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Leadership management and motivation

Student’s name

Institution affiliation

Course

Date
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Leadership management and motivation

CONTRAST AND COMPARISON

In comparison, the leadership management theory primarily focuses on maintaining good

working relations between the leader and their subordinates. While they also focus on job

performance, they question what this means regarding motivation and engagement. This theory

also discusses how healthy leaders have a sense of being guided by a higher power that will help

them with their inherent weaknesses. The theory of needs-based motivation tends to see personal

satisfaction as one of the most important aspects of any employee's life but argues that other

factors, such as general feelings, social ties, and recognition, can give an individual more

meaning than monetary gains. They highlight the importance of encouraging managers to be

internally and externally aware of employee values and motivations.

In contrast, the leadership management theory suggests that leaders should focus on

making their employees feel valued and helping them fulfill their potential. They also describe

how managers can encourage employee motivation by creating an environment whereby

employees can easily interact with each other in a supportive and open way. However, the

leadership management theory does not necessarily cover all aspects of employee motivation, as

it only focuses on positive factors such as job satisfaction and esteem (Saputra, 2021). This is

especially relevant to healthcare professionals, who must uphold and are at risk of being judged

on their ability to work under pressure. While the needs-based theories offer a more holistic point

of view of employee motivation, they still fail to look at controversial or negative factors such as

competition or stress.
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The main offer that the needs-based theories of motivation offer is that they consider a

worker's needs in different stages of their career. This approach is more effective than the

traditional top-down approach, which is still common with many managers who need to become

more familiar with needs-based theory. Limitations in this type of management are that not all

employees have the same needs and motivations, making it difficult for companies to find the

best way to motivate them. That said, a lot can be done by recognizing an employee's strengths

and finding ways to capitalize on them instead of relying on external incentives like money or

promotions. The motivation and engagement the need-based theories consider can be taken one

step further when applied to the healthcare industry. Healthcare's most recent survey on

employee engagement showed that employees in this industry are highly satisfied with their jobs

and do not want to leave them (Nguyen, 2020). The lack of turnover may be because, as a

society, people want work they enjoy and are rewarded for coming to work every day. Satisfied

employees also have higher levels of commitment and willingness to work hard, which means

every company should begin implementing programs that address these needs to keep them

happy. Lastly, it is also important for companies trying to increase employee engagement

through team building and collaboration.

The main thing I could have done differently is manage motivation in the workplace.

First, we must understand what the needs theory is. The needs theory is a motivational theory

that proposes that humans will act to satisfy their basic requirements for food, shelter, sex, and

companionship and their more complicated desires for achievement. Leadership is motivating,

guiding, and directing an individual or group to achieve specific goals. It is about creating an

environment where others see their potential and want to succeed. The needs-based theories of

motivation differ but offer valuable advice to a healthcare manager regarding managing
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employee engagement. The first theory, Maslow's hierarchy of needs, is concerned with fulfilling

an individual's basic needs before moving on to higher-level needs like self-esteem and esteem

from others.
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References

Saputra, F. (2021). Leadership, Communication, And Work Motivation In Determining The

Success Of Professional Organizations. Journal of Law, Politic and Humanities, 1(2),

59–70.

Nguyen, P. T., Yandi, A., & Mahaputra, M. R. (2020). Factors that influence employee

performance: motivation, leadership, environment, culture organization, work

achievement, competence, and compensation (A study of human resource management

literature studies). Dinasti International Journal of Digital Business Management, 1(4),

645-662.