Human capital is the major interest for the businesses, and people are the biggest asset for any business. In pursuance of gaining benefits from the human resources, the management employs the variety of methods to stimulate people through psychological and physical means. Thus, motivation is the critical element of organizational culture, which attempts to take the leadership position in the industry. Aspired and inspired leadership of an organization translates into effective workforce because supportive and competitive working environment brings the best results. The current application essay writitng service presents the discussion of leadership motivation, the value of competition among managers, and the importance of mixing and matching the motivational techniques. It brings professional examples and collected stories as well as supports the claims through expert viewpoints.

Motivation is among the most researched topics in the context of organizational culture. The researchers have found positive correlation between motivation and company’s results, which created the separate field of motivational trainings and education. The commercial success and long-term solvency depends on the ability of human resource to stay focused and give complete results. Therefore, self-motivation, external rewards, and psychological goals are translated into critical abilities of creating value for the employer. Leadership motivation represents particular interest in the circumstances of large corporations, as enthusiastic leaders shape the environment for creativity, responsibility, and fulfillment among human resources. The term explains the managers’ willingness to transfer their ambitions and values to the subordinates while creating the competitive drive to receive the reward. In order to sustain an effective organizational structure, the motivation of leaders is a must.

Motivation is a complex topic to research and evaluate as there are numerous methods of creating the working drive. The corporate culture is the basis for delivering the resources for motivation. The leadership and organization’s values should fit the manager for him/her to work at his/her best abilities. Meaningful work, corporate perks, and resources for creativity contribute to the leadership that improves organizational cultures and brings commercial benefits. The term itself stems from psychological realm. Thus, motivational approaches should bring pleasure and internal satisfaction to the leader. At the same time, public recognition and community power are not sufficient drives for the managers to give the best effort. The workers at all departmental levels want to be rewarded in correspondence to their contribution. Therefore, the combination of internal and external motivational approaches shapes the most effective workforce contribution and organizational culture as well as translates into commercial benefit.

Personal Perspective

The mix of internal and external sources of motivation is the most effective approach to keeping the employees on the right track. Numerous examples show that pure internal inspiration has the bottom, while external sources of drive will stop creating fulfillment one day. In fact, my experience shows that many companies have lost excellent workers due to their inability to sustain long-term balance of motivational package. Bonuses and rewards are the standard perks of any manager’s contract. However, incorrect application of the monetary appreciation system and complete reliance on finances cannot stipulate supportive and creative environment. For instance, a family woman in high power position has a combination of internal and external motifs. On the one hand, she is internally driven to success because of her lifelong appreciation of feminist theories. She feels good attending public events and being introduced as an executive. Therefore, the reward of being the keynote speaker at the next charity event organized by her employer is a strong motivational factor to perform better at her job. On the other hand, her job security, financial stability, and comfort of living conditions are the observable external motivational strategies. The lady is one of the most successful people I met in my life as she is extremely productive and efficient. Furthermore, she succeeded in hiring a great team for the department that receives energy from the manager.

The importance of leadership motivation cannot be underestimated. When the team leader has faith in the organization and believes in achieving the set goals, the company is fueled by productivity. As a result, the motivational package should stem from personal desires and values. In this case, the woman appreciates recognition of her talents. She shares the organizational ethics and contributes to organizational success. In the reversed circumstances, the success of the department would not have the room for growing. It shows that motivated human resource not only present the value on the individual level but also transcends the organizational culture and creates stimuli for the team. Accordingly, properly motivated leader is a motivational factor for the followers. The organization benefits from the interrelated factors of motifs and outcomes.

Another relevant example is the football trainer from my school. His competitive character never allowed the team members to relax and forget their sports goals. Definitely, the couch is self-motivated because he loves his job and his team. The desire to win and competitive edge were his drugs. The purpose of working as a couch because of the satisfaction, desire to pass on the expertise, love of authority, and willingness to befriend the team members made his players be excellent. Couch’s perception of victory, training, and the team shaped the organizational culture of football in my school. Although the players had external motivational factors of receiving sports scholarships, they worked extremely hard to receive couch’s approval. The atmosphere of respect and team values produced the long strike of winning. At the same time, the couch works under the contract of employment. His external motivation is in his ability to achieve financial stability and provide it to his family. He would receive bonuses and raises for the victories, which further intensified his training career achievements.

