Motivational power and Manager - essential for the growth of a company

In any organizational  hierarchy, managers play a vital role  because  they are  the  possible  link between the subordinates and higher ups.Whatever the  higher authorities decide  about a

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company's new approach,  new products, etc, managers translate them into action with the help of people  working under them. They are the motivators in a company and the company depends on them and their power of action.

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Based on motivational factors there are three types of managers:

 01. Affiliative Manager: He is more concerned about his personal  popularity rather than promoting his company's goal.

02. The intermediate group: Here the manager sets his  goals and try to achieve them. He gives priority to his achievement and recognition.

03. Institutional Managers: These people are interested in power. Their approach is only by way of influencing people around them  so that they can get things  done. They do not depend on their own individual  achievement.

In  any  team work  power of  motivation  is  very important  and  the  success  rate among the motivational people  is very high. 

Researchers have pointed out individuals high in power and in control  are more institution-minded.

  For a  successful  manager  the following  motivational aspects are  noteworthy:

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 01. A manager should be motivated  by  personal power so that he can create greater team spirit.

 02. Managers motivated by personal power may lack discipline to build an institution. But their subordinates will be more loyal to them rather than to the institution.

03. Affiliative manger, who is on good terms with his subordinates is  useful to an organization in certain situations.  Affiliation alone won't work

04. Managerial style is  an important factor. That is expression of their power and approach in a democratic way,  not showing any partiality.

05.  A successful manager should have good work ethics that will keep morale of his subordinates high.

06. Another important matter is a manger should take more interest in the personal needs of his subordinates, rather than getting things done by his team. This will help develop  mutual respect between them.

07. In any matter  of  dispute  or  contradiction, a manager  should  have  fair  judgement. Giving a biased opinion in a simple conflict of interest in a team is either good for the team or for the organization.

08. Authoritative or coercive methods in dealing with team mates will not work and the result will be zilch.

09. Best managers possess two important traits that act as regulators -  greater emotional maturity where there is no room for egotism and secondly democratic coaching managerial skill.

10. So, for a good manager,  greater motivational power  than  affiliation and  inhibition is very important.

When managers approach their co-workers with a sense of understanding and  motivational power with out arrogance, definitely they can motive the workers to be more productive which is good for an upcoming corporation. 

Ref:

Power is the great motivator by David C.McClelland & David H.Burnham. Harvard Business review, January, 2003