狀況適合性에 있어서의 리이더쉽과 動機의 相關性 硏究 = The Relationship Between Leadership and Motivation in Contingency Theory
저자
朴永奉 (商經大學 經營學科)
발행기관
嶺南大學校社會科學硏究所(The Institute of Social Science Yeungnam University)
학술지명
권호사항
발행연도
1989
작성언어
Korean
KDC
304
자료형태
학술저널
수록면
279-313(35쪽)
제공처
소장기관
The purpose of this study is to clarify the relationship on leadership and motivation in the Contingency Theory. This theory deals more on the relationship between organization and situation.
The basic idea of the Contingency Theory is that situational elements of environment or technique and the suitability of the characteristics of organization influence organizational effectiveness. Since an organization aims to successfully achieve its goal, an organization must apply itself to the situation. However, such analysis of the theory of situational effectiveness has been of little concern in the past.
Before the appearance of the Contingency Theory, more emphasis was placed on the search for the reason of rationality in an organization or the satisfaction, motivation of employee structure rather than application of the situation.
The Contingency Theory has more meaning, glimpsing on correcting the old trends of misleading ideas. Such as this, the Contingency Theory tries to upgrade the
effectiveness of organization and place more emphasis on the SL Theory.
Leaders should have an excellent knowledge of judgment to solve various problems in an organization ; but even a manager with excellent judgment cannot always be an effective leader unless he adjusts himself to the situation.
The method of study on the quality of normal leadership has been developed. That is how a leader can apply himself to the situation-this is called an SL Theory.
However, the SL Theory even emphasizes that a leadership style also should consider the parlous motivation theory of needs. The natural motivation is not a fixed one, but is very flexible ; and in actual management, it is hoped that the matured motivation would lead one from fundamental needs, such as hygenic and safety needs, to a higher degree of motivation, such as social adjustment and self-esteem.
The Contingency Theory should be applied to the leadership theory, as well as, to the motivation theory. It is true that the degree of accomplishment of motivation should be changed by the situation. There are many elements in the environmental situation for motivation. The leadership style is one of the elements of a situation. Therefore, according to the leadership style, the degree of accomplishment of motivation should be different. That is to say, if one should like to raise the motivation maturity, the leadership style must be raised. Development cycle must be raised. Development cycle theory also asserts that when the degree of leadership style be gradually raised then subordinate ones should be raised accordingly. Then a questions occurs-if the leadership
style has been upgraded, should not their motivation be upgraded?
The summary of this report tries to clarify the problem theoretically by fact findings. From this reason, it can be safely said that such a title is appropriate. If the theory that the leadership should be applied to the environmental situation, called SL Theory, the theory that the accomplishment of motivation should be changed to the environmental and can be called SM Theory.
Of course, there are many elements of motivations and environmental situation
differences. Especially, it is very important to find out if the initial lower steps of their needs are satisfied. One's own educational background and expectations are an important factor. Therefore, leadership is also one of the important elements as stated above. However, in actual application, to the personnel manager, it is relatively an easy one. It is clear that when lower needs of motivation are fulfilled, this may bring higher needs of motivation. One's intellect and expectations can be raised some degree by higher education. It is relatively difficult to change leadership style, but it does seem easier if it is compared to the parlous theory of changing a person's character and his hope.
Therefore, in actual management, one needs to carefully apply good judgment in regard to using the achievement-motivation-needs theory. By applying a suitable leadership style, he can achieve his goal of management.
An aggressive personnel management plan is needed which can lead to higher
motivation-gradually, by partially upgrading leadership style for proper upward
motivation. This kind of aggressive personnel management is surely important in order to accomplish a goal to develop more top-level personnel managers.
By the SL Theory, if leadership style can be adjusted to a given situation of
motivation, an organization is stabilized, and its effectiveness can be assured. However, to develop personnel needs and to bring about the accomplishment and development of an organization, it is necessary to raise the motivation by the SM Theory.
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