At the beginning of the 70's the training in functional leadership began; it is difficult to think of a leader who does not have the ability to motivate others.
Theory of group personality and group needs:
Each working group develops its own identity "group personality"; groups share certain common needs which fall into three main areas:
- Need to fulfill the common task.
- Need to maintain itself as a cohesive social unit.
- Sum of the individual needs of the group members.
Individual needs and motivation:
These needs are inherent to the individual members of each group, they can be physical, social, intellectual and spiritual, which may or may not be satisfied with the activities of the group. Needs are organized based on priorities and spring from the depths of our common life.
Needs interact:
The three areas of need work on each other for good or bad causing the disintegration or union of the group. The interrelationship between team-task-individual factors explains the general point that each area of need influences the other two.
Leadership functions:
These functions are given within the context of a given situation, but it is agreed that the following are essential: planning, initiation, control, support, information and evaluation.
Share decisions:
It is important to define the extent to which the boss should share decision-making with others, taking into account the basic principle of motivation: «the more people participate in the decisions that affect them, the more motivated they will be to put them into practice.
The leader could be defined as a person with certain personality and character qualities appropriate to the general situation, supported by a degree of knowledge and experience, capable of guiding a group towards the realization of its purpose, strengthening it as a team.
ACL MODEL
This model is known as Action-Centered Leadership (Action-Centered-Leadership), it identifies the three main forces, task-team-individual, that act on the work groups.
Some elements of this model are:
• Focus on qualities for leadership: It is the analysis of the qualities required in leaders, its principle is that the qualities of a leader should be admired or expected in their work group.
• Situational approach or contingency theory: ACL theory highlights four points of the situational approach: situations are partly constant and partly variable, leaders personify or exemplify the qualities expected in a work group, the situational approach highlights the importance From knowledge to leadership, some people having the knowledge will never be considered leaders.
• Individual needs: They are known through the model of the pyramid of human needs and its inverse (Maslow), these needs are: self-realization, esteem, social, security and physiological.
There are some leadership and efficiency functions that appear as fundamental:
• Perfect knowledge of employees
• Eliminate the incompetent
• Know the agreements of your business
• Set a good example
• Conduct periodic audits of the organization
• Gather your main assistants to achieve a concentration of efforts
The motivation of human resources in current organizations is a fundamental issue for their development, since this motivation translates into both individual and collective development, resulting in compliance with the objectives set, which in turn will become in motivation for the members of the working groups.
Leadership well understood should not be confused with domination and the exercise of power; true leaders respect the integrity of others, a true leader must know how to awaken the enthusiasm of his collaborators.
The people who make up a work group must identify with a common ideal in order to feel comfortable and achieve the projected objectives, in addition there must be a perfect interaction between the team-task-individual factors to be able to meet the needs corresponding to each problem.
It is known that the development of people is strategically important for organizations, observing this need, they have given themselves the task of motivating their workers through plans that aim to improve their living conditions, both at the work level and at the level. personal, making interpersonal relationships with coworkers improve or setting achievable goals that bring out the best in each in search of greater productivity that benefits the entire organization. What you should look for is that employees are comfortable and meet their needs, both individual and group, from the most basic to the most developed.
Finally, it is important to mention some basic aspects that any motivation plan that is drawn up must meet, they are: self-motivation, selecting motivated people, treating each person as a unique individual, setting goals that can be achieved, creating healthy and motivating environments, offer fair rewards and acknowledge achievements.
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