New Perspectives in Leadership
How to see through the capitalist ideology…
Introduction
The primary dialectical notion of leadership is twofold:
- First and foremost, there is the nominated perspective where the role of a leader as a direct imperative of a so called big other, a person that somehow has been given the power by another outsource.
- Second, and here comes the crucial part, there is leadership that constitutes itself without any external designation, that is to say, it emerges out of the necessity for a leader in this so called organizational establishment.
The enigma of leadership is a complex procedure in a subjective environment that is constituted in a certain situation. Do followers question where the role originates, either designated or by itself?
Humans rarely do so.
On the other hand, there are certain role expectations from such a position, as a leader that has been given the opportunity either by situational chance or management decision.
Goal oriented behavior
What is the force that initiates, guides, and maintains goal oriented behaviors?
The predominant concept is motivation of a cause of action. It could be said the hypotheses of leadership do not identify solutions but assumptions that can contain solution potential of how great leaders are being made.
The characteristic term of over justification effect can give us a short glimpse on the motivational impact of extrinsic rewards:
Intrinsic motivation can decrease unexpectedly and employees should rather seek self-motivation to achieve psychological growth.
As capitalist rationalism suggests, they need to feel in control of their own behaviors and goals, a classic notion of autonomy that is proclaimed in todays concept of self-employment.
Finding meaning?
The notion of self-actualization — out of the Maslow’s hierarchy of needs — comes into play, gives people a higher meaning, and the achievement of one’s full potential is directly related to the economic success of the company.
The employee becomes the most submissive worker that is open to full capitalist exploitation.
One can therefore say that the best leaders are the transformational ones who create workers that are having the imaginary freedom of autonomy while still becoming more and more obedient to the company.
Most relevant for the current work situation
The area that has been the most relevant to me and my work was the chapter on the motivational paradigm of extrinsic rewards for intrinsically motivated behavior, to denote that they can decrease the intrinsic motivation.
I have yet to come across a worker who rather chooses to do the work for a lower payment than he or she could get.
Thus, the primary notion of money as a reward seems absurd, as it is simply a tool for the exchange of value.
The fatal flaw lies in the cultural narrative, that is to say, how money itself is seen.
The general consensus of money as a method of payment, and therefore, as an exchange of value, has already been substituted with the ideological post-capitalist framework of evil.
Who is to blame if one chooses to do the work for less money than they could get elsewhere?
They all blame capitalism, but the discourse holds that the subject’s intention implies a certain perception of their own victim mentality, that is to say, although they have autonomy over their work, they do not claim autonomy over their life — which should actually be more important, than the image they have of their work.
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