The Impact of Management Styles on Employee Motivation & Productivity Research Paper

Introduction

Management styles (e.g. autocratic, democratic, and laissez-faire) have a strong impact on employee motivation and productivity because of the benefits they provide to enhancing motivation and job satisfaction of employees. Organizational success depends on employee motivation and productivity; therefore, managers should be well-prepared to use the proper management styles to achieve the established organizational goals. By using appropriate management styles, it is possible to increase employee commitment and productivity because employees will be highly motivated to perform their duties in a proper way. Management style can be defined as the proper demonstration of a manager’s work related philosophy that is linked to establishing certain managerial attitudes, shaping management behaviours, and enhancing management  skills based on both personal values and organizational values (Rad & Yarmohammadian xiii). Managers should have the ability to influence employees in a positive way, providing an opportunity for their professional growth and performance excellence. In fact, the issue regarding the impact of management styles on employee motivation and productivity is really important for discussion because it allows developing the proper strategies to enhance management practices and make changes in the behaviour of managers, their attitudes and skills, if necessary. There is a need for discussing the main points covered in the literature, including newspapers, periodicals and academic journals in order to assess the impact of management styles on employee motivation and productivity.

Discussion of the main points covered in the academic literature

There is much evidence taken from academic sources, as well as newspapers and periodicals that prove the fact that management styles have a strong impact on employee motivation and productivity. In the article “A study of relationship between managers’ leadership style and employees’ job satisfaction”, researchers are interested in the study of the relationships that exist between the styles use by managers in their everyday practices and employee job satisfaction. The fact that researchers are  focused on obtaining valuable information through questionnaires means they have access to the data that can help to draw relevant conclusions. They suggest that participative management is the best management style to increase employee motivation and productivity through enhanced job satisfaction. It is recommended to select the proper management style, considering not only the meaning of organizational culture, but also organizational maturity of employees (Rad & Yarmohammadian xi). This study gives an opportunity to assess the role of employee job satisfaction in increasing productivity because employees with positive attitudes toward their jobs are highly motivated to perform their duties in a proper way, without violation of organizational culture and ethical norms. It is critical for managers to consider the factors like payment, rewards and benefits, promotion and professional development, work conditions and supervision practices, organizational climate and interpersonal relationships because these factors may prevent them from exercising the most appropriate management style (Rad & Yarmohammadian xii).

In another study “Influence of Management Style on Workers’ Productivity in Nigeria Machine Tools, Osogbo, Osun State, Nigeria”, researchers explore the significant relationship between management style and employee productivity, placing emphasis on employee motivation to work effectively and to be involved in decision making practices. Researchers state management should be employed appropriately to increase employee productivity (Femi & Chukwubueze 75). Besides, they consider that mangers should foster adoption of the proper incentive programs in order to increase employee productivity.  It is recommended to give employees the autonomy in decision making in specific situations in order to   to increase employee commitment to job due to high motivation (Femi & Chukwubueze 74). If employees demonstrate low motivation and poor attitude to their job, they have no personal interest in achievement of the established organizational goals. In other words, these employees are unmotivated to increase their productivity and contribute to the overall success of the organization. It is one of the major duties of a manager to identify ineffective employees and determine the key factors that influence their motivation (Femi & Chukwubueze 74).

Besides, in the study “Management styles and their impact on employee motivation at a small to medium sized manufacturing business with particular reference to finance and accounting practice in general”, researchers are based on evaluation of different management styles in order to identify their impact on employee motivation. They consider that the factors like globalisation, technological progress, as well employee misconduct and unethical behaviour in the workplace shape the perceptions of managers regarding their roles and functions in the organization (Rehman & Karodia 30). Managers should be aware of the benefits of their management styles in order to address the challenges they face in the workplace, such as new trends in technological innovation, ongoing globalization and increased competition. The use of the proper management styles can help to deal with diversity related problems and increase motivation of diverse employees through enhanced discipline, integrity and ethical behaviour (Rehman & Karodia 30). Researchers state that sustainability of the organization depends on the managers’ skills and experience in application of the proper management styles. They believe that motivation helps to stimulate employee behaviour and achieve success in performance (Rehman & Karodia 32).

