Leading and Motivating a Team Effectively
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- Date Submitted: 11/23/2015 09:30 AM
- Pages: 8
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1.1 Explain the importance of the team having a common sense of propose that supports the overall vision and strategy of the organisation
Leaders draw people into a shared sense of purpose by creating a distinctive well-crafted and compelling vision of the organisations future.
This is done in the following ways:
1. High levels of employee engagement
A sense of purpose leads employees to feel motivated and committed to the organisation.
Employees in organisations with a strong sense of shared purpose find their work to be absorbing and meaningful. They are also more satisfied with their pay and want to stay with the organisation. Developing a shared sense of purpose drives employee engagement.
2. A strong sense of community
A shared sense of purpose is a strong force that enables people to work collaboratively to achieve the organisation’s goals, rather than developing their own position at the expense of colleagues. This sense of community can be expressed through shared values and interests, which go on to heighten the shared sense of purpose.
3. Effective teams
Leader managers must instil a strong sense of shared purpose in their team for them to be fully effective. They must foster a sense of purpose both ‘locally’ in the team and ‘globally’ within the organisation as a whole, People are then aware of both with their team’s goals and those of the organisation. The shared sense of purpose enables distributed leadership.
Employees need to feel a sense of purpose for being at work - a motivation to work for somebody else and to remain committed every day. The public sector is often hailed as a flagbearer for getting this right, as it naturally attracts employees who want to make a difference to the wider community. But the private sector can achieve the same level of commitment from its employees, as long as the company’s values and purpose are clearly defined and communicated. By understanding and believing in what the company stands for, seeing the...
Leaders draw people into a shared sense of purpose by creating a distinctive well-crafted and compelling vision of the organisations future.
This is done in the following ways:
1. High levels of employee engagement
A sense of purpose leads employees to feel motivated and committed to the organisation.
Employees in organisations with a strong sense of shared purpose find their work to be absorbing and meaningful. They are also more satisfied with their pay and want to stay with the organisation. Developing a shared sense of purpose drives employee engagement.
2. A strong sense of community
A shared sense of purpose is a strong force that enables people to work collaboratively to achieve the organisation’s goals, rather than developing their own position at the expense of colleagues. This sense of community can be expressed through shared values and interests, which go on to heighten the shared sense of purpose.
3. Effective teams
Leader managers must instil a strong sense of shared purpose in their team for them to be fully effective. They must foster a sense of purpose both ‘locally’ in the team and ‘globally’ within the organisation as a whole, People are then aware of both with their team’s goals and those of the organisation. The shared sense of purpose enables distributed leadership.
Employees need to feel a sense of purpose for being at work - a motivation to work for somebody else and to remain committed every day. The public sector is often hailed as a flagbearer for getting this right, as it naturally attracts employees who want to make a difference to the wider community. But the private sector can achieve the same level of commitment from its employees, as long as the company’s values and purpose are clearly defined and communicated. By understanding and believing in what the company stands for, seeing the...