Inspirational Motivation

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THE ROLE OF TRANSFORMATIONAL LEADERSHIP STYLE IN DEVELOPING EMPLOYEE ENGAGEMENT AMONG GENERATION Y IN JAKARTA

THE ROLE OF TRANSFORMATIONAL LEADERSHIP STYLE IN DEVELOPING EMPLOYEE ENGAGEMENT AMONG GENERATION Y IN JAKARTA

Leaders with inspirational motivation inspire and motivate their followers to provides meaning in every works the followers do (Bass & Riggio, 2006). Inspiration express leader’s high expectations to followers by motivating them to be more committed with works and vision of the organization (Hackman & Johnson, 2009). Northouse (2010) stated that leaders use emotional appeal to enhance follower’s spirit and so that they can achieve more than could by themselves. Inspirational motivation also increase enthusiasm and optimism among employees, as well as develop employee commitment and engagement with the intention to get attractive goals and visions (Bass & Riggio, 2006). Northouse (2010) also mentioned that leader can attract and encourage employees by establishing missions and visions of each individuals and organization. Based on a past study, there is a significant relationship between inspirational motivation and employee engagement among Generation Y (Mansor et al., 2017). Thus, we can hypothesized:
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Relationship between Transformational Leadership and Work-Related Flow in an Industrial Organization

Relationship between Transformational Leadership and Work-Related Flow in an Industrial Organization

Through hierarchical multiple regression analysis, findings (Table 2) indicated that the combination of idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration were able to significantly predict absorption (F=36. 11, P<.001). The RS indicated that 41% of the variance in the absorption was explained by this regression model. Next, attention was focused on determining which of the predictor variables is most closely related to absorption. For this purpose, the researcher employed the stepwise multiple regression technique. The statistics on the two variables that entered the stepwise multiple regression equation for absorption are given in Table 2. Intellectual stimulation was the first and the most salient of the variables that entered the regression equation (β=.53), and accounted for 32% of the variation in absorption. At step 2, inspirational motivation entered the regression equation (β=.29) and accounted for an additional 8% of the variation in absorption. Together, these two variables explained 40% of the variation in absorption.
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Investigation on the Impact of Organizational Culture on Organization Innovation

Investigation on the Impact of Organizational Culture on Organization Innovation

There are four dimensions that are proposed by Bass and Avolio (1994) of transformational leadership; Idealized Influence, Inspirational Motivation, Individualized Consideration and Intellectual Stimulation. Inspirational Motivation includes the urge of leader to followers for attaining goals through describing the goals in attractive and compensating manner, which motivate employees. Idealized influence means being a role model in front of employees and ready for sacrifices for the good of whole group. Leaders have high level of ethical conduct and do anything for the team. Individual Consideration includes attention, encouragement and support of leader to followers. Intellectual Stimulation conclude that leader enable the followers for probing the problems in a new way that is easy and creative.
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EFFECT OF LECTURER’S TRANSFORMATIONAL LEADERSHIP ON STUDENTS’ EMPLOYABILITY: MALAYSIAN TECHNICAL AND VOCATIONAL EDUCATION & TRAINING INSTITUTIONS

EFFECT OF LECTURER’S TRANSFORMATIONAL LEADERSHIP ON STUDENTS’ EMPLOYABILITY: MALAYSIAN TECHNICAL AND VOCATIONAL EDUCATION & TRAINING INSTITUTIONS

As the economy of Malaysian government has transformed from a typical economy to human capital economy, the demand for Technical and Vocational Education & Training (TVET) institutions as a platform to develop human capital is also increasing. TVET based institutions in Malaysia are known as formal and informal learning sector which provide youthful people with the expertise and skills needed in the work sector. However, TVET- based qualifications and careers in Malaysia are perceived poorly and does not receive recognition in the workplace in terms of employability. These institutions cannot achieve their predetermined goals without effective leadership as the success and failure of the objectives depend on lecturers. Over the last three decades, transformational leadership has achieved legitimacy that has been showed to be an effective and influential enabler especially in developing employees’ attitudes and behaviours. Thus, the aim of present research is determining the role of lecturer’s transformational leadership in effecting students’ employability. This study was conducted in ten (10) Technical and Vocational Education & Training (TVET) institutions located at Peninsular Malaysia, Sabah and Sarawak. A total of 350 final year students were involved in this research which used the quantitative research design approach. Pearson correlations, linear regression and multiple regressions analysis were used to analyse the collected data. The findings indicated that lecturer’s transformational leadership significantly and positively correlated with students’ employability. In addition, the result also indicated that students’ employability can be affected by role of lecturer’s transformational leadership style. Based on the findings, it is indicated that lecturers must display an effective inspirational motivation, idealized influence, individualized consideration and intellectual stimulation which will then stimulate employability development among students especially in TVET institutions.
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The Role of Transformation Leadership Style in Motivating Public Sector
            Employees in Libya

