What Makes a Good Leader: a Booster for Employee Motivation

'A good leader takes a little more than his share of the blame, a little less than his share of credit' Arnold H. Glasow

Given the recent changes imposed by many variables such as technological growth, globalization of markets, increased competitiveness, evolving customer tastes, the enormous increase in knowledge, and so on, innovation and creativity are among the most important tools for meeting these challenges, thanks to their role in the renewal and development of productivity and marketing. On this basis, innovation and creativity are critical elements in ensuring the enterprise's competitiveness. In a technologically advanced era, any organization, regardless of its resources and capabilities, would be unable to maintain its competitive position in the market by using conventional techniques and strategies. In an era of technological revolution and economic globalization, companies must support creativity and innovation because they are considered one of the most important pillars for building strong competitiveness, which entails using traditional methods and strategies to maintain their competitive position in the market. An organization's performance is determined by its employee's abilities. The higher the workers' work productivity, the higher the organization's performance output. Within an organization, employees cannot act as individuals. They require a central figure, a leader, who can guide and nurture the employees abilities and creativity. As a result, the question arises: how can good leadership increase organizational creativity and innovation? To see how good leadership affects employee creativity, motivation, and innovation, we'll start by looking at what makes a good leader. The role of a good leader in an organization and what makes a good leader will then be discussed further in this essay.

Qualities That Make a Good Leader

Leadership is considered as an important quality and plays a pivotal role among the determinants of leadership. Leadership is a management function that is primarily focused on individuals and social interaction, as well as the process of persuading people to accomplish the organization's objectives. Leaders have an impact on overall organizational performance, which can be positive or negative. This is because they are the ones who in most cases, establish the general guidelines that govern their subjects behavior. They will affect change in their organizations by making decisions and motivating their employees. As a result, the leader's decision-making process is a critical determinant of how far an organization can progress. The antidote to organizational issues is figuring out how to replace a leader when he leaves, since the person succeeding the leader may not have the qualifications or leadership values that the position requires. This is because a leader's knowledge of a particular field is what allows him to succeed in his position. In organizations, the pursuit for good leaders has become an ongoing process. An individual's talent, abilities, and physical attributes are all important factors in determining the level of success he is likely to achieve in the organization. An individual may rise to the top of the corporate ladder by possessing such qualities. It's worth noting that leadership and management are inextricably linked, and the success of one is dependent on the effectiveness of the other. Leaders must be able to create a clear vision, communicate that vision to their followers, and resolve conflicts among the various people responsible for ensuring that the vision is realized. You should be able to administer and co-ordinate the different economic resources available to ensure performance through leadership. Managers can influence employee job satisfaction, dedication, and productivity by employing appropriate leadership styles. Based on individual and organizational values, leadership style can be defined as a set of managerial attitudes, behaviors, traits, and skills. There are several sources of authority that give a leader control and privilege, and some of them can be written as: Expert power: is the ability of certain people to influence others through their comparative expertise in each field. Referent power: corresponds to one's possible influence as a result of the success of the leader-follower relationship. Legitimate power: is a person's official authority within an organization's structure. Reward power: refers to the ability to influence others as a result of one's control over desirable resources, such as the ability to give raises or promotions. Coercive power: the exact opposite of reward power, it is founded on the threat of punishment if the expected responsibilities and tasks are not completed. Various kinds of leadership styles are a way of issuing orders, inspiring people, and carrying out plans. There are many different types of leadership because there are so many leaders. A good leader adapts his or her leadership style to the circumstances. In terms of decision-making, there are three different types of leadership styles: autocratic, democratic, and laissez-faire. Leadership that is autocratic: The autocratic style is defined by the leader's total control over the members of the group. This leadership style is based on the belief that involving people in decision-making processes impedes a company's ability to run efficiently. Autocratic leadership entails attempting to dominate or impose values and opinions on followers in addition to making decisions. The most common application of economic values should be in the context of autocratic leadership. Because the strong logic of productivity supports their decisions, these executives are more confident in their own judgments and feel less compelled to involve subordinates in the decision-making process. Subordinates may perceive these leaders as domineering, believing that they will impose their values and views on others, tell them what to do, and make decisions in an overbearing manner. Democratic Governing Democratic leadership encourages the sharing of leadership responsibilities, as well as a style of delegation and constant consultation. The democratic leader behaves as if he or she is a member of the team, and he or she respects the workers' ideas and suggestions. Autocratic leadership is the opposite of laissez-faire leadership. Instead of a single authority making all the decisions for an organization, group, or team, laissez-faire leaders make a limited number of decisions and encourage their employees to choose the best workplace solutions.

