The Difference between Leadership and Management - Assignment Example

Assignment “6” There have been numerous arguments by diverse people concerning the difference between leadership and management. Although management and leadership are two different issues, both are essential for accomplishment in an increasingly composite and unpredictable business surrounding (McCue & Jack 39-45). However, leadership and management must get along because they are essentially linked and any effort to separate the two is likely to cause more problems. Useful leaders and managers are required by organization for the smooth running of firms. Understanding these two fields may make an individual work even more efficiently. Some of the differences between managers are leaders are that managers are administers while leaders are innovates and that managers are never original in their positions or even capacities but leaders are original (McCue & Jack 42-51). A manager tends to maintain status quo, focusses on control, and has a short-range view while a leader develops, focuses on people, inspires trust, and has a long-range perspective. Managers ask how and when, has eye on the bottom line while leaders ask what and why, and have eye on the horizon. A leader or a manager are two words that are used interchangeably to describe individuals holding formal authorities in organizations irrespective of their behavior in such positions. A manager does not necessarily exercise leadership in positions in which they are appointed even though leadership is just part of management. Generally, there are skills or traits that an effective leader is required to have as explained by various theories both old and contemporary theories. Some of the main traits that appear in leaders are ambition, zeal, intelligence, self-directive, and self-confidence (McCue & Jack 45-57). At times, physical characteristics, capability, and persona may be important aspects used to summarize what a leader is. There are six distinct characters that popular effective leaders have such as honesty and integrity. In addition, drive, motivation, cognitive ability, and business knowledge are also other characteristics of leaders. These traits would definitely distinguish whether a manager will be an effective leader or not. Leaders are incredibly ambitious persons who are never afraid of taking inventiveness as well as people whom apart from willingness to lead, are especially ready to take charge. Furthermore, leaders usually have technical expertise in their businesses and are straightforward people who fulfill their promises. Leaders are individuals who do not fear taking risks and are very assertive and influential that admits mistakes and promotes trust and commitment to a vision. Leaders are emotionally stable, intelligent, discerning, and theoretically skilled who are able to show analytical ability, good ruling, and the capability to think strategically. Leadership requirements may vary with the situations of a workplace hence the need of researchers to concentrate on what effective leaders do rather than what effective leaders are (McCue & Jack 54-60). Leadership skills, which are the knowledge, abilities, and competencies, are very essential in leadership. Nevertheless, the competencies depend on various factors such as the leader’s basic nature and values, the number of followers and the extent of leadership skills of a leader. The organization’s background and the values and associated behaviors of whoever is being led are in fact imperative while considering the leaders skills (McCue & Jack 47-57). Managers are usually needed to use these skills, which may be improved in training courses such as guidelines for decision-making, problem solving methods as well as appropriate use of power and influence without forgetting building trust to enable smooth and effective running of an organization. Effective leaders are always consistence in their operations and possess abilities based on hard work. Effectual leadership earns and keep others trust, have personal integrity, inspires trust among their followers, and ensures steadiness with what they promise their hanger-on. Nice leaders define and set a sense of mission by setting goals, priorities, and standards and ensuring the communication and implementation of the objectives set for smooth running of the organization. Moreover, good and successful leaders acknowledge leadership as a responsibility rather than a rank by surrounding themselves with sharp and proficient people and do not blame others in case of failures. These traits and skills are definitive because no two successful leaders are alike hence leading can be summarized as establishing direction and influencing others to follow the direction set. Managers, however have some attributes that make them efficient in all aspects of the firm and ease their efficiency. Some of the leadership styles used are autocratic, democratic and participatory and every leadership style depend on the situation comprising of where the organization is in its life cycle. Descriptive theory tends to explain why people judge things as either good or bad and is done based on past evidence while normative theory looks at what can be done most realistically. Prescriptive strategy considers other aspects when doing analysis of many criteria and conflicting objections then a leader chooses what can be done realistically based on objectives listed. Normative theory may see the second best decision being appropriate and includes an analysis of possible decisions around a chosen solution. However, descriptive approach involves making decisions based on a particular solution where if then a chosen one is negative then a different decision will be made while if it was positive then same decision will be made. Normative decision theory deals with the best decision and is based on a fully informed leader who understands the situation at hand. On the other hand, descriptive theory deals with what people actually do and it creates hypothesis for testing against actual behavior. Transformational leadership involves broadening the interests of the followers by motivating employees to look beyond their self-interests. It involves setting goals and building commitment amongst the followers to adhere to the objectives set. This kind of leaders is more concerned with the growth of the team. However, this kind of leadership is almost similar to the inspirational leadership in most elements. Participation and engagement of everyone in decision making is very crucial in retaining and attraction of great people4 in business. People love working for businesses where they feel motivated and greatly inspired. A transformational leader is always inspiring, energetic, enthusiastic, and passionate person who can influence the followers to change their perceptions, expectations and ultimately motivate them to work towards a common goal. Put duty before self is an important trait for every leader because it boosts the morale of employees and enhances production. Communication between the management and the employee is significant in boosting production of every organization. Putting duty before self plays an important role in empowering the organization’s members as well as instilling perception that the employees can establish their work roles and achieve consequential work. Putting duty before self is one of the modern styles of leadership that emphasizes on follower’s perspective and the members have great influence on the outcome of the decision made. Leader’s followers are normally satisfied with the decision making process as well as having a good opportunity for developing decision making skills because the process may lead to contribution and sharing of knowledge. Members of the organizations may have vital knowledge, talent or skills in solving the issue at hand which the leader may not have thus improving the quality of decision made. Works Cited McCue, Clifford P, and Jack T. Pitzer. Fundamentals of Leadership and Management in Public Procurement. United States?: NIGP, 2005. Print. Read More