Moreover, in Forbes article, Fred Coon suggests that employee motivation is the results of managers’ effort to increase productivity. Managers should have a good understanding of the major factors that contribute to low motivation of employees. They need to assess their management styles and organizational culture in order to identify the failures in management practices that can lead to the growing number of low motivated employees in the workplace. There is a need for considering the negative effects of aggressive micromanagement, feelings of insecurity in the workplace and low level of engagement of educated employees in decision making and problem solving, according to Coon (1). The growth of productivity requires the proper treatment of employees and acculturate measurement of their work-related outcomes, as well as opportunities for innovation and creativity, and respect and value in the workplace (Coon 1). In some organizations, it is better to use more controlling techniques, while in others directing techniques are appropriate to increase employee motivation and productivity. Anyway, managers should recognize their key function – to motivate employees to follow their instructions in the workplace (Coon 1).  The term ̳management style‘ can be defi

In the study “Management style as a correlate of job performance of employees of selected Nigerian brewing industries”, researchers are focused on the study of management styles to prove their role in job performance of employees. They conduct interviews to generate data and draw conclusions. The results of their study highlight the role of relationship between management styles and employee performance. They suggest that employees demonstrate higher degree of responsibility to the autocratic management style (Ogunola et al. 3714). It is recommended that managers need to develop their management practices in a way that can significantly enhance employee satisfaction with their job and commitment to the organization. In other words, researchers state that employees will be able to perform their duties effectively if managers use the type of management style that helps to improve performance through specific programs and projects (Ogunola et al. 3714).The management styles utilized by managers should motivate employees because discouraged employees decrease their level of performance. According to researchers, the major factors that affect employee motivation and job satisfaction are  salary, job requirements, and promotion opportunities. Researchers state that effective management styles have a positive impact on employee motivation and job satisfaction. As a result, employees have an opportunity to enhance their performance significantly (Ogunola et al. 3715).

Conclusion

Thus, it is necessary to conclude that the interaction between management style and employee motivation is critical for enhancing the overall productivity, as defined by many researchers in their studies. Employee motivation and management practices are found to be the key functions of the relationship between management style and employee productivity. Anyway, it is critical to recognize the role of management style in exercising control over employees with the goal of increasing their motivation and productivity. As management style is associated with certain patterns of managerial behaviours and attitudes, managers should have a good understanding of the type of management style that should be displayed during their work. All in all, management styles are considered to be the most important components of organizational effectiveness through exercising of authority over employees with the goal of achieving organizational goals. Management styles affect the quality of work because managers have an opportunity to make positive change in the workplace, keep employees focused on the organization’s mission and vision due to high level of motivation and inspiration in decision making. The selection of the proper management style depends on the industry because different industries have different job requirements which are consistent with the established organizational goals. Managers need to be aware of the strengths and weaknesses of each management style to succeed in selection of the most appropriate style of exercising control over employees (e.g. autocratic, democratic, and laissez-faire) and to influence employees.

Works Cited

Coon, Fred. “The employee-friendly way to actively motivate your work staff,” Forbes, August 3, 2017. https://www.forbes.com/sites/forbescoachescouncil/2017/08/03/the-employee-friendly-way-to-actively-motivate-your-work-staff/#34e679a16805

Femi, Asamu F. & Chukwubueze, Arisukwu O. “Influence of Management Style on Workers’ Productivity in Nigeria Machine Tools, Osogbo, Osun State, Nigeria,” International Journal of Innovative Research & Development, vol. 4, no.4 (2015): 74-81. http://www.ijird.com/index.php/ijird/article/viewFile/66600/52150

Ogunola, Abiodun A., Kalejaiye, Peter O. & Abrifor, Chiedu A. “Management style as a correlate of job performance of employees of selected Nigerian brewing industries,” African Journal of Business Management, vol. 7, no. 36(2013): 3714-3722. http://www.academicjournals.org/article/article1382005633_Ogunola%20et%20al.pdf

Rad, Ali Mohammad & Yarmohammadian, Mohammad Hossein. “A study of relationship between managers’ leadership style and employees’ job satisfaction,” Leadership in Health Services, vol.19, no.2 (2006): xi-xxviii. https://www.researchgate.net/profile/Ali_Mosadeghrad/publication/6911649_A_study_of_relationship_between_managers%27_leadership_style_and_employees%27_job_satisfaction/links/5757ce6e08aef6cbe35f5ba0/A-study-of-relationship-between-managers-leadership-style-and-employees-job-satisfaction.pdf

Rehman, Sayed M. & Karodia, Anis M. “Management styles and their impact on employee motivation at a small to medium sized manufacturing business with particular reference to finance and accounting practice in general,” International Journal of Accounting Research, vol.1, no.8 (2014): 30-36. https://www.arabianjbmr.com/pdfs/AC_VOL_1_8/5.pdf

The terms offer and acceptance. (2016, May 17). Retrieved from

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"The terms offer and acceptance." freeessays.club, 17 May 2016.

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freeessays.club (2016) The terms offer and acceptance [Online].
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[Accessed: March 29, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: March 29, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: March 29, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: March 29, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: March 29, 2024]
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