Fundamentals of leadership

Throughout history, there has been a great debate about whether leaders are born or made.
They do. What seems to have consensus is that leadership styles are modified in the
As the needs of humanity change. Although this trend is becoming established,
the fundamental or existential qualities of a leader are preserved. Starting from the concept
Contextually, it can be said that leadership is the process of influencing other people, supporting them.
to work enthusiastically towards achieving common goals and objectives. The interests of a
leader increases as the group's objectives become more complex and broad, due to this it is the
importance of their choice. The leader is an instrument of the group to achieve its objectives and, their
personal skills are valued to the extent that they are useful to the group, perceived by the
group as necessary to achieve the goal. One of the fundamental bases for which it
choosing a person as a guide, leader, or role model is to exert greater influence on the
activities and in their organization. Some questions regarding the profile of a leader
What are those existential qualities and what are the competencies required for a
high-level leader to maintain the competitiveness of an organization? This will be the point of
part that motivates us in the study of this first module.

CONCEPT OF LEADERSHIP

Most of those interested in the basics of leadership focus on studying in detail

the characteristics of this element (such as initiative, perseverance, creativity, patience,
character; among other attributes), instead of focusing on what the concept represents and on
what can be applied. There is no valid definition of leadership for everyone; in
reality is a very complex term because it takes into account many aspects of personality
of an individual. Currently, there are various authors who have contributed their own theories to
the elements of management. Citing some of them, they are contained in the following concepts:
Leadership is the influence of one person over another or over a group according to a certain
situation and is applied through the process of human communication in order to achieve objectives
specifics." "Leadership is the process that occurs between a leader and their followers through
influence, for achieving corporate objectives, instilling change.” “Use of influence,
in an organizational scenario or situation, which produces significant effects [...] on achievement of
difficult objectives" Generally speaking, and in accordance with what these indicate
Researchers can affirm that leadership is the capacity and ability to influence.
to inspire other people to achieve business or personal goals. This ability is
defined by the situation being experienced.

The 5 concepts about leadership

Warren Bennis, one of the world's authorities on leadership and author of

books such as: "How to be the best leader", "Leaders", "Strategies for leadership

effective," he said on one occasion that "leadership is the most discussed topic in literature

of management and at the same time the worst understood." Every year, it is written

multitude of books on the topic that we still do not fully understand.

In summary, what should be understood as Leadership is developed in five

(5) concepts:

Creative leadership (vision):

It is important for the company to be clear about its reason for being: where it is and where it wants to be.

What is your vision?

What it treasures and what its limitations are. The direct vote must have a great

ability to anticipate scenarios and outline the course and strategy to follow. Like
Seneca said: 'There is no favorable wind for those who do not know where they are going.'

2. Emotional leadership (seduction):

It is not enough to be clear about where the company is headed; the manager must be

able to convey it. Knowing how to give messages great emotional content and that

I reached each one of the members and corners of the organization. Every leader who deserves

this qualifier is obliged to be a seducer, someone capable of exciting with what

says and how it says. It must be able to sell the company and the project very well both

outward (customers) as inward (employees).

3. Technical leadership (execution):

Words are inspiring because they evoke a better future, but what is decisive is

Actions. Vision without execution is hallucination. Leadership is the ability to convert

dreams into realities. Without results, there is no leadership. Or as Confucius said: 'A man

of virtuous words is not always a virtuous man." Beautiful words, yes, but

as long as they are accompanied by facts. At a press conference, the coach of F.

C. Barcelona, Pep Guardiola, was asked how long he would last on the bench.
And I answered: 'If I win, I will last a long time; if I lose, not long.' It cannot be summarized in a way

clearer.

4. Human Leadership (people): Results can be achieved in two ways: without having
counting the people or taking them into account; crushing them or getting them to

develop simultaneously with the organization. The first yields short-term results because the
There are foods that need to be eaten, but their sustainability is questionable.

