COLLABORATION, MOTIVATION AND COACHING

NAME: NURFATIHAH BINTI MOHD KHAIDZIR

1.0 Introduction

Leadership is a process and skill to lead the subordinate or worker in order to achieve common goal. Leadership desire to create the spirit or effort to obtain the goal and develop the vision. According to the Kotter (1990), leadership is the capacity for collective action to vitalize. To more understand, leadership refer to the high motivation because of the effective leader with confidence, wisely, good communication, accountability, delegation and empowerment, outspoken ,esteem and energy that enable to reach the long term goal and capability to facing various challenged in order to accomplish the main goals. Therefore, the way how the leaders to construct their own vision or ideas in a ways with attract the subordinate or follower which it is important things for leader to leading the organizations.

A good organizations is based on the pattern of leaders to construct their follower within to accomplish the goals. So, the pattern of leadership can be seen several types such as the behavior, a skill or ability to create the passion and competence to make people attract the leaders. Besides that, a good leaders should be take an important aspect within various matters in order to ensure the organizations may achieve the main goals as well also nations will become developed. Leadership defined as “leadership is a complex, and multidimensional phenomenon” (DePree, 1989), while according to the Smircich and Morgan (1982) stated that “leadership is works influencing the relationship between figure and ground…, the actions of leaders can gain attention from the follower”. In other words, leadership can be seen through the pattern which leadership are as a model for the subordinate. As mentioned earlier, the behavior and the skill of leader can impress the follower where it allow them to trust and convince their leaders.

Therefore, this study will explaining on collaboration, motivation and coaching based on what leadership are used to leading their follower and accomplish the organization vision. Basically this study will discuss on the theory of collaboration, motivation and coaching which it play important role within the management of leadership. 

2.0 Collaboration

Collaboration is the process of two or more people or organizations working together in order to complete a project or work within to accomplish a main goal (Marinez-Moyano, 2006). Basically, collaboration play an important role that can help to achieve the employee’s objective in different way. The comparison between collaboration and cooperation is quite similar but there is ways to be applied is different. For instance, collaboration needs a leadership though to form of leadership from the decentralized and egalitarian group (Muneera, 2006). So, a leader should be prepare a recognition, resources or rewards for their teamwork when they are facing competition so that the teamwork become more effective and they are felt appreciated. According to the Gary Yukl (2013), there a lot of ways to accomplish the employee’s objective through the collaboration. This is because the teamwork become more effective and proactive due to together do the task at the same time they have an intention to achieve their vision.            

The collaboration is important process for build a good teamwork and easy to accomplish the task.

Collaboration is similar to teamwork which need a shared accountability between individual and clarity of goals. So, collaboration are needed in the workplace and organizations. To more extend, collaboration is mutually grab advantages for the worker as well as the organization because when they work together, the conversation and sharing their ideas it will consider how their understand the ways others work, thinking, operate and negotiate. Therefore, collaboration are needed. However, through collaboration that contribute a good benefits for employee where employee can practice more and more because they working practice together to a common purpose such as accomplish their vision or task. Thus, collaboration enables an employee work together and they can define a specific common goals purpose such as grab the opportunities, lesson from the project and for future organization purpose. Here it show why the collaboration are should be have:

Based on the figure above, it show how the collaboration is important workplace and organization. Collaboration are needed is because it can save a time within to finish the task given. Usually, when task given by manager or leader it supposedly have a deadline and the teamwork should be wisely work together in order to accomplish the project before deliver the project on time. Therefore, the more collaborate can save time, it become much better for their organizations for future clients. Most importantly, if possible complete the task on time, the collaboration in teams are success to save time, resources and efforts. According to the Yukl (2013), collaborations involves an offer to help that person carry out the task and it can help reduce the difficult of carrying out a request task. So, by collaboration is offer to show that employee on how to perform a tsk or project and that can save time to complete the task.