The Role of Transformation Leadership Style in Motivating Public Sector Employees in Libya

Transformational behaviors that are associated with inspirational motivation, individualized consideration, and intellectual stimulation can be implemented within public sector organization thus leading to increased motivation and performance among the employees. Managers have the opportunity to exhibit these behaviors in their goal setting, assigning responsibilities, when communicating with the employees and when providing performance feedback. Managers can integrate the inspirational motivation and intellectual stimulation components of transformational behaviors by using motivational language to describe the tasks assigned to the employees. In addition, managers can use every opportunity available to clearly articulate a vision of the performance outcome they can expect on completion of the tasks. Managers should consider creating job assignments reflective of intellectual stimulation that allows the employees to express their creativity and to be innovative in problem solving. Managers also have the opportunity to display inspirational motivation, intellectual stimulation, and individualized consideration in all of their interactions with their subordinates. Specifically, managers could demonstrate individualized consideration by treating each employee as an individual and assisting them in their personal growth and development so they are able to reach their full potential. This they can carry out through constant dialogue with individual employees either face to face or through e-mails. In summary, these strategies offer managers in public sector organizations the opportunity to increase their transformational leadership style and as a consequence increase employee motivation.
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The Relationship of Perceived Leadership Styles of North Carolina County Extension Directors' to Job Satisfaction of County Extension Professionals

The Relationship of Perceived Leadership Styles of North Carolina County Extension Directors' to Job Satisfaction of County Extension Professionals

What is the relationship between County Extension Directors’ transformational (individualized influence, inspirational motivation, intellectual stimulation,.. individualized considerati[r]

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The Role of Leadership Styles and Entrepreneurial Orientation in Distingushing more from less Succcessful Organizations

The Role of Leadership Styles and Entrepreneurial Orientation in Distingushing more from less Succcessful Organizations

gerial structure fi lls out questionnaires or conducts an interview with the re- searchers, which results in the research being reduced to the managerial percep- tion of business operations. It is obvious that some quantitative parameters are not examined in such a way, but organisational culture or business climate, all of which are common variables of organisational psychology (Tonković Grabovac and Morić Milovanović, 2015). Th e interest for this construct is undoubtedly supported by the fi ndings that there is a positive relationship between entrepre- neurial orientation and business performance (Wiklund and Shepherd, 2003). Engelen et al. (2012) have conducted research on 760 small and medium- sized enterprises in six countries, and they concluded that there is a strong link between entrepreneurial orientation and the organisation’s performance. In ad- dition, they found that four transformational styles of management signifi cantly infl uence entrepreneurial orientation: the idealised infl uence - attributed and behaviour, inspirational motivation and individualised care, regardless of the country in which the organisation operates.
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Leadership style and Performance of Small and medium size enterprises in Cameroon

Leadership style and Performance of Small and medium size enterprises in Cameroon

Inspirational motivation is usually a companion of charisma and is concerned with a leader setting higher standards, thus becoming a sign of reference. Bass (1985), points out followers look up to their inspirational leader as one providing emotional appeal to increase awareness and understanding of mutually desirable goals. This is characterized by the communication of high expectations, using symbols to focus efforts, and expressing important purpose in simple ways. The leader always behaves by talking optimistically about the future, articulating a compelling vision for the future and providing an exciting image of organisational change (Bass and Avolio, 1994). The motivation occurs by providing meaning and challenge to the followers’ work; individual and team spirit were aroused and, enthusiasm and optimism are displayed. The leader encourages followers to envision attractive future states, for the organisation and themselves (Bass and al, 1997). Individual stimulation provides followers with challenging new ideas and encourages them to break away from the old ways of thinking (Bass, 1985). The leader is characterised as one promoting intelligence, rationality, logical thinking, and careful problem solving. The attributes include seeking differing perspective when solving problems, suggesting new ways of examining how to complete assignments and encouraging re-thinking of ideas that have not been questioned in the past (Bass and Avolio,1994). The leader encourages the followers to be innovative and creative by questioning assumptions, reframing problems, and approaching old situations in new ways.
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The Relationship between Principals’ Transformational Leadership Styleand Teachers’ Organizational Citizenship Behaviors

The Relationship between Principals’ Transformational Leadership Styleand Teachers’ Organizational Citizenship Behaviors

