Motivation, Leadership, and the Psychological Contract

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(upbeat music) Welcome to Motivation, Leadership, and the Psychological Contract. What are some basic tools you can use to lead employees in a way that motivates them? In these lessons, let's look at how employee motivation is related to leadership. The use of the psychological contract. Considering employees needs. And looking at their capabilities and contributions. The goals and objectives of any organization are achieved through the efforts of its employees. This means whether you're a supervisor, manager, or executive, your job is to ensure employees understand and embrace the organization's vision. Communicating that vision is just one part of your responsibility. A genuine interest in motivating employees to meet goals and objectives is another important piece to leading your organization to success. Harnessing the power of motivation to achieve departmental and organizational goals can help you be a more effective leader. Whether you work for a multimillion dollar corporation or a small nonprofit organization, accomplishing objectives will depend on your understanding of employee needs and your effectiveness at ensuring they expend the energy necessary to succeed. Executives, managers, and supervisors, must learn to motivate their employees to achieve organizational objectives because motivation and leadership go hand in. If your team doesn't understand your organization's vision and objectives, it's unlikely you'll be satisfied with their performance. As a practical matter, your team's productivity won't be where you need it to be. Morale and other performance issues such as absenteeism and tardiness, could be issues as well. Failure to properly motivate employees may also lead to dangerous or unhealthy workplace conditions. This can pose a threat to your organization's reputation and expose the company to possible legal ramifications. Your responsibility is to understand how motivating your team can be beneficial to the organization. The relationship between you and your team is interdependent. You determine where the organization is going and the team helps it get there. If the team is confused, demoralized, careless, or incompetent, the organization will likely fail to achieve its goals. A happy, motivated team can make the difference between success and failure. You may be surprised to learn that motivating others. Isn't an exercise in mind control. You can learn to differentiate between extrinsic, intrinsic and family based motivation. Some individuals are highly motivated by external rewards like bonuses or benefits. Others are motivated by internal forces like the self-satisfaction of taking on and successfully managing a difficult project. Others might be motivated purely by the need to take care of their family. Listen to your employees and try to determine how each one is motivated. Use this information to influence your workplace environment. Creating a culture that supports these motivation factors, can help build a more productive work environment. While there are several opinions and theories about motivational leadership, many share the idea that communication is key. When it comes to leaders, the best motivators are successful because they know how to communicate. They share information, show enthusiasm for their work and the organization's mission, and they inspire their employees. You could say successful leaders know how to generate human energy. Employees feel it, clients feel it, and the organization feels it where it counts.