LEADERSHIP AND EMPLOYEE MOTIVATION IN THE CONTEXT OF ORGANIZATIONAL BEHAVIOR
Abstract
The article examines leadership and employee motivation as essential determinants of organizational behavior effectiveness, particularly under conditions of uncertainty, systemic crises, and military conflicts, which pose significant challenges to organizational resilience and adaptability. It presents a critical review of contemporary leadership approaches — including trait-based, behavioral, process-oriented, relational, and integrative paradigms — and evaluates their impact on motivation, productivity, decision-making, and corporate culture development. Emphasis is placed on the interaction of tangible and intangible incentives, social and psychological support mechanisms, and value-oriented factors in shaping resilient, adaptive, and high-performing teams capable of sustaining effectiveness under adverse conditions. The study introduces the author’s original “3R” model of motivational management, integrating recognition (Recognize), reinforcement (Reinforce), and resilience (Resilience) into a coherent, systematic framework. This model offers a holistic and evidence-based approach to human resource management in crisis contexts, aligning individual aspirations with organizational objectives and strategic priorities. It illustrates how leadership practices, when aligned with motivational strategies, enhance engagement, strengthen cohesion, stimulate innovation, facilitate knowledge sharing, and reinforce organizational learning. Furthermore, the research highlights the critical role of adaptive communication strategies in maintaining employee commitment and trust during periods of organizational turbulence. The practical significance lies in its contribution to improving efficiency, ensuring long-term sustainability, enhancing competitiveness, and promoting adaptive performance in volatile and dynamic environments. By bridging leadership theory with applied motivational mechanisms, the article provides actionable insights for scholars, managers, and policymakers aiming to optimize human capital and build adaptive organizational systems capable of thriving under disruptive conditions.
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