Answer & Explanation:-Leader Profile (Prework for Week 9 Assignment
3) (20 pts)
-Assignment 3: Using Leadership to
Improve Ethical Performance
wk7_9_bus520_assignment3.docx
week6._bus520_assignment2__using_motivation_to_improve_performance.docx
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Bus520 Assignment3:
Leader Profile (Prework for Week 9
Assignment 3) (20 pts)
In Assignment 3: Using Leadership to Improve Ethical Performance, you will conduct an
interview with someone who you consider a leader (e.g., current or former boss, a pastor or
spiritual advisor, a friend who can be considered a leader, etc.). You will then use the
information that you gather during the interview to write about the leadership characteristics he /
she possesses. Take a few minutes to review the specific criteria for Assignment 3 before you
begin creating the Leader Profile. Next, complete the following steps:
1. Identify an individual in your community that you believe to be leader.
a. Contact the individual to determine if he / she will be able to participate in this
project for school.
b. Schedule an appointment to conduct an interview. Assignment 3 is due Week 9,
so please plan accordingly.
Note: As you think about the type of information you will need to gather from your chosen
leader during the interview, use your outline from Assignment 2 as approved by your professor
to guide your interview process.
2. Submit the following information in a Word document:
a. Provide a brief two [2] paragraph biography of the selected person, which
includes a description of the individual, his / her job title, and name the
organization where he / she works.
My note for you:
The PREWORK (in green is needed in 2 to 3 days from now)
And, you have the time to work on the Assignment3 which is need in 7 to 10 days .
-Assignment 3: Using Leadership to Improve Ethical Performance
Due Week 9 and worth points 300
At this point, you should have identified the leader you would like to interview. You should also
have already contacted him / her and have scheduled an interview time / date. If not, do it as
soon as possible. The intention of this assignment is to describe leadership skills, ethics, and
communication which impact motivation and improve ethical performance.
Write a three to four (3-4) page paper in which you:
1. Create five to seven (5-7) questions to ask your chosen leader to determine his / her views
of motivation, ethical leadership and performance. Then, conduct the interview based on
your selected questions.
HINT: The following are some examples of questions. Feel free to select them from
here. However, we urge you to revise your Assignment 2 for some ideas of what you
would like to know from an experienced leader.
1.
a. How would you define leadership?
b. As a leader, what do you do when people on your team aren’t pulling their
weight?
c. What is one of the greatest leadership challenges you have ever faced? What did
you do? What was the result?
d. How would you describe your communication style?
e. Describe a situation in which effective interpersonal communication skills
contributed to your success.
f. Describe your personal actions by which you convey to your staff that
ethics/ethical behavior is a high priority with you and that you also expect it to be
a high priority with your staff.
g. Related to the previous question, describe how your personal actions
(demonstrating ethics is a priority) have impacted your staff and/or colleagues.
h. Describe a situation where you recognized a need to communicate clear
expectations for ethical practice. How did you recognize that expectations had to
be clarified? What did you do or say to clarify the expectations?
2. Analyze the leadership, motivation, and ethical values of the leader interviewed and
assess its impact in the ethical performance of the organization.
HINT: You should summarize the answers that you gathered in your interview.
Thereafter, you should compare and contrast his / her point of view about leadership
with your own perception of it.
3. Use at least two (2) quality academic resources you have located using the Strayer
Library resources / data bases in this assignment. Note: Wikipedia does not qualify as an
academic resource, and neither do web-based blogs.
4. Format your assignment according to the following formatting requirements:
a. Typed, double spaced, using Times New Roman font (size 12), with one-inch
margins on all sides.
b. Include a cover page containing the title of the assignment, the student’s name,
the professor’s name, the course title, and the date. The cover page is not included
in the required page length.
c. Include a reference page. Citations and references must follow APA format. The
reference page is not included in the required page length.
The specific course learning outcomes associated with this assignment are:
Explain the variety of motivational theories and job design considerations.
Explain the variety of leadership theories and roles.
Evaluate ways organizational culture can be managed and promote ethics in an
organization.
Use technology and information resources to research issues in leadership and
organizational behavior.
Write clearly and concisely about leadership and organizational behavior using proper
writing mechanics.
Running head: USING MOTIVATION TO IMPROVE PERFORMANCE
BUS520 Assignment 2: Using Motivation to Improve Performance
Student’s name:
Instructor’s name: Dr. er
Institution’s name: C Campus
Course’s Title: BUS520 (Leadership and Organizational)
Date: 08/15/2016
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USING MOTIVATION TO IMPROVE PERFORMANCE
Using Motivation to Improve Performance
Outline: Employee Motivation Improvement Plan
1. Paths to Personal and Professional Development
I. Career Planning
II. Training & Development
III. Maintaining Work-Life Balance
a. Flexible Schedule
b. Family Care Support Services
IV. Incentives and Rewards
2. Systems for Motivation
I. Organizational Structure
II. Leading-to-Motivate
III. Communication
3. Processes for Implementation
I. Workforce Inclusion
II. Measure, Monitor, and Maintain Success
4. Impact of Employee Motivation on Business Performance
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USING MOTIVATION TO IMPROVE PERFORMANCE
3
Using Motivation to Improve Performance
The strength and quality of an organization’s capacity are as important is a critical
success factor for accomplishing set objectives, delivering expectations, and maintaining market
position. Motivation is a management concept that has defined leadership style and how business
leaders achieve and maintain the type of workforce that is required to attain, sustain, or surpass
desired market share. It is the tool that can be used to overcome the complex nature of human
needs that can make the drive towards performance difficult and unattainable. Dobre (2013)
affirmed that business leaders that understand the importance of this tool develop and
consistently review their corporate strategies, to ensure that its contain components that are
necessary to establish a work environment that fosters positive relationship between the company
and its employees. Individuals, according to Dobre (2013), have various kinds of needs that are
driven either by accomplishment or security. This paper will discuss how the interplay between
employee personnel and professional development, organizational systems and implementation
processes of employee improvement program relates can affect the level of employee
motivation. It will also propose a course of action that can be used to implement
recommendations discussed in this paper.