The example proves the importance of two factors that define professional achievement – the ability and the willingness to perform job duties. The winning vision and internal desire to become the best among the competitors shape the leadership roles. Further, the leader influences the subordinates through internalizing the same values, as in the football team case. Consequently, the entire group works in the environment of self-motivation to bring down the rivals. The talents and abilities require proper willingness and management to become fruitful and contribute to the desired results. Although football players possess qualities of good sports performers, the appropriate guidance lead to measurable results of won games. On the ground of motivated leader building the stimulating environment for subordinates, the team members have been the overachievers in the regions for many years. These three factors, the motivated leader, achieving subordinates, and supportive organizational culture, lead to commercial success.

The corporate culture shapes the motivation of leaders in many aspects. Firstly, the internal environment may be applicable or not applicable to the leader. The values, ethics, and ways of doing business in the company should correspond to the perception of an employee. Secondly, the nature of commercial culture defines future performance of a worker through creating circumstances that allow him or her to apply the talents and abilities. Therefore, the reconciliation between leader’s abilities and willingness to accomplish should be the priority for commercial organizations. Human capital is an important investment for any company. In order to collect the return on employee investment, the organizational culture should create performance stimuli. For instance, high performance entities tend to attract efficient and successful leaders through the mutual cooperation. While the manager invests time and effort into working for the business, the employer provides the room for achieving results.

Despite the fact that leadership motivation is an intangible phenomenon, the results of having it are tangible. The leaders shape and define their organizations through uniting and guiding the subordinates. The simple example here is different study groups I have been involved into during my education. Competitive individuals have more chances to lead the team and motivate the participants to do their duties. They set the tempo of performance and have a tendency to support the partners that face challenges. The students’ motivation to become leaders is both internal and external, as achievements in education may be translated into job opportunities, while proper group leadership allows maintaining the image of excellence. At the same time, the leaders usually set the pace for the team members. They ensure that everyone plays his/her own unique role, inspires others to work on the tasks in time, and guides through problems. The egoistic desire to achieve results motivates the leaders to take more responsibilities than just completing their assigned tasks.

The simple example of group work presents the microenvironment of every organizational culture. Thus, the managers create the conditions for working on the tasks and doing the duties. The motivated leader has more willingness to achieve established goals through gaining personal outcomes. Moreover, he or she is able to find an effective motivational approach to the subordinates. Despite the importance of hiring self-motivated and internally-driven managers, the commercial success consists of mutual relationship. The company should offer required resources and create conducive circumstances so that the leaders can sustain their enthusiasm. When the corporate culture offers the healthy degree of competitiveness, realistic financial rewards, and expected perks, the leaders have the opportunity to concentrate on the top hierarchy of needs.

Having started to study motivation, I have paid attention to many cases of internal drives that shape the organizational culture. The case applies to small study groups and large corporations like NASDAQ. The culture is created and shaped by people. Organizational culture is a two-way street that receives the values from the employees, internalizes them, and instils confidence throughout its operations. Leadership motivation contributes significantly to establishing the environment as a good manager hires an excellent team. Thus, in order for the company to achieve the established goals, the motivational package should primarily target the leaders and then employees. Moreover, tangible rewards should meet the expectations, while the intangible ones are to exceed personal hopes. Internal motivation creates room for returning the favors and striving for excellence.

Motivation is one of the most discussed topics in different areas of study. The topic stems from psychology, but it is widely exploited as the managerial number one preference. Although it seems that motivation is the groundwork for result achievement in organizational setting, many other aspects are left out. The motivational package of many corporations includes financial rewards, achievement perks, recognition in the office, and career opportunities. At the same time, many people seem to ignore the fact that internal motivation is a strong tool in driving a person further. Thus, the match between organizational culture and personal values is the best motivational package for any individual. The comfortable working environment with a degree of competitiveness among employees and a guiding leader can nurture the commercial monsters that have high productivity, job satisfaction, excellent reviews, and rewards. The conclusion of the study is that motivation in commercial organizations should start right from recruiting process. The desire of leaders to achieve personal benefits results in their willingness to hire the employees that possess corresponding values and characteristics. Finally, the successful culture attracts effective employees. Thus, the investment into human capital that contributes to building better commercial environment is the top priority for the firms as the qualified personnel is the biggest asset in any organization.