Impact of a Good Leader on Employee Motivation

Keeping employees motivated is becoming increasingly difficult for modern companies. Changing careers is a reoccurring theme among younger employees, and it is becoming a serious problem in the modern workplace. Millennials have been chastised the most for their lack of loyalty to their employers and their willingness to jump from one job to the next. Organizations with happier workers are much more likely to be more productive and sustainable. Customer low together and in with environmental other turnover satisfaction, other attributes, organizationally reduced positive valued absenteeism and organizational job satisfaction, job will outcomes efficiency, effectiveness It has been observed that actions are driven by intrinsic factors and are related to the needs of people in relation to activities. Extrinsic factors, on the other hand, act as a catalyst for action, affecting employee motivation. Employee motivation can influence three different aspects of an action, including its intensity, direction, and duration. On the other hand, the second factor, direction, denotes the fact that people have the option of choosing how they want to progress. Finally, the third factor, duration, provides insight into the degree to which workers are committed to their jobs. These three factors have a big influence on how employees perform and use their skills at work. Any organization's success is dependent on effective leadership. Effective leaders will assist a corporation in achieving its objectives and maximizing productivity. Leaders, in most cases, have a significant impact on their subordinates. Leaders elicit innovation and creativity in employees and encourage them to achieve their full potential, in addition to assisting them in dealing with workplace challenges. Leaders must first understand what motivates their workers in order to motivate them. Leaders should ask more in-depth questions during the hiring process to get a better sense of the strategies and methods they can use to increase employee motivation and performance. Giving employees the freedom to choose is another successful way to motivate them. This will not only lead to better decisions, but it will also boost employee innovation. Employee recognition is also crucial to employee engagement. Employees are more likely to repeat the same behavior when they are praised for their work and performance. Despite this, many managers and leaders make the same error.

Why Good Leadership Nurtures Creativity in Employees?

Although creativity has always been at the heart of business, it hasn't always been at the top of management's priority list. Creativity, or the ability to come up with something new and appropriate, is critical to the entrepreneurship that gets new businesses off the ground and keeps the best companies going after they've grown to global scale. But, perhaps because it was thought to be unmanageable 'too elusive and intangible to pin down' or because focusing on it yielded a less immediate payoff than improving execution, most managers haven't given it much thought. Organizations must inspire employees to generate ideas and choose the best way to implement those ideas in order to achieve the highest level of creativity and innovation. Leadership can inspire employees to be more creative by communicating a vision that is conducive to it through any available formal or informal channel of communication. By putting a leader in place who can inspire workers to take initiative while also addressing their fear of making mistakes, leadership can increase innovation. This intervention aims to accomplish a variety of objectives. The recognition of inventiveness and imagination. Experiences in the fields of creativity and innovation are shared. Demonstrating the importance of creativity and innovation as key factors in the development of businesses. The transition to a more innovative economy has been swift. Execution capabilities are widely shared today, and qualitatively life cycles are short. As competition becomes a game of who can produce the best and largest number of ideas, creativity researchers are being grilled on their findings. Managers can also improve diversity by looking for sources of innovation outside the organization. The firm's walls do not have to be the limit for collaboration. Because few individuals are equally capable of generating and commercializing ideas, large corporations typically separate the two functions. The consensus is that an invention will ultimately arrive at a point where it'll be better served by people who understand how to bring it to market. Unfortunately, because the originators of an idea have the most enthusiasm for it, initiatives often lose momentum at the handoff. The responsibility of leadership is to keep the momentum going by carefully timing and managing the transition.

Conclusion

In the end this essay concludes an overall insight of some of the leadership characteristics and styles, as well as a short note on how leadership works in various fields such as teaching, organization, and so on. If there is a comparison between two equally competent organizations, and one lacks strong leadership while the other has very strong leadership, the organization with effective leadership will eventually win. Leaders must be charismatic in order to lead organizations, and organizations must have charismatic leadership in order to ensure that the organization's industry and performance are profitable, and as a result, the organization's income is high. Leaders are required to motivate employees. To strengthen the bond of loyalty between the company and its employees. That is why leaders reflect an organization's best qualities and serve as a mirror of what the organization preaches and what they do in practice

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