(Abeta) please follow the assignment brief because the student is expecting 70% to cover up for other assignment Faculty of Arts, Business & Social Sciences – Assignment Brief 2020/2021 Module...

LEADING AND MANAGING PEOPLE IN ORGANIZATIONS
Table of Contents
Portfolio Assignment 1    3
Two theories of Motivation    3
Portfolio Assignment 2    6
Comparing Transformational and Transactional Leadership    6
Contrasting Transformational and Transactional Leadership    8
Portfolio Assignment 3    9
Conflicts dysfunctional in Workplace    9
Portfolio Assignment 4    12
References    15
Portfolio Assignment 1
Two theories of Motivation
McClelland’s Need Theory
Strengths
This theory is applicable for the development of organization. The advantage of this theory is it gives a candid portrait of organization and manager in order to understand which jobs are better for employees. First, it helps in giving an analytics perspective in order to understand which employees can make the organization successful. It distributes motivating principles because employees should work independently in organization. Second, to work independently, his theory tends to push the employees through training in an indirect way (Osemeke & Adegboyega, 2017). Not only motivating through training, it aims to fulfill three needs factors, which can be useful for employees.
The three need factors, which work as motivating drivers, are achievement, power, and affiliation. With the help of these factors, an employee is made to learn many things. Things, which the employee learnt, are how he should handle his achievement (KHURANA & JOSHI, 2017). The measures and employees needed to take for achieving success. Third, this theory makes an employee motivated regarding how that employee will use his power in organizations. Additionally, the employee is motivated in order to step on with the measures of affiliation. Therefore, the theory propounded three factors, for which an employee is motivated.

Figure 1: McClelland’s Need Theory
Source: (KHURANA & JOSHI, 2017)
Limitations
It is good that this theory focused on the major factors like achievement, power and affiliation. First, a big advantage is that it fails to point out the basic needs, which an employee requires. Without those basic needs being fulfilled, an employee would not be able to contribute for productivity. Most importantly, this theory was in face of conflicts in organizational matters. As this theory negates basic needs therefore, it was not accepted as a part of many organizations. The common opinion, which came up, is that, if an employee’s basic factors are not fulfilled, or an employee gets demotivated as basis needs are not fulfilled, then organization would likely to collapse. This is because an organization depends on productivity.
The second biggest limitation is that there is a difficulty in finding a position, which actually matches the needs. Once a company makes an identification of the needs, and then there can be positions, which fail to match these needs of the employees. It will lead to greater problems for the top management of the company to handle (Abdullaha et al. 2020). Suppose, there are 5 positions in an organization for people who are in need of power. Now, if the employee need of demand is double than position like 10, the organization will face problems in adjusting all the employees.
Herzberg’s Motivation-Hygiene Theory
Strengths
Herberzg has initiated two factors, which are extremely important for motivating employees. The two factors are Motivation and hygiene factors. Motivating factors include insights of recognition at the work site and opportunities. Hygiene includes the development of interpersonal relationships. First, this theory gives an emphasis on motivation from an internal perspective. It will help the organization to develop in such a way that the employee highly feels motivated to give their efforts (Chiat & Panatik, 2019). This theory will make an employee focus on individual development rather than on external factors. This will benefit the company for the long term. The model is also based on the development of minimum needs theory of the employees. Using the model, the employers are motivated to provide the aisc requirement for the employees in order to have a more effective workforce at their disposal. Theory is essential in order to maximise the motivation of the employees and their job performance.
Second, using this theory the company will be able to know the problems of the employees, the organization will be able to note which of the factors are distressing the employees and which are peaceful to thrive in. This step can develop a good relationship between employees and the organization. Third, this theory mainly focuses on the promotion of jobs and recognition of employees. Therefore employees are motivated in such a way that they devote their energies for promotion rather than thinking about remuneration and incentives (Mehrad, 2019). This theory treated money as a secondary factor.
Figure 2: Herzberg’s Motivation-Hygiene Theory
(Source: Mehrad, 2019)
Limitations
The limitation can be summarized as: First, this theory poses a very subjective knowledge. This theory focuses on the satisfaction of a job as a motivating factor. The subjectiveness of the theory lies in factors followed. Different people in the organization had different opinions regarding satisfaction in the job. For example, some of the employees are craving for flexibility in working hours. Some of the employees. Some employees are having a desire for more incentives. Therefore it becomes difficult for this theory to handle all these theories together (Hodgkins et al., 2020). Second, the theory tends to ignore the external factors which are required by the company in a large manner. Like if the competitor company is paying higher remuneration for the same type of job profile, then the employees would not be satisfied. Even if the company has targeted to implement all the factors for the improvement of the employees.
Self Reflection of Motivation
Among these two theories, the one which is inextricably linked with my life experiences are, Herzberg Motivation theory. The reason can be summed up as follows:
First, the motivating factors have helped in getting more energy for pursuing the loaded tasks for many organizations. I learnt how to make use of the opportunities my organization can improve my sit. I came to understand that motivation and hygiene are linked with each other. Both are necessary for organization
Second, I leant that in the company work dedication is much more important than hankering for remuneration. I was motivated to give full dedication for the productivity of my organization (Isaacs et al., 2020). I was driven with a positive feeling, that if management is satisfied with my work, the remuneration is an easy call for me.
Third, With the use of this theory as a regulatory principle, I was thrust with much energy. I used to work heavy hours in the office. My attendance scale was much lower. I was having good interrelation with my colleagues and the clients, who come in the organization.
Fourth, the hygiene factors had taught that satisfaction and pleasure is the key in organization. I should always be satisfied with my work and its content. I deliver my minute and major keenness for development of organization.
Portfolio Assignment 2
Comparing Transformational and Transactional Leadership
    Transactional Leadership
    Transformational Leadership
    1) Ensures the work in the organization has been done reliable
    1) These leadership has been looking after the initiatives which can adds to any sort of values
    2) These leaders only look for development of marketplace
    2) These leaders only looks into the factors needed for strategic development
    3) These leaders engages with followers or the employees for work purpose
    3) These leaders demands or exchanges work from the followers or employees
    4) Here the leadership is having much of response
    4) Here leadership is not that active in order to pursue loaded tasks
     5)Management took actions for the leaders or setup actions for the jobs
    5) There is only an individual consideration here for progression of work
     6)There is no intellectuality and motivation
    6) There is high motivation along with various innovative ideas
    7) Works has been done within the culture of organization
    7) Work is done with the implementation of the new sort of innovative ideas
     8) There is no such self interest involves here
    8) Groups interests preserves and dominates all the leaders
    9) Employees has been achieving objectives through rewards
    9) Employees has been achieving objectives through values and ideals
Description
It has been seen that transactional leaders are enthusiastic about bringing about greater changes in the marketplace. These leaders believe that only the marketplace can determine the perspectives of organizations. While, transformation leaders are only concerned about the strategies and its application in the company (Passakonjaras & Hartijasti, 2019). They believe that companies will have appropriate strategies in order to get success in the future. Transactional leaders are engaged and cooperates with employees. These leaders develop a cooperation between themselves that business can be improved. While on the other hand, transformational leaders bar from this engagement and only appear as...