Academic-Capital

Leadership and power work together to influence organizational affairs and individuals who work within these organizations. According to Goncalves (2013) future leaders will need to understand how to define their leadership style, use that leadership style in alignment with existing organizational contexts, be able to tell stories that create a vision, and tap into their imaginations to find solutions. This leadership is defined by the necessity of developing a stronger management platform for a more complex world. The use of power can be legitimate or illegitimate. In general, legitimate power supports a governing system in the betterment of a wider group of people. Illegitimate power focuses more on self-serving ends outside of a proper governing system. Generally these are established through culture and governing laws. In the case of the workplace such power should be used to influence people to fulfill organizational objectives in ways that are fair and appropriate. When s

Does employee motivation elude you? Even in the most progressive organizations the nature of motivation eludes the best of managers who throw their hands in the air in sulking defeat. Properly nurtured motivational goals and objectives can be realized through practical processes within the workplace.  Part of the problem lay in their managers perspective of what motivation actually entails. Motivation should not be forced but instead finessed. Like a great fisherman the motivated employee should be attracted and encouraged to take the bait that leads to a line of development. Employee motivation has two partners of which the first partner is the employee and the second is the organization. In essence, motivation stems from the employee but is fostered through business processes (Radovanovic & Savic, 2012). The will and the way must come together in a workplace marriage if higher performance is to be realized. Despite the benefits offered by the organization the employee is th