Sooner or later, when people are not treated with dignity, they end up emigrating. They do not
try to be gentle, but to combine demands with tact, discipline with affection, straightness with
generosity. One should not fall into 'nepotism', but professional relationships must always be
be based on respect, dignity, and professionalism. Authoritarianism is the weapon and the

instrument of the weak and insecure. The true leader seeks to connect with people,

negotiates and manages conflicts permanently, which is why Emotional Intelligence

It is your key tool. 90% of direct success is Emotional Intelligence.

5. Ethical leadership (values). Ethics is inherent to the concept of leadership, although some
pass high. Professor Fernández Aguado explains this issue with great sharpness. One thing is
the

technical leadership (dragging people) and another ethical leadership (leading towards valuable objectives).

The true leader is the one who does good well; that is to say, does things correctly (technique) and
In addition, it does the right things (ethics). In this club are Gandhi, Mandela, or Mother Teresa.
Others are simply experts at doing evil well; they have great technical leadership but
they lack any ethical reference. Here fit Hitler, Stalin or Lenin.

Without ethics, one cannot speak of Leadership; we will talk about mobsters, fixers, Machiavellians
businessmen for whom the end justifies the means, unscrupulous people who are mercenaries of
money... but not from Leaders. A leader is one who, in addition to achieving results, respects the rules
of the game, both written and unwritten. But it must be said: Being ethical in the world of
The company (and in life) is not so simple: firstly, because it is not easy to define and delimit ethics.
(there are many gray areas); and second, because in every human being there is a dark side and less
kind, as circumstances and environments can bring to the surface. Talking about ethics from the
Pulpit is easy; putting it into practice is much more complicated.

ESSENCE OF LEADERSHIP

Leadership is constantly associated with concepts such as power, authority, and

politics, but the student should not be confused; since despite the fact that these terms are

they are linked by the degree of influence over people; the first controls

decisions even if there is resistance involved. In fact; leadership is a type of

power. Politics applies power and authority to achieve what is desired. The latter

is legally established, unlike the previous ones, that arise from the

qualities, skills, and attitudes of people.

From the above, it follows that it is not leadership:

The authority established contractually, which is exercised at the moment of the

action.
The power that excessively abuses people and the activities they carry out.
 cable.
Political actions that seek the convenience or well-being of a single individual, without
think of others.
Leadership influences other people, but in a positive way, taking advantage of their abilities and
orienting them towards achieving the goals of any company or personal life. The true
essence begins to form from a single person who wishes to change and improve what they see
around them and who, in turn, has skills, influence, and charisma to transform,
to motivate and inspire others to achieve the established goals; as indicated by Alfonso Siliceo
Aguilar; in his book Leaders for the 21st Century: "to be a leader is to influence people for the achievement of a
determined end, which is valuable for the organization." This sentence summarizes that essence on the subject.
which consists of:

If there is positive influence, there is leadership, even if there is no hierarchy, title, or power.

Hierarchy, title or power, and there is no positive influence, strictly speaking, there is no leadership.

If there is positive influence, and there is also hierarchy, title, or power, the phenomenon of leadership is
greater strength, completeness (sic) and results. Gandhi was a character who had none.
of these formal degrees, but their values and influence achieved the liberation of India from
British Empire. So what is influence? What is charisma? What are values?
requires analysis to effectively understand the essence of leadership. The word
charisma refers to a set of talents and creativity that a person possesses, and that are
employees to grow and help others grow. Influence should be regarded as a term
positive, because most of the time it is used as a synonym for manipulation or
conditioning. Respect, love, value, have faith, channel, unite, and visualize are attitudes
considered as part of the positive influence. Values imply certain principles that
regulate the behavior of human beings.

They are acquired at home, with the family, and are ratified during student life. They are applied not
not only in that stage but also in professional life. Among these values are the
honestdad and respect; their essence is not affected in another space or time.

The three concepts previously stated: influence, charisma, and values, confirm

the true essence of leadership.

LEADERSHIP STYLES

Exercising a leadership style in business life does not guarantee that the choice will be the

better: one can come to exercise another, according to the circumstances or the

problems that administrators, owners, or directors will face

businesses. There are theories in which the explanation includes, implicitly,

classification of leaders.

