conduct further research of the two leadership theories you compared, specifically how they relate to motivation, satisfaction, and performance.
Select two of the following motivational theories:
X and Y Theory of Motivation
Hierarchy of Needs
Motivation-Hygiene (Two-Factor) Theory
Theory of Need
Self-Determination Theory
Goal-Setting Theory
Expectancy Theory
Equity Theory
Complete the following:
Explain the elements of the two motivational theories selected.
Establish a connection between the two motivational theories selected and the leadership theories selected in the previous unit.
Elaborate on how the connection can inform real-world solutions and how this research can enhance leadership and leadership decisions.
Critically evaluate the sources used in the review that address your selected leadership theories. Briefly explain how you evaluated your sources for credibility such as the credentials of the researchers, the evidence of peer reviews, and the fidelity of the research-design principles. Explain how each source is valuable to the study of leadership.
Sample Answer
Leadership Theories: Transformational vs. Transactional
The relationship between these two leadership styles and motivation, satisfaction, and performance is extensively studied in organizational behavior.
Transformational Leadership
Motivation: Focuses on intrinsic motivation. Transformational leaders use Inspirational Motivation (providing a compelling vision), Intellectual Stimulation (encouraging creativity and new ideas), and Individualized Consideration (mentoring and personal development) to inspire followers. This makes employees feel the work is meaningful and aligns their personal values with the organization's mission, driving them to perform beyond expectations.
Satisfaction: Generally leads to higher job satisfaction. Employees feel valued (due to Individualized Consideration), challenged (Intellectual Stimulation), and connected to a greater purpose, leading to higher levels of satisfaction with their leader and the job itself.
Performance: Highly correlated with higher performance, particularly in terms of extra effort, creativity, and organizational commitment. Transformational leaders develop followers into leaders, resulting in better long-term organizational outcomes.
Transactional Leadership
Motivation: Focuses on extrinsic motivation via a system of exchanges. The leader clarifies expectations and provides rewards (like bonuses or recognition—Contingent Reward) for meeting targets or applies corrective action (Management by Exception) for failures.
Satisfaction: Can lead to moderate satisfaction if the exchange is perceived as fair and the rewards are consistently delivered (Contingent Reward). However, it does not typically foster the deep commitment or satisfaction found under transformational leadership, as the focus is purely contractual.
Performance: Effective for achieving short-term, defined goals and maintaining operational stability (adhering to rules/standards). While effective in routine or stable environments, research suggests that a purely transactional style can sometimes have a negative or weak effect on intrinsic motivation and discretionary performance.