Discuss About The Motivation In Ushering Organization Towards.
This chapter highlights analyzing the secondary data by using qualitative data analysis technique. In this chapter, the researcher has developed themes based on the research aim and objectives that is analyzed. The researcher has also taken into consideration the gap or the issues identified in the literature review while developing the themes. As a result, the researcher has been able to identify the potential reasons for lack of effective employee performance thereby, hampering the organizational success for Deutsche Bank. Upon analyzing the themes, the researcher has been able to provide suitable recommendations for mitigating the issue and improving the service provided by Deutsche Bank.
The impact of leaders and the leadership styles is still questioned due to the varied opinions that exist among the individuals. The workplace consists of diversified culture that often results in friction and conflicts as well as affects the performance of the employees. This justifies the inevitable significance of leaders and their leadership styles. As investigated by Bolman and Deal (2017), the major characteristics of leadership are to establish a clear vision. As a result, the employees are able to adhere to the vision and work accordingly. However, this characteristic of leadership has received criticism. As criticized by Yukl (2013), along with establishing the vision, successful leadership shows the path of achieving the vision by ensuring coordination and balance.
The study conducted by Hazy and Uhl-Bien (2015), discusses the various functions of leadership and its effectiveness in ushering the organizations towards success. The study mentions the generative, administrative, community-building, information gathering and information using aspects of effective leadership. However, the study conducted by Goleman, Boyatzis and McKee (2013), argues that the organizational structure, functions and operations highly influences the appropriateness of the leadership styles. For instance, the leadership styles used in different organizations differs due to the structural and operational difference.
The study conducted by Puni, Ofei and Okeo (2014), highlights the significance of the different leadership styles according to the requirement of the organizations. The autocratic leadership is applicable and justified if the business organization has lazy, untrustworthy and irresponsible workforce. Thus, the leader has to take the sole responsibility of taking decision and guiding them for achieving the vision. The controlling and manipulating power of the leader allows them to form centralized structures, develop procedures and process for forcing the workforce to achieve organizational goals and objectives. The study also analyses the impact of democratic and laisser-faire on the financial performance of the organization. Results fail to highlight a distinctive impact of the three leadership styles on the organizational performance however, the variance of democratic leadership style was more compared to autocratic and laisser-faire leadership style. Thus, it can be said that the features of democratic leadership such greater involvement of the leader with the team members and showing higher level of trust leads to the formation of responsible and motivated workforce thereby, ushering the organization towards success.
The study conducted by Iqbal, Anwar and Haider (2015) also shows greater influence of democratic or participative leadership style on the performance of the employees thereby, making the organization successful. The continuous involvement of the leaders with the team members in democratic leadership style builds power and confidence within the employees thereby, making them responsible for their roles. However, the study has not completely unjustified the impact of autocratic leadership style, as this helps training and guiding the new employees thereby, making the self-reliable and self-responsible.
The impact of employee motivation is extensively studied, as employees are the driving force of the business organizations. As commented by Gardner (2014), employees are the backbone of the business organizations and are the ones representing the company in front of the customers thereby, making employee motivation utmost significant. However, as argued by Wright, Christensen and Isett (2013), employees remain motivated only over a specific period, as with time the factors motivating them keeps on changing. As a result, the factor that motivates all the employees is still extensively studied. As mentioned by Shujaat and Alam (2013), the individual needs and demands of the employees determine the motivational factors that are most effective. This is because the employees come from different background, culture, habits behaviors, attitudes and perceptions. However, the aforementioned statement has been counter argued by Uzonna (2013), stating that monetary factors motivates all the employees regardless of their background.
Various studies have supported the significance of employees in ushering the organization towards success. This is because responsible, hard working, efficient and sincere employees gives their best for achieving the organizational aim and objectives thereby, making it successful. As mentioned by Harunavamwe and Kanengoni (2013), a motivated work force is the most productive workforce, as the employees are sincere towards their job roles and responsibilities. However, the study conducted by Aguinis, Joo and Gottfredson (2013), criticizes and highlights that in addition to adequate motivation, proper guideline and knowledge is also necessary for making the workforce productive.
The study conducted by Cherian and Jacob (2013), highlights the impact of intrinsic motivation such as self-efficacy on the performance of the employees. Self-efficacy is a form of intrinsic motivation that signifies the inner drive of the employees to be successful in their own field. The study also sheds light on the fact that intrinsic motivation is difficult to achieve, as the employees fail to persist on their internal ability for long. It has been discussed in the study that losing the intrinsic motivational factors hampers the employee performance, as they lose the urge to fulfill the job roles and responsibilities. However, the study conducted by Zameer et al. (2014), investigates the higher influence of between intrinsic and extrinsic motivational factors for the employees. The study mentions extrinsic motivation, that is, monetary benefits never fails to motivate the employees regardless of the intrinsic motivational factors.