Let's look at the following positions of leaders:

In summary, the autocrat is the one who makes decisions and imposes their authority.

constantly to all its employees; the democrat; takes into account the opinion

of

their collaborators, even when deciding to do something new and, lastly, the leader

gives free rein to subordinates to act in the way that best suits them,

because I have absolute trust and I know that without that human factor, the

the company would not operate successfully.

This arrangement may present variations; such is the case with the paternalistic autocrat or

benevolent; under this classification, it describes those who make decisions, but

also to those who enjoy hearing the opinions of employees.

In any case, the application of the style will depend on the situation or the contingency.

that exists at the time of exercising it.

Other common leadership styles in organizations are:

Bureaucratic leadership:

Bureaucratic leaders do everything by the book. They follow the rules.

rigorously and ensure that everything their followers do is accurate. It is

a leadership style very appropriate to work when there are serious risks

safety (such as working with machinery, toxic substances, or hazardous weight)

or when large sums of money are at stake.

2. Charismatic leadership:

A charismatic leadership style is similar to transformational leadership because

these leaders inspire a lot of enthusiasm in their teams and their very

energetic leaders when driving others. In any case, charismatic leaders

tend to believe

more in themselves than in their teams and this generates problems, and a project or the organization
the entire could collapse the day the leader leaves the company. In

the eyes of the followers, success is linked to the presence of the charismatic leader. 3.

People-oriented leadership or relationship-oriented leadership: It is the opposite of

task-oriented leadership. With people-oriented leadership, the

Leaders are completely focused on organizing, providing support, and developing their teams.
It is a participatory style, aimed at empowering the team and fostering creative collaboration. In
In practice, most leaders use both task-oriented leadership and leadership.
people-oriented.
4. Natural leadership:

This term describes a leader who is not formally recognized as such.

When someone at any level of an organization leads simply by

satisfy the needs of a team, is described as a natural leader. Some people

they call servant leadership. In many ways, this form of leadership is a way

leadership democracy because the whole team participates in the decision-making process

decisions.

Those who support the natural leadership model say it is a good way to

I work in a world where values are becoming increasingly important. Others

They believe that in highly competitive situations, natural leaders can

losing weight by other leaders who use different leadership styles.

5. Task-oriented leadership:

Highly task-oriented leaders focus only on getting the work done.

have been fulfilled and they can be a bit autocratic. These leaders are very

good for defining the work and the necessary roles, organizing structures,

to plan, organize and control. But they don't tend to think much about the

well-being of their teams, so they have problems motivating and retaining their

collaborators. 6. Transactional leadership:

This leadership style is born from the idea that team members

they agree to completely obey their leader when they accept the job. The
transaction is the payment in exchange for the effort and acceptance towards the tasks that

the leader gives you. The leader has the right to punish anyone they consider that their work

it is not as he wishes.

Transactional leadership is a type of management, not a true style.

of leadership, because the focus is on the execution of short-term tasks.

Transformational Leadership:

Transformational leaders are considered the true leaders by

most leadership theorists. They inspire their teams in a way

permanent and they transmit their enthusiasm to the team. In turn, these leaders

They need to feel supported only by certain employees. It is a one-way street.

emotional turnaround.

That is why many organizations have to function both with the

transformational leadership as with transactional leadership.

Transactional leaders (or managers) ensure that the routine is carried out effectively.
appropriate, while the transformational seeks new initiatives and to add value.

Decision Making

Another important element of management that is closely linked to leadership is

precisely decision-making; which can be interpreted as the correct choice between

various alternatives. The decision involves a way to achieve a specific and desired purpose,
agreement with what is known in more administrative terms as planning. There are two positions
of decisions:

a) Programmed or structured. They are basically routine and repeat.

constantly. An example is the suggestions and complaints box in any business. The

The follow-up of this communication between the client and the company is usually the same.