People seek employment for the purpose of achieving their personal and professional
aspirations. The socioeconomic structures that are used to construct various societies make it
imperative for every adult member of that society to seek employment in order to earn income
that will be used to meet physiological needs of food and clothing, housing which fulfills
security and protection needs, and social status which satisfies self-actualization. Therefore, a
person’s commitment to the organization will be dependent on its capacity to provide a means to
achieve these personal objectives (Ganta, 2014). People undergo formal and informal training to
USING MOTIVATION TO IMPROVE PERFORMANCE
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acquire skills and competencies that will enable them to contribute to the development of a
society, as well as use it as a platform to achieve their personal objectives. The pace at which a
person moves upward on the social ladder is determined to the level of skills and competencies
he or she may in line with society’s classification. Business leaders can employ this knowledge
of the relationship between personnel and professional objectives of their employees to create a
system that makes it possible for them to achieve.
Career planning, training and development, maintaining work-life balance, and incentives
and rewards for good and poor performance programs are all tools that these leaders can use to
motivate employees to deliver the best of their work to the organization (Ganta, 2014). For
instance, a clear and realistic plan of career progression and participation in training programs
that impart skills and competencies to achieve the plan with the period allocated for each phase
of the plan will contribute immensely to inspiring the employee (Ganta, 2014). Also, people are
more concerned these days than before about the effect their job has on their health and social
wellbeing. Therefore, an employee wellness program that addresses areas such as health
management, the flexible work schedule, and family support services, especially for employees
that require can be a key motivating factor. Motivating employees to increase their job
satisfaction and engagement can be done by creating a system that gives incentives and rewards
for good performance. Stolovitch, Clark, & Condly (2002) explained that incentives and rewards
program that is tied to performance can increase employee performance by at least 40 percent in
all areas of the business.
Business leaders must understand that the effectiveness of the earlier discussed tools that
can be used to achieve good business performance through employee motivation is dependent on
supportive organizational systems. Organizational structure is an important component of the
USING MOTIVATION TO IMPROVE PERFORMANCE
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systems that determines how work is assigned, executed, and measured. Therefore, businesses
that wish to succeed through a motivated and inspired team must ensure that the type of
organizational structure it uses enables employee productivity without barriers of authority.
Well-defined policies and procedures, corporate culture, and clear reporting line are some of the
ways the company can create a productive environment (Ganta, 2014). The leadership style that
is in place in the organization must be such that it ensures the commitment of the entire
workforce through actions that show progress towards the vision and mission of the company.
Employees observe and monitor the actions of those given authority to lead as a guide for their
own actions. Line managers and supervisors that have direct authority over lower level
employees and serve as the link between them and senior management are major actors in the
delivery of this objective (Stolovitch, Clark, & Condly, 2002). Therefore, achieving the optimal
level of motivation is absolutely dependent on the ability of this category of leaders to provide
leadership that motivates.
Communication is a tool that humans use to share information, whether positive or
negative, and it is as important in the workplace as it is in our endeavors. Effective and honest
communication between people allows them to build trust that grows the relationship. If the
workplace is an extension of the larger society, then this principle of communication is
applicable to it, which means business leaders need to earn the trust of their workers through
honest and prompt communication (Ganta, 2014). Employees expect to be informed about
performance results and factors responsible for both good and poor business performance.
Furthermore, effective leaders are known to possess excellent communication skills that clearly
explain the vision and mission of the organization and inspire the team to achieve success.
Memos, periodic newsletters, annual reports, and news bulletins are some of the communication
USING MOTIVATION TO IMPROVE PERFORMANCE
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tools that a company can use to disseminate information to its employees (Ganta, 2014). People
like to hear good or bad news concerning them first before others hear it.
Management must assign responsibilities for implementation to various units within the
organization to ensure ownership of the process and, therefore, accountability. However, it is
pertinent to note at this point that the human resource unit has the overall responsibility of
managing initiatives that improve employee productivity. Also, the inclusion of all employees in
the design and execution of these initiatives will make acceptance easy, as it will be perceived as
an imposition from management. The human factor, as explained earlier, is an important element
in determining the success of any organization. Finally, embedding measurement and controlling
measures into the implementation processes will enable the company to determine what is
effective and what is note. For instance, an incentive and reward program designed for the
marketing and sales that does not translate to increased revenue and brand recognition according
Stolovitch, Clark, & Condly (2002) needs to be reviewed. Periodic employee performance
reviews can also be used to monitor the effectiveness of employee motivation improvement
programs of an organization. In conclusion, management of companies must recognize that the
value of its human assets is an essential element of its ability to favorably compete in today’s
highly competitive business environment. The global workforces are constantly looking for
organizations that can provide the individuals a platform to grow personally and professionally
without compromising their ability to enjoy quality life and maintain social relationships.
Organizations with the capacity to attract and retain the kind of human capital it needs for
success will remain successful for a very long time.
USING MOTIVATION TO IMPROVE PERFORMANCE
References
Dobre, O. I. (2013). Employee motivation and organizational performance. Review of Applied
Socio-Economic Research, 5(1), 53-60.
Ganta, V. C. (2014). Motivation in the workplace to improve the Employee
Performance. International Journal of Engineering Technology, Management and
Applied Sciences, 221-230.
Stolovitch, H. D., Clark, R. E., & Condly, S. J. (2002). Incentives, motivation, and workplace
Performance: Research & Best Practices. International society for performance
improvement (ISPI).
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