6. Leadership & Motivation

Leadership & Motivation

Management Styles

• Autocratic — Manager makes decisions alone. Useful in crises.
• Democratic — Team input is sought before decisions. Builds buy-in.
• Laissez-Faire — Team has full autonomy. Best with experienced teams.
• Transformational — Inspires and motivates teams to exceed expectations.
• Servant Leadership — Leader serves the team, removing obstacles.

Motivation Theories

Maslow's Hierarchy of Needs

Five levels: Physiological → Safety → Social → Esteem → Self-Actualization. Lower needs must be satisfied before higher needs motivate behavior.

Herzberg's Two-Factor Theory

• Hygiene Factors — Salary, work conditions, job security (dissatisfaction if absent)
• Motivators — Recognition, achievement, growth (satisfaction when present)

McGregor's Theory X and Theory Y

• Theory X — People are lazy, need supervision, avoid responsibility
• Theory Y — People are self-motivated, seek responsibility, creative

Negotiation Techniques

• Principled Negotiation — Focus on interests, not positions (Harvard method)
• BATNA — Best Alternative To a Negotiated Agreement
• Win-Win — Seek outcomes that benefit all parties
• Active Listening — Understand before being understood

Team Building

Tuckman's stages of team development:

1. Forming — Team members meet, establish ground rules
2. Storming — Conflicts arise as personalities emerge
3. Norming — Team establishes norms and working relationships
4. Performing — Team operates efficiently toward goals
5. Adjourning — Team disbands after project completion

Recognition & Rewards

Effective recognition is timely, specific, and sincere. A mix of formal (awards, bonuses) and informal (public praise, thank-you notes) recognition works best. Tie rewards directly to performance and project outcomes.