It forms all the time.

b) Unscheduled or unstructured. They focus more on situations that are not of

routine, that they are innovative or truly complex. In this case, there is no

concrete procedure to solve certain problems whose solution is unknown

almost entirely. For example, in the teleconferences that are occasionally held

some executives with their closest collaborators to reduce certain costs of

operation, it may happen that at the moment of transmission, there is a failure in the

system and postpones the meeting or assembly.

To make decisions, one must follow a certain rational process or procedure, which
The following is detailed:
a) Identify and define the problem: Making a decision implies that there is a problem, and in
At times, the most difficult thing is precisely the analysis and understanding of it. Many times it is not
make a correct diagnosis of the problem, which may result in this
confuse with a symptom. It may be that an organization claims that its problem is the decline of
sales, when it is a consequence caused by the low morale of the human resource.
It is there, in that area, where you have to define the issue.
b) Establish priorities: It is about ordering the problems to be solved according to the criteria
that they have for that purpose. In case of having very complex situations, they must be resolved.
immediately, because the more difficult, the greater the consequences for the company.

c) Consider causes: Finding the causes of the problem helps to define it better. The
Organizations face great challenges regarding this issue, as the larger they are, the more
more difficult to determine the causes.

For example, it may happen that in a bank many people withdraw their money and when the manager
I asked the customers about the reason, and they told me that the cashiers or executives are not.
very kind. Finding similar initiatives helps to resolve the situation.

d) Develop possible solutions: This is the step prior to decision making and is very
It is important to carry it out. During this step, a list of possible options should be drafted.
solution alternatives.

e) Evaluate the solutions: It can be carried out in a quantitative or qualitative manner; that is to say;
They can weigh each of the solutions or simply analyze advantages and disadvantages.

f) Select: It is the time of choice. If what is qualified in the stage is taken into account.
previously, it is important to remember that any decision is a means to an end, for
the selection of a single alternative should not be made in isolation, but rather be a process
dynamic to avoid making mistakes.

As a final point to this procedure, the chosen solution must be implemented and given a
forced follow-up that ensures positive results. This decision-making process, to which
contemporary leaders face is applied consistently over a long period,
to guarantee success in management, in what is called strategic planning.

COMMUNICATION AS A LEADERSHIP TOOL

Communication is the process of giving and receiving messages through various formal and informal channels.
Informal. Communication is very important in our days, not only in personal life, but
also, in the business world. Certain rules must be followed, especially by the leader, in order to
achieve highly effective communication, only in this way is it possible to influence the
others and achieve results. Leadership does not act alone; it uses techniques such as motivation and the
empowerment. Combined, they constitute an excellent information system
in companies. This module outlines the steps to achieve communication
constructively with their respective feedback. Personal relationships are also analyzed and
its relationship with leadership. The analysis continues with the proposal of the styles that should be
Consider a leader to resolve conflicts by applying the flow of information. Finally, it
state the way in which a leader can motivate their collaborators, according to the most
important theories and the analysis of empowerment in individuals and team members.

Here are some concepts about communication:

In summary, it is about the process of exchanging information that takes place between two or more
people; it conveys a message, the meaning of which represents the most important aspect of that
conversation.
Communication and leadership How are communication and leadership related? Most of the
time, all the managers are communicating; when a leader seeks to influence their
Collaborators use communication, in this way a positive relationship is created.

Both sending and receiving messages are considered part of communication.

leadership. Some definitions of leadership are based on communication. There are
leaders who, by putting ethics and integrity into practice, manage to communicate openly and
honest. The personality of each leader is related to the type of communication.

communication that is used and varies according to particular styles; for example: the leader
the autocrat uses communication in the downward sense; the democrat in both senses,
liberal is based on information to motivate its people. Lee Iacocca, former director of Chrysler and
who is credited with saving the company from bankruptcy, stated:

It is the process of transmitting information and meaning.

It is a transactional process, meaning it involves an exchange in which both the sender

how the receiver determines the meaning of the communication.

It is the process by which meanings are created and shared in a conversation.

informal, in group interaction or in public speeches.