 Next, collaboration contribute to share the skills and ideas within to complete a task. According to Attaran, M. (2007), a successful collaboration can be seen through two or more employees or organizations are working together to share a common information or ideas, plan together on that shared information and execute the most success than from acting independently. To emphasize that, collaboration are depend on how a leader construct their teamwork to accomplish the task such as when among of them work together to satisfy their requirement works for a mutually beneficial outcome. After that, collaboration is need for build a good relationship among of their in teambuilding. According to Hansen (2009), stated that “the collaboration through the idea of disciplined can be summary in one phrase such the practice of properly by leadership for assessing when to collaborate and when no to and both willingness to collaborate”. Thus, it can be said that collaboration can depend on good relationship among others that can produce a good result of project. In other words, building and sustaining effective collaboration seen through good relationship lead to able contribute their mutual understand, trust and respect. So, teamwork see the collaboration as their self-interest because through collaborate, they can contribute their own effort and risk in order to achieve their goals. Lastly, collaboration needs for sharing their responsibility. Shared responsibility, identity, goals and integration of works is important to form a collaboration in to define the essence of teams. For example, when having a weak team so they should together build a strong team with having a shared team identity, responsibility and mutually understand in certain matters so that everyone in teams receive all the benefits.

3.0 Motivation

 It is defined as kind of internal energy which drives a person to do something in order to achieve something (Harmer, 2001). According to the Jones (1955), motivation shows how behavior gets started, is energized, sustained, directed or stopped while regarding to Atkinson (1964), motivation is the contemporary influence on the direction, vigor and persistence. By Campbell and Pritchard (1976) believes that motivation has to do with a set of independence/dependent variables relationship that explains the direction, aptitude, skills and understanding of the task and also constraints operating environment. Motivation is the fuel that drives sustained effort at accomplishing goal-driven behavior because of the link between motivation and performance, organizations want to know more about what keeps their employees motivated and satisfied. Therefore, to more understand on theories of motivation as stated by Angelo Kinicki (2008) on the content theories deal with “what” motivates people, whereas the process theories deal with, “How” motivation occurs. Thus, theories of motivation can be broadly classified as:

The theories of motivation classified into two categories which is content theories and process theories. According to the Angelo Kinicki (2008), mention about the content theories has four type of characteristics theories which is Maslow’s need hierarch and Herzberg’s motivation-hygiene theory while, for the process of theories contain of the vroom’s expectancy theory and Adam’s equity

3.1.1 Content Theories: Maslow’s Need Hierarch

Maslow’s Need Hierarchy is given by Abraham Maslow, who has explained the strength of certain needs at the different point of time. Maslow has given a framework that helps to understand the strength of needs and how a person moves from one need to the other when the basic needs are fulfilled.

Based on the figure above is a framework made by Maslow (1954).

I.            Firstly, start with the physiological needs is about the basic needs, a prerequisite for the survival of the human being. To emphasized that, the most important basic needs for human being is consists of oxygen, water, food and others that related to human body needs. According to the Jerome (2013) stated that if the individual were deprived all the basic needs, it is the physiological should be come out first in to fulfil the satisfaction’s person.

I.            Next, is about the safety needs is most important for human being’s livelihood. Once focus on physiological needs it follow by the safety need which are should be fulfilled even the others needs also become one of important among people.

II.            Thirdly, refer to the needs for love and belonging which focuses on when a people try to move and seeks to satisfy their social needs. According to Jerome (2013), after the physiological needs and safety needs are satisfied then it follow by the love and belonging can be emerge which stated by Maslow said that a people try to seek their affection or love to fulfill their loneliness and alienation.

III.            Fourth, is refer to the self-esteem which focuses on the main goals of individual to achieve the esteem needs that consists of the self-respect, self-confidence and positive person, proactive and social recognition. So, to fulfill the satisfaction by self-esteem seen from an individual feels become more confident, achievement and sense of power.

IV.            Lastly, is the self-actualization is about the morality, creativity, experience and inner potential which needs to be maximized as one’s potential. According to the Jerome (2013) stated on the self-actualization is described of the person on what that person need to be and to do which reflect to what a person ‘born to do’. Therefore, this needs is defer to the capability’s person that can be utilized in different situation.

3.1.2 Content Theories: Herzberg’s Motivation-Hygiene Theory

Basically, this theory mainly focuses on job satisfaction by using Herzberg’s motivation – Hygiene theory also known as two factor theory. This theory is related on motivation aspect which involved the satisfying process. Employee need their satisfaction based on motivate. In fact, regarding Robbins (2001) stated when a person has satisfied by various factors, then the person will contribute with effort in order to achieve a goal so, the motivation consider as needs-satisfying process. Thus, the behavior and attitude of employees can express in theory of motivation.

