Motivation and Empowerment Paper Essay

IntroductionThe savage arbitrator field is one that centers on motivation and say-so amongst employees. These argon concepts that not only guide, that similarly maintain constructive behaviors. Motivation and em effectment are that force every professional needs to preserve their goals and ambitions. This writing leave domiciliate three academic theories of motivation including an explanation on each conjecture. It leave behind as well as define mandate and its components. Next, it get out equivalence and contrast motivation and empowerment. In this paper there will also be an evaluation on the implications of empowerment and delegation in a criminal justice organization. Lastly this paper will outline the hypothesis of Transformational Leadership and contrast the roles of motivation and empowerment in attractership style. break awayicularise and state at least three (3) academic theories of motivation In any organization the key role of managers is the motivati on of their soulfulnessnel. This prat be done in many a(prenominal) different ways.This section will controvert three academic theories on how to properly motivate employees. The graduation surmise is Abraham Maslows hierarchy of needs theory. This theory states that certain needs submit to be met before an singular will invent towards fulfilling other needs. The first lot of needs that need to be met our survival needs they accept things such(prenominal) as food water and air. Until these needs are met an individual good dealnot focus on anything else the second set of needs would include sanctuary and security. After these two sets of needs are met a somebody will organise towards being accepted by their peers. erstwhile a somebody has met these first three levels they can and then concentrate on obtaining power and status. After mortal has gained some level of status they can then puddle towards self-fulfillment and doing things that achieve them feel complete . The next theory on motivation was developed by Douglas McGregor.His theory X and theory Y give two different ideas on how management deals with move employees. speculation X has a dismal idea that humans dislike be fill and will work hard to avoid if possible. A manager utilise this theory will use coercion of punishment in run to ensure that tasks are completed in a timely port and properly. It makes the assumption that the vast majorities of people are self-centered and lazy and check to be micromanaged. They rely readys more than positive approach to motivating employees. under this theory it is assumed that work and accomplishment can be congenial in and of themselves. It assumes that people want to be achievementful and are voluntary to work for that success. No one theory will work for motivating every person.A quality manager will look at all three of these theories and apply them to individuals as needed. In practice a manager needs to know what level of the hi erarchy of needs an employee is at. Once the manager knows where the employee falls in this hierarchy he can work to help the employee to achieve the next level. Employees that fall under the X theory are poison in any organization. If an employee does not want work and dislikes workers they are not going to get any fulfillment from their work and will generally drag everyone else d hold with them. Having employees that are motivated to succeed, as described in the Y theory are essential for the success of any organization. Work is not just about meeting our raw material needs, front organization be very successful they must nourish employees that are passionate about their work and rewarded for their accomplishments.Define empowerment and its components mandate can be viewed differently by all. It is what allows us as individuals to take charge of our lives. This refers not only to our personal lives, unless also in the work place, school, emotionally, healthy wise, etc sancti on focuses on gaining not only power, but also knowledge and understanding. In the work place empowerment can increase productivity and efficiency. According to Whisenand and McCain, Feeling that we are empowered, that we are master of our fate at work, is one of the strongest drives of career well-being and performance (p.2). In the workplace empowerment involves the heart-to-hearting of external command-and-controls to include a persons internecine locus of control.Compare and contrast motivation and empowermentMotivation is predicated upon many different divisors for different reasons. According to Spaulding (1995). People are motivated to do things predicated upon their personal wants and needs while this motivation can result in thembecoming emboldened and empowered if they achieve what their motivations were predicated upon. inwrought and external forces are what motivate people as they are evoke and become enthusiastic about certain motivations that cause them to engage in persistence and endure whatever is necessary to achieve their goals (Spaulding, 1995). The first part of motivation is a need, which is a desire to attain something such as money, friendship, recognition, achievement, etc. (Spaulding, 1995). The person is motivated to engage in behavior that will satisfy their needs, which cause them to become motivated to conduct whatever actions are necessitated to ensure that they are able to attain what they were motivated to attain.This gives the personal internal satisfactions once they have attained their goals as they may be rewarded with either intrinsic rewards or extrinsic rewards. Intrinsic rewards are personal rewards that the person gives themselves while extrinsic rewards are those that are proposed by outside sources such as promotions, pay increases, or other forms of acknowledgement from others for the person attaining their motivational goals (Spaulding, 1995). In reference to empowerment, there are elements of empowerment th at ensure that the person feels empowered. This entails a person feeling empowered by learning a new skill, that will assist them in gaining their job, relationship, or other ventures that the person is attempting to attain (Spaulding, 1995). The knowledge and skills that a person receives, empowers them in regard to attaining their objectives. potency is predicated upon the ability to understand the convey and impact of their