The study conducted by Cerasoli, Nicklin and Ford (2014), highlights the combined analysis of intrinsic and extrinsic motivation in ushering the organization towards success. This study also supports the previous study stating the extrinsic motivation is more effective in ensuring the organizational success. The study was conducted by considering the past 40 year’s data that showed that the impact of intrinsic motivation is moderate in comparison to extrinsic or monetary benefits. The results show that incentives improved the performance of the employees largely due to which the employees are able to fulfill their job roles and responsibilities. In addition to monetary benefits due to the hard work and effort of the employees make them fee valued thereby, pushing the organization towards success.
The relationship between leadership style and motivation is extensively researched, as the association is arguable. This is because some studies suggest that appropriate leadership style is enough for ushering the organization towards success whereas some studies have contradictory view saying that both leadership style and motivation are equally important for ushering the organization towards success. The study by Negussie and Demissie (2013), investigated the appropriateness of a particular leadership style for motivating the nurses thereby, making the healthcare service and facility successful. Both transactional and transformational leadership styles were analyzed in order to determine which style help in motivating the employees better. Results suggest that transformational leadership style helped in motivating them better thereby, improving their job satisfaction. This has been supported by Abdullah and Wan (2013), stating that a satisfied workforce is the most productive workforce. Therefore, it can be justified that highly productive workforce results in organizational success. Based on the type of job roles and responsibilities the nurses have, the ability to work with the leaders allows the nurses to identify the changes, create a vision and execute the vision successfully. Therefore, the appropriate use of leadership style based on the job roles and responsibilities helps in better motivating the employees thereby, pushing the organization towards success.
The study conducted by Buble, Juras and Matic (2014), also signifies a positive relationship between the leadership style and motivation that signifies the success of the organizations. This signifies that it is essential for the business organizations and the managers to select the appropriate leadership styles based on the organizational operations and strategy. As a result, the managers have been able to build highly efficient and dedicated workforce thereby, leading to high employee productivity. In addition to, the study also suggests that motivated employees’ shows greater level of dedication, engagement and commitment towards their work thereby, finishing the work within time. Moreover, appropriate use of leadership and motivation styles influences the employees to take extra initiatives to complete the work thereby, ushering the organization towards success.
The study by Caillier (2014), investigates the relationship between leadership styles and motivation. However, the study has failed to explore fully the relationship between leadership style and motivation in ushering the organization towards success. The study also supports the idea that the leadership style that is to be used needs to selected based on the business sector and operations. This helps in relating to the needs and requirements of the employees and the organizations thereby, enabling them to work for the betterment of the organization. Thus, both leadership style and motivation have a positive impact on ushering the organization towards success.
Deutsche Bank is one of financial service companies and investment bank in Germany with more than 100,000 employees and 70 branches all over the world. It is also the 16th largest bank in the world and was the largest foreign exchange dealer in the world comprising of 21% of market share. The headquarter of the bank is in Frankfurt, Germany and was one of the component of the STOXX Europe 50 stock market index until it was replaced in August 2016. Since its establishment, the bank has provided adequate financial support and help to the population to settle life (Db.com 2018).
The organizational performance of Deutsche Bank has seen some challenges over the years. The reviews of the employees suggest that they have been not satisfied working in the bank. Because of lack of motivation in the employees has resulted in declination of the organizational performance of the bank. As a result, the success of Deutsche Bank is highly questioned. Over the years, the banking sector of Germany has seen a rise of financial institutions providing help and solutions to the people. This has given rise to tough competition in the both home country and host country for Deutsche Bank (Db.com 2018).
Considering the reviews of the employees, it can be said that the employees of Deutsche Bank are lacking leadership and effective motivation thereby, hampering their dedication, commitment and engagement towards work. The banking sector is a customer service sector where the employees of the bank have to sale their loans and offers to the population. Investing on the customers is beneficial for the bank, as they are the major source of income for the bank. As a result, the employees of Deutsche Bank have to give their best and fulfill their job roles and responsibilities for pushing the organization towards success (Ek and Mukuru 2013).
In addition to, the highly competitive market and target-oriented job tend to demotivate the employees of Deutsche Bank. The employees are pressurized for achieving as well as over achieving the monthly targets thereby, making them resilient towards their work. On the other hand, the recent salary structure developed by Deutsche Bank for the employees is another reason of demotivation among the employees. The newly developed salary structure is highly based on the targets due to which the bank has kept reduced value for the fixed salary. However, the bank has been successful in including both short-term award as well as long-term award for the employees keeping in mind the motivation that is required to ensure employee job satisfaction thereby, ushering the bank towards success in this highly competitive market (Olafsen et al. 2015).
