Enacting Spiritual Leadership in Business

Question: Discuss about the Enacting Spiritual Leadership in Business. Answer: Introduction: Each and every organization irrespective of the fact whether it is a local or international organization is fuelled by the employees who work behind it. The fact that the employees are offered salaries for individual and group services for their work is simply not enough. The organizations have identified and realized the need for compensating the inadequacies of the environment of work for their employees. The best method that can be possible used to achieve these objectives is motivation (Galanou Farrag, 2015). Motivation can be defined as the process that accounts for the direction, intensity, and persistence of efforts towards achievement or objectives. Motivation occurs when an individual counters a specific instance or situation that stimulates the drive of the individual to achieve something. As per Klaus Fernando, the employees need motivation as it provides them many reasons to work dedicatedly except for the financial aspect that an organization has to offer to the employees as fixed salaries (Klaus Fernando, 2016). Creating motivation by understanding the behavior of the employee would give the employees a boost to work in the orientation of the organization. This indirectly enhances the profitability of the organization. Theory of Goal setting The goals setting and motivation theory of the research of Dr. Edwin A. Locke is considered among the top theories of management. This theory states that setting of goals and task motivation is integrally associated to the performing of the tasks. It further states those specific and demanding goals along with the appropriate feedback better and more efficient performance of tasks. Swanson Frederick said that the goals and objectives give direction to an individual regarding what to be done and to what degree efforts are to be put in (Swanson Frederick, 2016). The prominent features of the goal setting theory are reflected in the context of creating motivation in the environment of work. The main source of motivation is employees should have the willingness to work in orientation towards the achievement of the objectives and goals of the organization. It is also observed in organizations that specific, clear and challenging goals prove to be greater factors of motivation than the generalized, easy and vague goals. While creating motivation in the environment of work, clear and specific goals shall lead to better performance and greater output. On the other hand measurable, unambiguous goals that are designated to be completed within a deadline avoid misunderstandings in the work environment. It is further observed that appropriate feedback of the results has a direct implication on the behavior of the employee which leads to the contribution of better and efficient feedback that the cases where feedback is not provided. As per Syed, et al, providing feedback to the employees in the work environment of an organization facilitates a medium of attaining reputation regulations or handling of difficulties in of goals and making clarifications (Syed, et al., 2016). It assists the employees to work with an increased involvement that leads to higher satisfaction in the job. While creating a motivating environment at work, it is required to create and assign goals that are challenging and realistic. This will give the employees a feeling of victory and pride when he achieves the goals. This automatically motivates the employee to prepare himself for attaining the next higher goal (Swanson Frederick, 2016). To create a motivating environment at work, it is to be kept into consideration that the more challenging the objectives, aims, and goals will be, the greater the rewards will be along with the creation of more passion. The Leader who takes the Team Forward The goal setting theory can find relevance in the leadership role played by Catherine Crowley, Director of People and Culture at Swisse, Australia. For the creation of motivation at work environment along with the setting of goals in the organization, it has been researched that there are instances when the industry cares deeply about its employees and lets them to have the best of work experiences in the organization. As per Syed, et al, being in the position of Director of People and Culture, she had decided to overhaul the culture of the organization when the company saw the reduction in its profits (Syed, et al., 2016). The leader believed that culture is feed by leadership and leadership that is desired in the organization is dictated by the culture. The leadership at Swisse has been very efficient in motivating its employees with its own strategies and implementation of goals setting in its own fashion. It no longer remains as a mere instance that the employees at Swisse make use of the polite and positive language so as to motivate the employees (Swanson Frederick, 2016). Instances of creating a motivating environment in the workplace include the substitution of the words such as team " for the employees or staff, "problem " for the challenge along with using words like "improve", "learn" and "grow". The employees are also given targets and deadlines to meet which is providing them with the competitive environment and motivation to work for their benefits. Importance of Leadership It is very important in leadership to include the motivation in an organization as without it the contribution of a leader to the organization is incomplete. According to Klaus Fernand, the aspect of leadership is to combine the goals of work with the goals of the employee. So as a leader, motivation of employees is an integral aspect of making sure that the goals of work are in alignment with the goals of the work. A leader also needs to understand the factors that motivate each employee (Klaus Fernando, 2016). As a leader, the best thing to do is to motivate the employees in the organization. For instances, at Woolworth has integrated engagement of employee by establishing a culture that is motivated by performance in an organization. This has increased the accountability and helped in recognizing, managing, and rewarding the employees whose performances are aligned with the objectives of the company. This has simply been achieved by inculcating motivation in the work environment of Woolworth. Motivate the Employees and See the Result In this report, the discussion regarding creating motivation in the work environment is done. The meaning of motivation and the importance of creating a motivating environment in a workplace is emphasized. The need for motivating the employees and its implications on the business of any organizations is reflected. The relevance of goal setting theory and how to organizations can implement the techniques of goals setting theories to achieve effective outcomes in the organizations are reflected (Galanou Farrag, 2015). The theory of goal setting refers to the setting of objectives and goals for the employees so as to promote a competitive environment in the workplace which would motivate the employees to give better performances. This will directly get reflected in better productivity of the organization as a whole. The role of leaders and leadership is very important in creating a motivating work environment for the employees. The instances of integration of motivation in the work environment and leadership are illustrated. Conclusion: It can be said that creating a motivation work environment is essential in any organization. The researches have shown that motivation has direct implications on the performance of the employees as well as the overall productivity of any organization. Organizations have realized the importance of motivation in their environment and have been implementing different methods to achieve these objectives. References Galanou, A. and Farrag, D.A., 2015. Towards the distinctive Islamic mode of leadership in business.Journal of Management Development,34(8), pp.882-900. Klaus, L. and Fernando, M., 2016. Enacting spiritual leadership in business through ego-transcendence.Leadership Organization Development Journal,37(1), pp.71-92. Swanson, D.L. and Frederick, W.C., 2016. Denial and leadership in business ethics education.Business ethics: New challenges for business schools and corporate leaders, pp.222-240. Syed, R., Bandara, W., French, E. and Stewart, G., 2016. The status of research on leadership in business process management: A call for action.