This research aimed to explore that each one of the five dimensions of transformational leadership (the two components of idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration), maintained a Positive, and significant relationship with the teachers’ organizational citizenship behaviors and its facets (citizenship behavior towards the student, towards the group, and towards the school). In other word, as hypothesized, supervisors who exhibited higher levels of transformational leadership behaviors had employees who reported higher levels of organizational citizenship behaviors. Furthermore, the results demonstrated that among the five components of the leadership style, in the relationships between the transformational leadership style and the teachers’ organizational citizenship behavior towards group and towards the school, the individual consideration component has a more decisive predicting role. Moreover, in the relationship between the transformational leadership style and the teachers’ organizational citizenship behavior towards student, idealized influence (behavior) component has a more decisive predicting role. These findings are consistent with (MercedesLópez-Domínguez et al., 2013; Lian, and Tui (2012), Shahzad, Rehman, and Abbas, 2010; Belogolovsky, and Somech 2009; Seyyednaghavi, Rafa’ti Alashti, and Miri, 2009; Givens, 2008; Asgari et al., 2008; Shukui and Xiaomin, 2008; and Podsakoff et al., 1990).
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EFFECTS OF TRANSFORMATIONAL LEADERSHIP STYLE ON JOB SATISFACTION AMONG EMPLOYEES OF BOSSO AND MINNA AREA OFFICES OF ABUJA ELECTRICITY DISTRIBUTION COMPANY PLC NIGERIA

EFFECTS OF TRANSFORMATIONAL LEADERSHIP STYLE ON JOB SATISFACTION AMONG EMPLOYEES OF BOSSO AND MINNA AREA OFFICES OF ABUJA ELECTRICITY DISTRIBUTION COMPANY PLC NIGERIA

From the findings of this study, it is recommended that the management capitalize on its strength in idealized influence and improve on its weakness in intellectual stimulation, individualized consideration and inspirational motivation. That is they should challenge assumptions, take risks, solicit followers’ ideas, attend to each follower’s concerns and needs, act as mentors, and articulate visions that are appealing and inspiring to the followers. They should also seek to improve on other conditions that affect employees’ job satisfaction like working conditions, security, and employees’ co-relation, among others.
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The Lived Experience of Novice Clinical Instructors “Something New, Somewhere New, Someone New”

The Lived Experience of Novice Clinical Instructors “Something New, Somewhere New, Someone New”

This study provides exhaustive descriptions of the lived experienced of novice clinical instructors new role, in a new setting with a new identity. The significant statements were categorized to four formulated themes. These were: Inspirational Drive, with three subthemes, Role Modelling, Prestige More than the Profession, and The Motivation of Positive Feedbacks; Intrinsic Features, with two subthemes, Rigorous Training and Lifelong Learning; Intimidating Circumstances, with four subthemes, Uncertainties and Apprehensions with Respect to their New Role, Realisms of Being a Clinical Instructor, Coping with Pressure, Self Confidence; and Improved Relations, with two subthemes, Respect, Relationship Building, and Self Development.
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The Inspirational Genius of Germany: British Art and Germanism, 1850 1939

The Inspirational Genius of Germany: British Art and Germanism, 1850 1939

In this, Potter again confirms what is already known from the parallel historiography of Anglo-German relations, and it is hoped that some future cross- fertilization with the likes of C[r]

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Canada as an Inspirational Model: Reforming Scandinavian Immigration and Integration Policies

Canada as an Inspirational Model: Reforming Scandinavian Immigration and Integration Policies

This article analyses the degree of policy transfer that has occurred from Canada to Denmark, Norway, and Sweden in the area of immigration control and immigrant inte[r]

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INSPIRATIONAL COMMUNICATION LEADER AND INFLUENCE ON THE MOTIVATION OF FOLLOWERS

INSPIRATIONAL COMMUNICATION LEADER AND INFLUENCE ON THE MOTIVATION OF FOLLOWERS

Drugo, komunikacijom pozitivnih i podsticajnih poruka kojima širi entuzijazam i optimizam u mogućnost ispunjenja ciljeva organizacije, lider izražava snažno poverenje u znan[r]

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The Teachers’ Self-Adjustment Dynamics In Joining National Certification And The 21th Century Demand Fullfillment: A Case Of Profession Education Implementation Of Multicultural Teachers At Uin Sunan Kalijaga, Yogyakarta, Indonesia

The Teachers’ Self-Adjustment Dynamics In Joining National Certification And The 21th Century Demand Fullfillment: A Case Of Profession Education Implementation Of Multicultural Teachers At Uin Sunan Kalijaga, Yogyakarta, Indonesia

