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Can transformational leadership motivate employees to work harder and feel more appreciated?

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Transformational leaders build a
work environment that empower their employees in which they feel self-managed and competent
in their work (Masood,Afsar, 2017

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Emotional Intelligence and Transformational Leadership in Nurse Managers

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To be a transformational leader there are some requirements such as being
team oriented and expect others to work together to produce the best results and to be very well organized and to expect your staff to be creative (Spahr, 2017)

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Two ways of motivating individuals are by
deciding if they’re motivated by their internal aspirations, which is an intrinsic motivation, or by
providing a reward system for the staff which is using an extrinsic motivation (Pirani, 2013).

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Ways in which you can use Intrinsic and Extrinsic motivation

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Ways in which you can use Intrinsic and Extrinsic motivation

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When using an intrinsic style motivation technique, managers should focus on providing a sense
of appreciation for what the nurse does (Pirani, 2013). This provides them with a passion for
their job and gives them an appreciation for their strong work ethic (Masood et al, 2017).
An
example of extrinsic motivation is providing job promotion opportunities or days off, which has
shown to motivate employees (Qarani, 2017)

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New innovation keeps the motivation going

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New innovation keeps the motivation going

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Another
way of motivating staff is to stimulate employees by welcoming their ideas on ways to make the
work environment better (Qarani, 2017)

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Results of using a Transformational Leadership model

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Results of using a Transformational Leadership model

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When using
transformational leadership, it can provide an increase in motivation and appreciation for the
employee as well as a greater sense of satisfaction for working for the manager (Masood et al,
2017)

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Results of using Intrinsic and Extrinsic motivation

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Results of using Intrinsic and Extrinsic motivation

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Studies show that using an intrinsic
technique and extrinsic technique are the best style motivator (Pirani, 2013). Intrinsic motivation
has long lasting and self-sustaining effects on individuals and extrinsic motivation produce
changes in behavior which don’t require much effort or preparation (Vanderbilt, 2018)

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Results of using Intrinsic and Extrinsic motivation (Cont.)

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Results of using Intrinsic and Extrinsic motivation (Cont.)

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The
relationship between transformational leadership and intrinsic motivation were strongly
correlated and showed an increase in staff motivation in sharing knowledge, increase in
innovative work behavior and trusting in their leader (Masood et al, 2017).

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Process Learning: Intrinsic Motivation vs. Extrinsic Motivation

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When motivating an organization, the best practice to use is a transformational leadership
approach as well as using an extrinsic and intrinsic motivation techniques (Masood et al, 2017).
It encourages employees to innovate innovative ways to improve the work environment, become
more voluntary in providing work experiences and sharing valuable information with other
employees. Also becoming more hands on with others work related problems (Masood et al,
2017)