as an employee. (Latham 2004) Efficient goal setting is force of performance. According to Locke & Latham (200 2), the goal setting surmisal emphasizes that employees prone precise goals than being told do your best The more than successful attempts an employee has a obtaining their goal, the high their job satisfaction will be. Setting goals for employees instill intend and meaning to their job and allows them to challenge each other. Achieving goals increase employees interest, enhance sense of personal efficiency, and pride in job performance. (Latham 2004)The importance of goals to employees influences the cargo to the goal. Goals are regulated by aptitude, commitment, feedback, difficulty, and situational elements. (Barsky 2008) An employees success in accomplishing touch but obtainable goals is plowly correlated with positive and valued results. The higher the significance of the expected results for the employee, the higher the goal commitment to achieve it (Latham 2004). one time the goal is set, it is the employees assessment that will govern the level of performance (Latha m, 2004). Specific goals set for Fred would have challenged, motivated, and increased his level of performance slaying E ratingThe failure of implementing an effective performance paygrade contributed to non motivating Fred. Jim Reeds method could be described as unintended outcome.(Van De Mieroop, Vrolix 2014) that is obtained from unacceptable performance ratings. Performance evaluations should be comprised of principles that determine the level of performance and a valuation to determine the achievements of the employee. An effective performance evaluation will clearly nominate employees expectations and standards. A performance evaluation review should not be based on historical factors. The purpose of performance reviews should focus on the future. (Van DEMieroop, Vrolix 2014) The most effective way to increase performance is by direct feedback (Ahmed, Sultan, Paul, Azeen 2013). The key motives for lack of performance can be accredited to lack of managerial success due to th e lack of managers attention and feedback to employees. .(Yadav, Sushil, Sagar 2014)Leaders need to work up employees aware of their responsibilities, obligations to the company and their expectation and then offer continuous feedback. Employees need to be made aware of the promote of their performance levels. (Yadav, Sushil, Sagar 2014) Many studies have revealed that most performance appraisals do not meet the companys expectations because it emphasis the weaknesses of the employees. This has a tendency to make employees very defensive roughly the negative focus on their weaknesses. along with distrust, negative feedback can deter performance, making the performance review unable(p) for developing an employee. Jim Reeds lack of an effective performance evaluation played a role in the termination of Fred.RecommendationsJim Reed call for to adopt a transformational leadership style. Employee s level of performance is positively impacted when transformational leadership is appl ied. There are four transformational leadership approaches to increase productivity, increase motivation, and decrease turnover. (Zhu, Akhtar 2014) The first approach is to for leaders to set a superior example. This gains the leader respect and trust from employees. They are able to motivate, draw change and boost the interest of employees. Second approach is leaders that inspire and are motivated themselves have the ability to motivate employees to be sanctified to the companys goals. Leaders will also have the ability to encourage their employees to work together and obtain goals and increase their level of performance. (Baca pushchair 2013) The third approach is that challenging employees intellectually will stimulate and encourage creativity and originality.Doing this, will able employees to think decisively and develop conundrum solving skills to assist the company in becoming more effective. The populate approach, transformation leadership technique promotes employee con sideration. Transformation leaders care about each employee and are often viewed as advisors and teachers. Schuh, Zhang and Tian (2013)have determined that in that location is a positive correlation between the behavior ofmanagers and employee results. The success of an organization is nowadays correlated with an increase in level of performance, efficiency, and improvement. A transformational leadership technique applied would have assisted in motivating Fred. Jim Reed inevitably to set goals for employees based on the goal setting theory to motivate employees. Performance is indirectly affected by setting goals. According to Latham & Locke (2002), there are several key factors to turn back that the goals are effective. Employees must take in the skills and knowledge to achieve the goal given.A learning goal should be set when the employee lacks the knowledge to obtain the goal. The employee needs to be attached to the goal. To ensure that an employee is committed, the goal mu st be important and deemed as achievable to the employee. Its neccassary that an employee feels committed to achieving the goal for the level of performance to be affected. (Bateman, Barry, 2012) One important factor that facilitates goal commitment is the belief that the individual are able to hit the goal. (Locke, Latham, 2002). Managers need to give the employee feedback, to keep the current on their achievements. Employees that learn they are below their goal usually escalate their determination or chasten their strategy to ensure they achieve their goal. Locke and Latham (2002) suggest that when feedback allows performance to be track in relation to ones goal, goal setting is more effective. When employees realize that they are not on track to accomplish their, they will work harder to increase level of performance. (Tamemag, OHora, Maglieri 2013)If employees are unaware of their progress, they have no way of knowing that change is needed in their performance. The manager is also responsible for ensuring that the employee has all necessary resources to achieve their goal. The implementation of the goal setting theory would have assisted Jim Reed in motivating Fred and could have prevented him from being terminated. Jim Reed needs to base his employee performance review off of the Behaviorally Anchored Rating Scale. Research has determined one of the most effective ways of evaluating employees is the Behaviorally Anchored Rating Scale. parallel bars is technique that taxs employees based on their level of performance. 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