The most important thing I learned in school was how to communicate.

interpersonal: All people need to communicate constantly, whether for matters
personal or work-related. They can be carried out in the following ways:

Verbal or non-verbal, it can be through speech or mime. Intentional transmission.

unintentional reception. The message can be transmitted rationally and consciously;
while the receiver can give another interpretation to the data.

Formal or informal. Its origin can be because an organization requires it or because they are used.
informal networks (like rumors).

Ascendant, descendant, and lateral. It is transmitted from the most operational levels to the
higher hierarchy or vice versa. The lateral exists because communication is carried out in a way
ordered, always seeking efficiency, clarity, and quality of the message. These flows of
information would not take place if there were not certain relationships existing beforehand and
behaviors of the human being. It is necessary to know whether they are personal or impersonal; to
each of them has specific communication skills that help to strengthen and
maintain human relationships. Therefore, the following category is established:

Relationships with acquaintances with whom one interacts in an impersonal manner. One knows their
name, but they only talk to them when there is an opportunity.

Relationships with friends. They are voluntary exchanges, in which, over time and through the
constant meetings lead those involved to develop a more personal relationship, which is why
there is a more promising communication. Friendships can vary according to the
There are those from clubs, from work, that date back to childhood or are formed by neighborhood.
Relationships with close or intimate friends involve the people between whom there is a high
degree of commitment, trust, and enjoyment. These groups are the ones that coexist and communicate.
daily due to that interdependence. Relationships with family. Those involved
they regularly communicate daily, and there is a high degree of commitment to keep the flow
information.

RULES FOR CONSTRUCTIVE COMMUNICATION

Administrators always use the communication process to send messages of

personal, telephone, and written form. An example of these forms of communication is the
instructions. The way those instructions are sent will depend on the level of motivation and
worker satisfaction and the leadership ability of supervisors. Before sending
any information will have to follow certain rules or guidelines:

a. Plan the message: First, you must establish the purpose of the information, analyze what
the person it is addressed to and verify the channels to be used for transmission. The leaders use the channels.
oral for more complex messages; and written for the simpler ones.

Media can also be combined in those important messages that employees

they need to understand and attend. It's important not to speak quickly when holding a
conversation by phone or in person. The following steps are useful:

Generate empathy, define the objective of management, convey the message: deadlines, dates,
etc. verify that the receiver has learned,

b) Communicate in writing: The use of these skills is more important than ever, as they
they have expanded with the use of the internet the emails and in general, the technology of the
information. There are simple writing tips that many leaders have found helpful.
results; among them: create a draft of what is going to be written, taking into account the
purpose, the facts, and the summary of the main points.

One must write with brevity and simplicity, always thinking that what is being carried out is a
communicative process and not a way to impress the receiver. Each paragraph must have
an average of five sentences; each sentence should average words. It is advisable to write
using active voice (I recommend that...) and not passive voice (it is recommended that...). Finally, it...
you should correct the writing as many times as necessary and review it with the correction tool
spelling and grammar of the computer.
c) Receive the messages. Leaders must listen, be patient, pay attention to others and
avoid distractions. It is important not to let the mind wander on personal matters.
They shouldn't rush to conclusions from the very beginning of the conversation. They must
observe the non-verbal messages, take notes if necessary and ask if it is about
a difficult topic. Eye contact and facial expressions are useful to make the other person understand.
person who has correctly heard the information.
RULES FOR FEEDBACK

Feedback is the process of verifying messages and determining whether they are being fulfilled.
the objectives. In general terms, it is the response to the message sent by the sender. If this
The response is given with sensitivity, it will help the other person develop a more detailed definition.
exactly of herself and can increase openness in a relationship. There are three skills to
feedback of this type: praise, describe the behavior, and criticize
Constructively. Feedback is an important part of leadership communication: the
The simple act of paraphrasing, asking questions, or commenting is indicative of the process being
carrying out, as this way it is verified whether the message was received correctly. The
Correct paraphrasing occurs when the receiver expresses the message in their own words. This
technique and develop questions, helps to check the fidelity and understanding of the message. All
A leader can also be measured in their performance through objectives, so through the
leader, feedback plays an important role during the supervision of the scopes. To the
feedback, it is also known as criticism.

