2.2 – There are several different leadership styles which could be used within a team, some of which are more suitable and have a greater impact depending on the circumstance. The Hershey-Blanchard situational leadership theory is based around a variable style of leadership which changes depending on the situation. According to the model situational leadership depends on three things; circumstances, maturity of the leader and their level of knowledge and skill. Within my work place this is very relevant due to the diversity of staff, the inability to predict a shift and also due to the hierarchy within the management team. A leader must vary their emphasis on task and relationship behaviours to best deal with the varying level of follower maturity.
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Maslow’s theory, the hierarchy of needs can be easily applied in any work place. The pyramid shows five stages, the top tier is known as a growth need, self-actualisation, and the lower four are known as deficiency needs. The deficiency needs motivate people while they are unmet, and the individual will grow more motivated to achieve each level as time goes on. You must satisfy all lower deficiency needs before you move up the pyramid toward the growth needs. All people are able to reach the top level however it is common for progress to be disrupted by a failure to meet lower level needs. The first tier includes food, rest and warmth. Moving up to safety needs for stability and security. Next is a need for love, friendship and trust. The four deficiency need is made up of esteem needs, including independence, respect and status. Finally leading to self-actualisation needs at the top of the pyramid, an individual will realise their own potential and seek personal growth. In the work place all of these levels of the heirachy are important. Team members are more likely to be highly performing if they aren’t hungry, cold or feeling isolated. If they feel secure in their job and they trust their management team then they will perform highly. As soon as someone begins to feel thirsty or hungry, their attention is shifted and they fall to the bottom of the pyramid again. While working in the hospitality industry is it important to understand the needs of the team so that you can monitor them, fulfil them, and maintain the productivity of the team. Herzberg similar to Maslow believed that there was a two factor theory of motivation. He believed there were certain factors a business could introduce to motivate their teams, known as motivators. However he also believed that there were factors that would demotivate people, these factors are known as hygiene factors. Team members are naturally
Maslow’s theory, the hierarchy of needs can be easily applied in any work place. The pyramid shows five stages, the top tier is known as a growth need, self-actualisation, and the lower four are known as deficiency needs. The deficiency needs motivate people while they are unmet, and the individual will grow more motivated to achieve each level as time goes on. You must satisfy all lower deficiency needs before you move up the pyramid toward the growth needs. All people are able to reach the top level however it is common for progress to be disrupted by a failure to meet lower level needs. The first tier includes food, rest and warmth. Moving up to safety needs for stability and security. Next is a need for love, friendship and trust. The four deficiency need is made up of esteem needs, including independence, respect and status. Finally leading to self-actualisation needs at the top of the pyramid, an individual will realise their own potential and seek personal growth. In the work place all of these levels of the heirachy are important. Team members are more likely to be highly performing if they aren’t hungry, cold or feeling isolated. If they feel secure in their job and they trust their management team then they will perform highly. As soon as someone begins to feel thirsty or hungry, their attention is shifted and they fall to the bottom of the pyramid again. While working in the hospitality industry is it important to understand the needs of the team so that you can monitor them, fulfil them, and maintain the productivity of the team. Herzberg similar to Maslow believed that there was a two factor theory of motivation. He believed there were certain factors a business could introduce to motivate their teams, known as motivators. However he also believed that there were factors that would demotivate people, these factors are known as hygiene factors. Team members are naturally