            Regarding Herzberg observe on this theory, it has explained the motivational and hygiene factors divided into two different dimension that affecting on job satisfaction. According to the Herzberg (1966), the different this two dimension is from the traditional approach that explore between job satisfaction and dissatisfaction consider as the opposite aspects. Generally, hygiene factors refer to the dissatisfaction as result if they are not present, yet if they are present, there will no satisfaction. For example, the aspect of hygiene consist company policy and administration, technical supervision, job security, working conditions, interpersonal relationship with peers, subordinates and supervisors, salary, job security, personal life, and so on (Khaliq Ahmad, 2004). Meanwhile, for motivational factor is opposite with hygiene factors where is motivational factors is job characteristic related on the job satisfaction. This was labeled by Herzberg which it based on the strong effort, competence and job performance is good. According to House et al (2004), the function of motivators can influence those person who has intention to move from dissatisfaction to satisfaction, so that easy for manager to motivate that person by incorporating motivators within their works. In nutshell, Herzberg noted that, those people who are motivated when they want for benefits, achievement, recognition and work are satisfied.

3.2.1 Process Theories of Motivation: Vroom’s Expectancy Theory

The Expectancy theory refer to the people are motivated lead to their behavior can produced a good expected variety outcomes on what they deserve get based on their effort. According to the Kinicki (2008), defined the expectancy theory is motivated of people to behave in their ways that able produced value outcomes. For example, it can predict the result based on how much effort people contribute in their job which it is depend on the level of effort whether increases or not that will produce the performance goal. Moreover, individual as well also are motivated to define through their effort to be received is value outcomes or not.

Adaptation from Vroom’s Expectancy Theory (1964)

Source: Kinicki. (2008). Organizational behavior: Core concepts. McGraw-Hill/Irwin.

3.2.2 Process Theories of Motivation: Adam’s Equity Theory

The equity theory refer to employees are motivated and were treated by fairness which perceive a fair environment working so that, they will be more motivated. Meanwhile, employees will be demotivated if they are treated by unfair environment. In simple explanation in this theory, its highlight on the discrimination acts occur due to unfairness factors towards their employees in a organizations. Regarding to psychological Stacy Adam’s equity theory did explain the structure of motivation is explain on how people were treated in fairness ways and justice in organizations. To emphasize that, this theory is interconnection which it exchange involve between employee and organizations. Employees knows as the input that what are their contribution towards their organization, while organization is outcomes as give a some of recognition, achievement and rewards to their employees. For instance, the inputs sides, the employees are contribute include skill, information, knowledge, training, seniority and personality traits. For the outcomes, organization will provide the rewards towards their employees through the level of performance job such as salary, bonus, recognition and fringe benefits.

Adaptation from Adam’s Equity Theory (1963)

Source: Kinicki. (2008). Organizational behavior: Core concepts. McGraw-Hill/Irwin.

4.0 COACHING

The use of coaching in organization is to guide or teach a person’s potential which aims to raise their performance. According to the Grant (2013), stayed a skill coaching describe through developing in a specific skill aspects, while the performance of coaching can be seen by the level of performance coach in a particular addressing their job performance whether it contribute to organizations or not. More importantly, coaching mostly used in private sector because it show as strategy for the effectiveness of executive and manager and increasing productivity. That means, coaching tend to encourage and support those who want to achieve a goal or develop a skills. According to Arnold (2016), coach not need a specific areas of knowledge or expertise for their employee work but as long the coach able to train and develop to coach’s field. Thus, coach has rights to intervention on their work as to take responsibility by their action and decision.

4.1 Coaching and Mentoring

As mentioned above, coaching is an approach taken in organization to give support and guidance for employee to achieving their goals. Regarding to book of “Managing Team” by Holpp (1999), coach somebody who provide training, support, encouragement, correction and positive reinforcement to helps individuals or member of team to develop their potential and feel better about themselves. In other words, the aims of coaching is to improve the skill and performance in present rather than on the past or future. It is something needs to learner in coaching process which coaching enable to helping improve the employee own skill and performance as a coaching which can be more proactive and competence beyond their capabilities.

Meanwhile, as for mentoring, is acts as guide and assists that person in order he/she can learn deeply in particularly matters and more effectively rather than they do alone. Mentor will measure their employee by use skill of skills for define the main goal of organization and what the role they to implement their work. Employee were given advice and motivation by mentor as for to increase their confidence and job performance. To stress up, mentor is helpful for the people to a new role or people looking to gain their knowledge and skill from the experienced (Arnold, 2016).