Depending on some of the personality traits of each leader, it will determine whether or not they accept.
the criticism that is made to them. It has been found that those who resist feedback are the
people who need it the most and those who are more insecure minimize it to the point that they don't
they take it into account; especially if it concerns their weaknesses. If one wishes to improve performance,
We must listen to all types of criticism, not become defensive; in this way we will be
opening opportunities for a successful career. Feedback will always be a means
to improve. Every person who transmits information always assumes that there is a
understanding between both parties. People do not usually ask and the opportunity to put
In practice, feedback is lost. The reasons why people do not question are:
ignorance, the fact that others think they are really ignorant, they don’t like to admit it
to evidence the sender (in case they notice that they are wrong). Below is a list of
four guidelines that are very useful for obtaining feedback:

Ask questions

Stay open to feedback

Being aware of non-verbal communication

Resort to paraphrasing

COMMUNICATE TO RESOLVE CONFLICTS

In personal and organizational life, conflicts are always present and can be defined
as the set of differences or obstacles that can arise between two or more people. The
the leader's work can have several options, but above all, they must use communication to
solving them. Managing conflicts is one of the qualities of a good leader and their success
It will depend on the capabilities you have to solve them. It is possible that the leader adopts any.
of the following styles:
Evasive

Whoever resorts to this style is someone who tries to study the conflict passively instead of
to seek a solution to the presented problem. When fleeing from a conflict, it is manifested
a non-cooperative stance and the problem can become much bigger, until both
parts lose. The advantage of this style is that relationships are maintained and its disadvantage
is based on the fact that the conflict is never resolved. Leaders resort to this style when it is a
insignificant problem, when the search for a solution would be harmful to another relationship of
greater importance and if both parties are expressing many emotions that could lead to the
physical aggression.

Complacent

Administrators who resort to this style are just trying to solve challenges by yielding to the
another part. This style is cooperative but not assertive. In this way, one part wins and the other
loses. The advantage of this way of acting is that good relationships are maintained and your point
On the contrary, the accommodating person may have a better solution in mind that they do not provide.
to know. Over time, it can happen that one person constantly takes advantage of the other.
this style should be resorted to when the matter under discussion is not important for one of the
parts; when an individual likes to be a follower and has little time to solve
The problem. The most important thing is to maintain cordial relationships.

Tax
This is an aggressive style to resolve differences in organizations. Those who use it
they are capable of anything in order to obtain personal benefits, even at the expense of the
needs of others. They can exercise their authority through threat and
Intimidation. This situation creates a scenario where one person loses and the other wins. The main
The advantage is that better decisions are made, instead of reaching negotiations; its downside
is based on the fact that over time hostilities and resentment are produced, which affects relationships.
human beings deteriorate. This style can be used in important problems when there is little
commitment of the people to reach a purpose or when it is not essential to maintain the
relationships and the problem is urgent.

Negotiator

This is considered a high commitment style, both parties reach common conclusions.
that can benefit equally. When this mode is used, there is assertiveness and cooperation,
a win-win situation is generated. The advantage is that the conflict is resolved quickly,
the working relationships are maintained; the drawback is that sometimes the result may
be counterproductive for not having made better decisions. The abuse of this style can
make employees and collaborators ask for double what they usually request. It is advisable.
use it when there are difficult situations; both parties have the same power and time
urgency. The solution is temporary.

Collaborator
It is called problem-solving style and in this case, the aim is to resolve them in a
assertion so that both parties win. The collaborator is always willing to
change, if in doing so it finds more suitable solutions. This cooperation is accompanied by
an excellent open and sincere communication. The advantage that this style offers is that through
the appropriate behavior finds the correct solution to the conflict. The disadvantage is that
greater skills and efforts are needed to provide more benefits to the individual, to
group and organizations. This modality can be used when there is a problem.
important, but it needs an optimal response; it is also appropriate if people prioritize
his interests to those of the generality, time is arranged, they want to maintain relationships and it
what is being tried to resolve is a conflict between colleagues.

