Leadership and Goal Achievement
Leaders in any corporation must assure the firm's performance and growth. As a result, they must allocate responsibilities to staff and motivate them to complete tasks. The organization has goals, and the shareholders charge the managers with achieving those goals. All stakeholders in a company are necessary for the achievement of its goals, and leaders must take their contributions into account for the company's success (Northouse, 2015).
Importance of Motivation and Rewards
To ensure goal achievement, leaders must utilize the finest leadership style that is convenient in the workplace and matches the workers. Employees need motivation and reward to execute their duties well. Rewards may be regarding salaries increment, promotions, etc. These may make employees not perform better and have high turnover and low productivity as they lack self-drive (Hirt, 2016, pp. 1-6). The only best way to ensure employees better performance is through motivation which is the inner urge for them to do the work. These involve the ability for the workers to work because it matters a lot to them, it is interesting, and they make part of something bigger by doing the job. Employees must be made part of the firm hence get a sense of belonging which is a greater motivator to enable them to execute their duties well. Management should give the employees opportunities to direct themselves, and this will result in high productivity and fewer employees' turnover. People are more creative and innovative when working without schedules (Alanazi, Alharthey, & Rasli, 2013).
References
Alanazi, T. R., Alharthey, B. K., & Rasli, A. (2013). Overview of path-goal leadership theory. Sains Humanika, 64(2).
Hirt, M. J. K. (2016). Path-Goal Theory of Leadership: Leadership and Public Management. Global Encyclopedia of Public Administration, Public Policy, and Governance, 1-6.
Northouse, P. G. (2015). Leadership: Theory and practice. Sage publications.