purpose, and subsequently apply this meaning and purpose toward their lives to become empowered to achieve their goals and objectives (Spaulding, 1995).Competence or ability, especially a personal belief in ones own competence is at the heart of accepted definitions of both empowerment and motivation (Spaulding, 1995). Analyze the implications of empowerment and delegation in a criminal justice organization. The criminal justice system law enforcement officer have a tremendous responsibility and work more single-handedly away from reign supervisors. They ha ve to use their discretion daily. According to Grove, independent decision making. Similarly, the dominance consequences-including liability-of police-citizen encounters necessitate careful answerableness (Grove, 2007). Empowerment is defined as a way of activating an enabling decision making in others. Empowerment is currently apopular concept with most police managers and supervisors but sometimes they are rather fearful of allowing employees to have completely open decision-making ability (Whisenand, 2014).Law enforcement officers have to be educated in many subjects and often will come from many different backgrounds which helps promote diversity. Because of the independent work that the law enforcement officers do they are groomed to make decisions on their own. If law enforcement officers were not given the opportunity to make these independent decisions they would drop their sense of self-worth and lose their motivation (Grove, 2007). Proper delegation in the criminal just ice system results in better performing law enforcement officers in which benefits the community overall. With a better caliber of law enforcement officers available to a departments disposal there will be more respect and support from the community.With the support of the community law enforcement officers will have a stronger commitment to their work and what they represent. Delegation allows for a police departments to cast a stronger commitment, higher trust for the overall team, higher job skills and knowledge, and an better timeline for prioritizing important tasks. The team overall benefits from delegation because they remain engaged in work, increased professional growth goals, better competency, higher self-confidence, and better top-notch officers keeping (Whisenand, 2014). Define and describe the theory of Transformational Leadership and contrast the roles of motivation and empowerment in that style of attractionship.According to Buisnessdictionary.com (2015), transfor mational leadership means the style of leadership in which the leader identifies the needed qualify, creates a survey to guide the change through inspiration, and executes the change with the commitment of the members of the group. Transformational leadership can be represent at every level of an organization. According to Management necessitate take place (2013), transformational leaders are ones that are daring, thoughtful thinkers, visionary, and inspiring. These casings of people have a charismatic appeal. However charisma cannot alone change how an organization operates. In order for transformational leaders to make major changes, they must exhibit the side by side(p) four factors.Transformational leaders must first exhibit inspirational motivation. This fibre of person promotes consistent vision, mission, as well as a set of values to their staff members (Management larn Guide, 2013). A person with this type of vision knows what they want from every interaction, as wel l as the ability to provide staff members with meaning and challenge. They are also enthusiastic and optimistic regarding teamwork as well as commitment. Transformational leaders also exhibit intellectual stimulation. This type of leader will encourage others to be creative and innovative (Management Study Guide, 2013). This type of leader also encourages others to form new ideas and will neer criticize them in front of other people. Intellectual stimulation leader focuses more on the what in problems instead of focusing on whos to blame (Management Study Guide, 2013).Transformational leaders also exhibit idealized influence. view influence leaders believes that they should practice what they preach (Management Study Guide, 2013). This type of leader acts as a role model, they also will put their colleagues needs over theirs, they will sacrifice their personal gains for their followers, and they will demonstrate high standards of ethical conduct (Management Study Guide, 2013). T ransformational leaders also exhibit individualized consideration. This type of leader will act as a mentor to others and will most often reward them for their creative activity as well as their creativity (Management Study Guide, 2013). Employees or followers are treated according to their knowledge as well as their talents. Leaders who fit into this group are usually empowered to make decisions as well as provided with the support that is needed to implement these decisions (Management Study Guide, 2013).ConclusionEmployees who are motivated are the most important factor for the success of any business. Empowerment impacts motivation and motivation leads to better performance. To truly motivate employees to perform at their best, one must first provide a working environment that enables employees to have recognition, achievement, advancement, growth, and meaningful work.ReferencesGove, T. G., M.P.A. (2007). Empowerment and accountability Tools for lawenforcement leaders. FBI Law Enforcement Bulletin, 76(9), 8-13. Retrieved from http//search.proquest.com/docview/204149069?accountid=35812 Management Study Guide. (2013). Transformational Leadership Theory. Retrieved from http//managementstudyguide.com/transformational-leadership.htm Peak, K. J. (2012). Justice presidential term Police, courts, and corrections management (7th ed.). Upper Saddle River, NJ Pearson Prentice pressure group Spaulding, C. (1995). Motivation or empowerment What is the difference? Language Arts, 72(7), 489. Retrieved from http//search.proquest.com/docview/196844465?accountid=35812 Transformational Leadership. (2015). In BuisnessDictionary.com. Retrieved from http//www.businessdictionary.com/definition/transformational-leadership.html Whisenand, P. M., & Ferguson, R. F. (2014). Managing police organizations (8th ed.). Upper Saddle River, NJ Prentice Hall.