A good of coaching as well as similar to mentoring as a good mentor to guide their people but mentoring is general agreement that a mentor is a guide who helps someone to learn or develop faster than they might do alone. Therefore, this two terms interconnection which both have related on the action, intention and reflection to able their employee can achieve the capabilities by with focus on skills, performance and knowledge. Hence, by coaching and mentor can building a skill whereabouts to set up the opportunities for new technique or skill that to be learned and practice. So that, this leads to constantly expose to a new skills.

Besides that, both them can improve and give guideline to expose something new situation so that their employees can learn something new thing that can increase their own performance and knowledge. It directly an individual can increase a skills. This process can developing something new things for their employees which coach and mentor always look into their work progress  whether it goes on works or not. The problem of work can solving when that coach and mentor can help them to resolve or hive suggestion on their work for complete the project.

In nutshell, the acts of coaching and mentoring is quite similar but the way of process to implement for their employees has a different intention. As can see above, the main of their intention is to help their employees based on to improve a skill or give a new skill, increases performance on their job and gain a knowledge in something new field. Therefore, the role of coaching and mentoring is important as a leader towards their people or employees within to achieve the organization’s goals. Mean that, by coaching and mentoring, the employees self-confidence might be increase and also gain the knowledge

5.0 CONCLUSION

In conclusion, the collaboration, motivation and coaching is interrelated on each other within leadership measures as for assists their employees to be more independently and can make a decision. So, this lead to the effectively of leaders roles. Therefore, as for collaboration process, that can lead to effective and efficiency to implement the project with successfully which collaboration contribute for something innovation and creating a competitive benefits. While for motivation is one of important for employee within to increase their own job performance and job satisfaction with being motivated by organizations. Give their employees something recognition as for to appreciate their contribution. As for coaching is one of process that acts as support and give their potential’s employees to implement their work by give their skills and good performance so that they have more confidence within certain things in their organizations.

References

Arnold, J. (2016). Coaching Skills for Leaders in the Workplace, Revised Edition: How to unlock   potential and maximize performance. Hachette UK.

Atkinson, J. W. 1964. Introduction to motivation. Princeton, NJ: Van Nostrand.

Campbell, J. P., & Pritchard, R. D. 1976. Motivation theory in industrial and organizational          psychology. In M. D. Dunnette (Ed.), Handbook of industrial and organizational           psychology: 63–130. Chicago: Rand McNally

DePree, M. (1989). Leadership is an art. Dell Publishing. New York. Retrieved July 22, 2019 from            https://www.ischool.utexas.edu/~l3871sio/brpresentation/presentation13/tram

Grant, A. M. (2013). The efficacy of coaching. Handbook of the psychology of coaching and        mentoring, 15-39.

Hansen, M. (2009). Collaboration: How Leaders Avoid the Traps, Create Unity, and Reap Big     Results

Harmer. (2001). The Lean Management Systems Handbook.

Herzberg, F. (1966). Work and the nature of man. Cleveland: World Publishing Company.

Holpp, L. (1999). Managing teams. McGraw Hill Professional.

House, R. J., Hanges, P. J., Javidan, M., Dorfman, P. W., & Gupta, V. (Eds.). (2004). Culture,     leadership, and organizations: The GLOBE study of 62 societies. Sage publications

Jerome, N. (2013). Application of the Maslow’s hierarchy of need theory; impacts and      implications on organizational culture, human resource and employee’s performance.           International Journal of Business and Management Invention, 2(3), 39–45.

Jones, A. (1955). Nebraska symposium on motivation. University of Nebraska Press Lincoln.

Khaliq Ahmad. (2004). The Management from Islamic Perspective. International Islamic   University Malaysia

Kinicki, A., & Miao, L. (2008). Organizational behavior: Core concepts. McGraw-Hill/Irwin.

Marinez-Moyano, I. J. Exploring the Dynamics of Collaboration in Interorganizational Settings,    Ch. 4, p. 83, in Schuman (Editor). Creating a Culture of Collaboration.Jossey-bass, 2006. 

Maslow, A. (1954). Motivation and personality, New York: McGraw Hill.

Muneera, S. (2006). "Graphic Design: Collaborative Processes Understanding Self and     Others." (lecture) Art 325: Collaborative Processes. Fairbanks Hall. 

Robbins, S. P. (2001). Organizational Behavior, 9th ed. New Jersey: Prentice Hall.

Smircich, L., & Morgan, G. (1982). Leadership: The management of meaning. The Journal of       applied behavioral science, 18(3), 257-273.

Yukl, G. A. (2013). Leadership in organizations. Pearson Education India.