Posted: February 20th, 2022

Leadership perceptions based on gender, experience, and education

Level of morale

Morale can be regarded as an attitude, satisfaction, or just overall outlook in a person during their linkage with a business or an organized. As an individual who is satisfied and motivated in the workplace, I think my moral level is higher. 

I have always known that having higher morale is likely to contribute not only to my physical wellbeing but it is also contributing my psychological health. As a result, I always do not get sick regularly (Budur & Demir, 2019). Some of the contributing factors to this higher level of morale, I suppose, are the manageable workloads I have always had; thus, I do not get overwhelmed, and indeed the fact that I tend to develop professional linkages to my wellbeing. That is, I am somewhat sensitive to my health. 

With this said, and as a leader, to keep my morale high and my performance high in the workplace, I have numerous practical steps I can take to achieve this. However, in this section, I will discuss the critical steps, which have always been important to me and have helped me in keeping my morale high. To begin with, I have always created my environment and given myself, and the people around me hope and the reason to believe (Budur & Demir, 2019). We are definitely part of something bigger, but unless one acknowledges this, one cannot understand the meaning of life. For instance, having a vision is the most critical thing. As a leader, I have always had my visions and encouraged other employees to have positive and realistic visions (Budur & Demir, 2019). This vision alone is capable of acting as the motivator and a source of inspiration for a person. This can potentially cascade down even to other members within an organization, which might be coming back with the full support to grow the vision and make it a reality. 

For the organizations or companies as examples, the true purpose of these institutions should be fundamentally to improve lives because every leader and team member can be very cognizant of that (Ezell Sheets et al., 2018). The team can directly improve the lives of its members through a lot of provision of support. Still, most critically, they are even helping in facilitating the lives of the people in a leadership position like the human resources administration. 

Secondly, as a leader, I must have the virtue of caring. It is important to acknowledge everything that matters in the lives of your people. Indeed, being involved, for instance, in the lives of your employees and as a family member is highly motivating. Whenever people feel loved and have a love for themselves, they are capable and can potentially offer to any organization or company more than one can imagine (Ezell Sheets et al., 2018). As a leader of a particular organization, I have made it a culture to send gifts to my team around every possible event that arises in their lives. These people are indeed the lifeblood of our being as an organization, and taking care of them must be the prioritized will of any leader and ensure that they are exceptionally happy at every time. 

The third thing to do as a leader is to ensure you acknowledge the good. Supposing a person is undertaking very awesome work, you comment positively on whatever they are doing. Acknowledging people in your team who are receiving the most wonderful feedback from the clients can be a source of motivation to make them continue performing. This is done because it is always critical that employees or people feel that their efforts are being acknowledged. This acknowledgment is furthering or perpetuating the desires of a person to yearn for things, which are above, and this is capable of setting you apart as an organization (Ezell Sheets et al., 2018).   

The other aspect worth connoting is learning the value of fringe. The organization you are leading or the company you are the manager of may not be at that position that facilitates you to provide to your workers some of the competitive total benefits packages. However, as a leader, you are bound to get a huge surprise on how far some tiny and somewhat inexpensive benefits will go a long way with the staff. 

Also, as a leader, you must develop a culture of promoting from within. In many cases, employees can observe that there will be a chance to advance their careers within their organizations; this one is very critical. As a leader, you must make it a duty to seek what skills and talents the diverse members of your team are having and curve some strategic ways of developing such skills for future applicability in the organization (Callender et al., 2020). Having stellar team members can facilitate your investment in their training and advancements as the organization grows. 

Finally, a leader must initiate fun, because as the saying goes, an organization that plays together stays together. It is a common strategy in the fastest-growing organizations. Some companies would go a long way by throwing huge parties for their employees just for them to feel motivated and have high morale and performance (Callender et al., 2020). 

With my belief and track record of having the ability to work with people, I think I have developed the technical, relational, or conceptual skills in whatever I do. I say this because, from my understanding, I have achieved the requisite qualification and knowledge in my field, an indication that I have technical skills, and my track record for the implementation of new ideas within my working environment also speaks volumes, and this clearly shows that I have conceptual skills. As a leader also at the executive level, I have been able to apply conceptual skills in my leadership position repeatedly. 

I now believe that technical, relational, and conceptual skills have allowed me always to visualize my whole organization, developing and working with diverse ideas and creating the linkages between abstract concepts (Callender et al., 2020). Human skills are equally known as human relational skills, go in tandem with effective communication and attention to the connection with others, which are all qualities I embody. 

Finally, I know of Sundar Pichai, the CEO of Google company, as a leader who has perfected the art of effectively assigning work and giving orders. This leader is cognizant of the following: provision of work overview, description of work details of the new responsibilities, finding questions, reactions and suggestions, listening to the employee’s comments and responding to them empathetically and indeed, sharing the impact all these have on the team. It is essential that the employee gets to know the criticality of the roles and prioritize them accordingly, ensuring that they are capable of connecting the dots and explaining how the tasks are supporting other team initiatives (Callender et al., 2020). This is something the Google leadership has taken the lead on. 

Indeed, as already identified, the efficient principles and techniques applied by the Google leadership in assigning work issuing orders are defining the roles or functions, defining the outcome, and ensuring a balance between authority and responsibility. They also ensure the absoluteness of responsibility, unity of command, and stipulation of the limits of authority within the organization (Callender et al., 2020). Such practices are somewhat significant in leadership and steering employees in the right direction of their roles without necessarily using coercion but instead through creating a democratic space for them to have freedom when working. 

References

Budur, T., & Demir, A. (2019). Leadership perceptions based on gender, experience, and education. International Journal of Social Sciences & Educational Studies, 6(1), 142-154.

Ezell Sheets, J. K., Barnhardt, C. L., Phillips, C. W., & Valdés, P. H. (2018). The impact of faculty work-life factors on faculty service morale. The Journal of Faculty Development, 32(2), 53-66.

Callender, M., Cahalin, K., Cole, S. J., Hubbard, L., & Britton, I. (2020). Understanding the motivations, morale, and retention of special constables: findings from a national survey. Policing: A Journal of Policy and Practice, 14(3), 670-685.

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