It is suggested to select the leadership and motivation styles based on the industry or sector of the particular business organization. The successful relationship is determined due to the characteristics of each of the leadership styles. As a result, the leaders are able to communicate with the employees effectively thereby, motivating them accordingly and pushing them making the organization successful. The study conducted by Khuong and Hoang (2015), mentions that the initial stage of the research highlighted the lack of motivation and inappropriate leadership style the employees of auditing companies faced in Ho Chi Minh City in Vietnam. In addition to, the research also highlights the relatively young nature of the auditing companies of Ho Chi Minh City in Vietnam in terms of quality and quantity. Therefore, by keeping in mind the relatively young nature of the auditing companies and the problems faced by the employees due to ineffective motivation and leadership styles, different leadership styles and motivational techniques were investigated. Results suggest that relation-oriented leadership, charismatic leadership and ethic-based contingent reward leadership have a positive association with motivation for working in the auditing field. The implementation of the aforementioned leadership styles suggests 64.5% of successful employee motivation for the employees of the auditing firms. The study conducted by Omolo (2015), also supports that selecting the appropriate leadership styles based on the company sector helps in improving the employee motivation techniques thereby, ushering the organization towards success.
However, the study by Yidong and Xinxin (2013), argues with the conclusion made in the above study mentioning that employee motivation is highly influenced by the inner urge of the employees. The result highlights the positive relationship between individual perception and intrinsic motivation thereby, facilitating innovation in them. Creativity and innovations provides an opportunity for the business organization to leave an impact on the customers thereby, allowing them to stand out in the competitive. Higher level of innovation and creativity within the organization suggests highly motivated, dedicated, efficient and productive workforce that gives their best for taking the organization towards success. Increased creativity and innovations ensures organizational success, as this provides an opportunity for the business organizations to stand out from the rest of companies in the same business sector. Thus, developing a vision and getting appropriate guidance and support for achieving the vision helps in motivating the employees thereby, ushering the organizations towards success.
In this chapter, it can be summarized that leadership styles and motivation are crucial in pushing an organization towards success. Organizations are unable to achieve success due to lack of effective leadership styles and motivation. This eventually leads to the development of inefficient and lack of productive workforce. As a result, the respective company is unable to achieve the targets that hamper their success. In the case of Deutsche Bank, lack of effective leadership styles and motivation has been noticed that has hampered the success of the organization. As a result, the Bank has recorded poor and ineffective service to the customers thereby, hampering the success process of the company.
Conclusion
From the above chapters, it can be concluded that lack of effective leadership and appropriate motivation styles hampers the success of the business organizations. Deutsche Bank has encountered issues with the use of leadership styles and motivating the employees that has restricted the success of the bank. In this competitive market, lack of efficient and productive workforce drags the company back and limits the success of the company. This is because the employees working for the company are irresponsible, lacks dedication, engagement and commitment towards their job roles and responsibilities. As a result, the employees of Deutsche Bank are unable to fulfill their job roles and responsibilities within time thereby, hampering the service provided by them. Banking companies are considered under service sector, as they provide financial and investment related services to the population. Thus, lack of effective leadership style and motivation is hampering the employees of Deutsche Bank in serving the people thereby, restricting the organization in achieving success. The potential gap for Deutsche Bank has been identified with the aim of mitigating it for Deutsche Bank.
The aforementioned issues identified for Deutsche Bank in terms of the employees and organizational successes are supported by the data gathered in the literature review. The data and information gathered in the literature review highlights the significance of leadership styles and motivation in ushering the organizations towards success. Lack of leadership style and motivation results in inefficient and unproductive workforce thereby, hampering the organizational success. It has been seen that it is important for the employees to have a vision towards which they will work. Lack of a true leader and appropriate leadership style fails to create a vision in the employees. As a result, the employees of Deutsche Bank are confused and lack clear knowledge and guidance how they are going to contribute for the success of the bank.
In the case of Deutsche Bank, lack of effective leadership styles has lead to the development of demotiavted workforce. The different characteristics of the leadership styles have led to the formation of different leadership theories. However, not all leadership styles are applicable for all the business organizations. The nature of the business and the operation highly influences the selection and implementation of the leadership styles. In the case of Deutsche Bank, it was seen that the bank failed to use appropriate leadership style that hampered the success. This is because the operational structure of the bank is distinctive from other sectors making the needs and requirement of the employees different. As a result, the employees failed to adjust them with the working nature of the bank. It can also been summarized that leadership style and motivation have an intriguing association thereby, making them significant simultaneously. The aforementioned chapters have been able to identify the potential gap in terms of ineffective leadership style and motivation for Deutsche Bank that is hampering the success of the bank due to inefficient and ineffective employees. Based on the identified gap, the research aims towards providing solutions for finding ways of ushering the organization towards success.