Of all these styles, the most difficult to use is the collaborator, but it depends a lot on the
group leader skills to reach an appropriate solution and a selection of the situation or
problem. Good leaders always use their communication skills to seek the
appropriate solution to the conflict that is occurring in organizations; generally
They strive to maintain a cordial and friendly relationship among people, which constitutes a great challenge.
One of the important attributes of any leader is their ability to mediate between two parties that...
they have a problem: generally, it is when their intervention is required, they have to
interview the two people or groups separately, until forming a board.
Subsequently, the leader has to act as a judge, preventing the policies from being violated.
business and making both positions manifest. Its function also includes
propose alternative solutions, establishing agreements even in writing and giving
follow-up on the situation. In this way, the true role of the leader in solutions is summarized.
of conflicts and it synthesizes the way it uses communication as a tool of
change.

INDIVIDUAL COMMUNICATION AS A TOOL FOR MOTIVATING AND EMPOWERING

The set of forces, desires, and dreams that drive a person to achieve their goals is
known as motivation. The situations in which power is delegated to people and they are granted a
a high degree of independence to achieve goals, is what is called empowerment
(empowerment). Both are considered contemporary administrative techniques that
they help and strengthen human relationships within companies; their application makes it possible
that most of the goals are achieved.

In the following section, the relationship between leadership and motivational theories will be studied.
the way leaders apply empowerment, mainly in their teams
self-managed. Individual communication will also be implicitly analyzed. The role of
Leader, in this case, is to select the most important theories on motivation and use them.
own communication skills to ensure that people feel stimulated during their
job performance. Everyone knows Abraham Maslow's theory of needs; that
it refers to the satisfaction of human needs, starting from physiological ones to reach
self-actualization; but how do leaders motivate employees, under this theory? The
The answer is simple, it is always recommended that leaders meet the needs of order.
inferior so that they do not negatively impact the motivation process. When the
leaders use Frederick Herzberg's two-factor theory (extrinsic motivation and
intrinsic); they do so through salary and other maintenance factors, until the employee
he feels satisfied with the economic factor. Once the purpose is achieved, one proceeds to the
enriching work by making it more interesting and with great challenges. Many companies
They use this system, including: Motorola, Polaroid, and IBM. Practice the theory of expectations.
In companies, it is a difficult task for leaders, because it only works for certain ones.
contexts. This theory greatly depends on the self-control that the employee has to master their
destined to channel their efforts towards that goal; some

people can help by fostering certain conditions, but it all depends on the person to whom it is directed.
that one wants to motivate, since the leader cannot instill self-control. Through the theory of
Reinforcement, many companies (like 3M and Frito-Lay) have managed to increase their productivity.
above the norms and the level of efficiency; and they have also managed to improve punctuality
of the workers. These organizations have implemented a rewards system.
recognizing the needs of their employees. Part of the efficiency lies in that the leaders
They never let a day go by without a sincere compliment, nor do they refrain from talking to him.
employee about mediocre performance. Equity theory is a bit more difficult to
to implement for the leaders, but it is not unattainable; to carry it out, it only requires
a thorough study of the competition, analyzing positions, their activities and the
rewards that each of their workers receives. In this way, it is possible to establish the
equality in the organization of interest. The executives who practice it start with the theory of
the two factors, which advocate intrinsic and extrinsic motivation. In the case of the goal path, the
leaders who know the trajectory of each job position in their organization are the
true mentors or those who directly support their employees to grow within
the company and achieve the desired goals.

Each leader, using their method of communication (oral or written), can reach large audiences.
business results, adequately motivating their workers.

References

[Link]
Business [Link]

DIPLOMA IN LEADERSHIP AND PRODUCTIVITY DIDACTIC GUIDE 2- COMMUNICATION AS

LEADERSHIP TOOL. POLYTECHNIC UNIVERSITY OF COLOMBIA