Abstract: The outcomes of education which have important role in the government and societies depend on the teacher’s quality. Therefore, the teachers should be broadminded and fulfill the determined competence standard. Teachers are demanded to continuously study so that they can maintain their competence and adapt with the era development. This research is aimed to describe the teachers’ self-adjustment patterns in fulfilling both national and global quality standardization demand. The result indicates that their self-adjustment effort in fulfilling the national demand is performed by 968 teachers from 22 provinces who joined teacher certification program through Teacher Profession Education (PPG) as implemented at UIN Sunan Kalijaga Yogyakarta. This study finds six teachers’ adaptation aspects during the PPG, which are: 1) strong internal motivation, 2) asking understanding and support from family, 3) open-minded, 4) establishing good and cross-cultural communication, 5) establishing good cooperation with friends, lecturers, and senior teachers, and 6) learning IT massively. Meanwhile, self-adjustment for the 21st Century is done by training to operate a massive computer, so that 100% of teachers can use computers, but in applying HOTS-based learning only 15%.
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University of Sussex Engineering and Design. product design

University of Sussex Engineering and Design. product design

Subject areas encompass research, critical analysis, design engineering, brand development, interaction design and human-centred design, along with investigation into culture, psychology, ergonomics, art, science and commerce. This interdisciplinary knowledge base helps students explore their creative skills while considering all stages of the design process. Students on the course are introduced to some inspirational and creative teaching methods that not only aid in the development of their design, mathematical and engineering skills, but also encourage an empathic understanding of the user and an awareness of society and sustainability.
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Job Inspirational Elements of Employee’s in M.S&M.Es, Guntur, Andhra Pradesh, India – A Case study

Job Inspirational Elements of Employee’s in M.S&M.Es, Guntur, Andhra Pradesh, India – A Case study

The present study relating to the inspirational level of employees of M.S&M.Es is based on empirical analysis. Required data is obtained from the registered/without registered M i c r o Small and Medium scale industrial units with The District Industrial Centre, Guntur. The samples have been taken on the basis of simple random sampling method. A systematic record of Micro, Small and Medium Enterprises in Guntur district does not exist. Many Micro, Small and Medium Enterprises are operating without registration as registration of Micro, Small and Medium Enterprises are not compulsory. No information is obtained from such units. The present study is therefore, confined to these small scale units which are registered with District Industries Centre, Guntur by the end of March, 2016.
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02Day 2 - Week of Inspirational Math Activity1.pdf

02Day 2 - Week of Inspirational Math Activity1.pdf

Th e activity invites students to investigate a really interesting represen- tation of numbers, created by Stephen Von Worley, that fascinates children and adults alike and gives student[r]

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The university as a site for transformation around sustainability

The university as a site for transformation around sustainability

with the new habitus. The act of attending university exposed students to many novel environments and forced them to create new social networks; identification with different groups of people stimulated reflection on identity and values to reconcile tensions and build common associations (Tajfel and Turner, 1979; 1986). However, a potential barrier to this context as a mode of transformation for sustainability was simply its ad hoc nature: in the social domain there was no guarantee that students were exposed or attracted to individuals or activities that would stimulate re- evaluation of sustainability perspectives. Where this did occur, however, students reported that these events were powerful experiences with wider impact on their values and behaviours. It may be that some exposure to inspirational speakers in the formal curriculum, or designing learning activities that bridge the links between professional and personal experience, would offer the potential to tap into these valuable extra-curricular and informal experiences which underpin much higher order change. This echoes the views of sustainability educators such as Sterling (2010-11) who suggests that transformation occurs spontaneously as a result of social learning, and adds strength to arguments about the benefits of linking the formal and informal curricula (Hopkinson et al. 2008; Winter et al. 2012).
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What Makes School Leaders Inspirational and How Does This Relate to Mentoring?

What Makes School Leaders Inspirational and How Does This Relate to Mentoring?

Analysis occurred by collating data into themes as they emerged (Charmaz, 2011). For instance, participants’ written responses, focus group recordings and written work samples (i.e., words used to describe inspirational school leaders) during the professional development were collated into themes with frequencies of each theme tabulated across the range of re- sponses. For example, “knowledge”, “knowledgeable”, and “knows” were collated under the word “knowledgeable” and provided with a numerical figure indicating the number of re- sponses. The Microsoft Word thesaurus was used to connect synonyms with one word (e.g., approachable: open-minded, accessible, social, and easy to talk to) and words that did not align with the Microsoft Word thesaurus but had strong con- nections were also collated (e.g., practical: down-to-earth). The focus group discussions produced six audio-recorded narratives about inspirational school leaders, which were transcribed for the purposes of providing more elaborate examples to the ques- tionnaire and work samples. As these participants were allo- cated randomly into groups, they were not identified by number in the same way as their questionnaire responses.
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