To investigate the association between the leadership style and employee motivation for Deutsche Bank
In this section, the objectives are linked with the literature review and the data analysis in order to support the arguments of the identified gaps and justifying the issue. According to data and information gathered in the literature review, it can be said that leadership styles and motivation have positive association with each other. The information suggest that the using appropriate leadership styles highly influences motivation thereby, ushering the organizations towards success. In the literature review section 2.2 the importance of leadership has been discussed in determining the success of the organizations. From the data, it can be confirmed effective leadership is of utmost significance, as leaders help in setting a clear vision as well as provides guidance of achieving the vision. In addition to, section 2.2.1 and 2.3 highlights the various leadership styles with their distinctive characteristics and impact of employee motivation.
In addition, the analysis of theme 3 highlights the positive association between leadership styles and motivation. The study considered for the analysis states that the leadership styles needs to be selected based on the business operation type of the organizations. This is because the employees working for the organizations have different job roles and responsibilities. As a result, the needs, demands and issues varies accordingly that cannot be mitigated by using same leadership styles. Thus, the positive association between leadership styles and motivation has been proven thereby, suggesting both plays a significant role in ushering the organization towards success.
This objective is linked with the literature review and the data analysis section in order to justify the potential research gap and determine the barriers in of organizational success. According to the literature review section 2.2, it can be said that the leaders and their style plays a significant role in determining the success of the business organizations. This is because effective leadership provides an opportunity to work in association with the people thereby, guiding them to achieve success. In addition to, effective leadership guides a group a people or the employees to achieve a common goal. Thus, it can be said absence of the aforementioned qualities of leadership is one of barriers that restricts the organizations in achieving success. Employees lack motivation towards work if they lack effective leadership. In addition to, lack of acknowledging and appreciating the efforts leads to employee demotivation. Thus, the business organizations need to consider both intrinsic and extrinsic motivational factors of the employees. This fact is also support by section 2.3.2.1, 2.3.2.2 and 2.3.4 of the literature review.
In addition, theme 4 supports the impeccable impact of leadership and motivation styles for determining the success of the business organizations. The theme analyses the drop of organizational performance for Deutsche Bank in the past years due to lack of motivation and leadership styles. The theme highlights the potential reasons that have lead to the development of demotivated employees for the bank thereby, restricting the bank from achieving success by prohibiting them to provide impeccable service to the population. Thu, it can be confirmed that lack of effective leadership style and motivation are the major barriers that restricts the organization in achieving success.
After identifying the potential gaps that restricts the business organizations from achieving success, it is advisable to find solutions to the problem so that business organizations taste success. The data gathered from the literature review suggests that one of best methods of achieving organizational success is applying appropriate leadership styles by considering the business sector of the company. This is because of the distinctive nature of the job roles and responsibilities the employees have due to the operating nature of the company. Section 2.3.1 highlights the distinctive characteristics of the different leadership styles thereby, suggesting and justifying their different uses. In addition to, section 2.3.4 highlights the significant impact of both intrinsic and extrinsic motivation, thereby, suggesting the selection and implementation of the factors accordingly. Thus, another method of ensuring the success of the business organization is identifying both intrinsic and extrinsic factors that motivates the employees in accordance with the leadership styles and use them for effective employee motivation.
Based on the identified gap in the literature review and in the data analysis, the suitable recommendations for ushering Deutsche bank towards success are:
Implementing transactional leadership style: Keeping in mind the banking sector, using transactional leadership style for Deutsche Bank is recommended. This is because the use of transactional leadership style will allow the leader to emphasize on supervision, performance and organization of the individual employees. As a result, the leaders will be able to facilitate compliance for the employees by ensuring both punishments and rewards.
Identifying both intrinsic and extrinsic motivational factors of the employees: Due to distinctive nature of the employees, their needs, demands and issues also varies. Thus, identifying the requirements of the individual employees will help in determining the motivational factors distinctively thereby, developing an efficient and committed work force that will take the organization towards success. In addition, to it is essential for the leaders to analyze the better impact of intrinsic and extrinsic motivational factor for the individual employees thereby, ensuring success for Deutsche Bank.
The current research only investigates the role of leadership style and motivation towards the success of the organization. In the research, the various leadership styles and both intrinsic and extrinsic motivation has also been investigated. However, the current study fails to investigate which leadership style is appropriate for each of business sectors. Thus, the future scope of the study is to analyze which leadership style is appropriate for each of business sector and motivate the employees for ushering the organization towards success.
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No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download