Management and leadership Management and leadership: the same as the other or not? Mohsin Darwish 20090628 Class 9 Bahrain Polytechnic Abstract: Looking at management and leadership, there appears to be many thought on the subject and this literature review looks into some of them.
It appears that nowadays leadership is considered distinct from management but that was not always the case, the study of (J Bruce & Hinkin, 1998) shows that some similarities exist between the two, another study by Caroline Hulme also makes distinction between leadership and management but also says that the lack of a defining term for both is hindering further understanding of how to measure them, James Kotterman on the other hand believes that management is relatively new as it emerged with the rise of the complex organization.
Management and leadership are essential in the modern world, and have for some time been considered the same as the other except for recent years (Caroline Hulme, 2006), and running an efficient operation is linked to good managerial practices.
This paper will investigate wither management and leadership could be considered the same thing, or that they are two distinct roles that cover many aspects of business, and may overlap sometimes, as such there are two sets of thinking, the first differentiates between managers and leaders on the bases that not every manager is a leader, while the other uses them interchangeably on the bases that a good manager would be a leader.
The Term Paper on Management Accounting Assures Managers With The Needed Information To Make
Management accounting assures managers with the needed information to make the decision-making process easyir, to provide motivation for their behavior and actions in needed direction, and to push forward the effectiveness of the organization. It helps managers in implementing their responsibilities for planning, controlling, and decision-making by disclosing them exactly what information is ...
In the study conducted by (J Bruce Tracey & Timothy Hinkin, 1998) titled transformational leadership or effective managerial practices tried to answer if the idea of a transformational leadership, which is characterized as a process of motivating employees by appealing to higher moral values and ideals (Burns,1978), is distinct from several fundamental managerial practices and thus could be considered separate and distinct from effective managerial practices, they conducted the survey using the Multifactor leadership Questionnaire (MLQ) which was developed by Bass and Avolio (1990), and the Managerial Practices Survey (MPS) which was developed by Yukle (1990), and at first they appeared to measure two distinct set of behaviors, but after a careful review some similarities become evident and blurred the difference between transformational leaders and managers, and although the study resulted in some mixed support to the idea that leadership is distinct although highly related to effective management practices, the results are too old to be considered up to date and therefore it raises questions about how reliable that study could be considered nowadays.
Another thesis by Caroline Hulme titled “The right place and the right style” examined the difference between managers and leaders and noted that the issue with management is that we still do not have a defining term for it because of a simple reason, which is, that theorist are still debating wither management and leadership are interchangeable or not, and exclaimed that interest in leadership only starting growing in the past decade as opposed to management, and said that the separation of management and leadership became prevalent in the 1980s by business theorist who focused on defining what a manager does and what makes a leader, that lead to more studies to review the traits a leader possesses and makes him worthy of the term leader, and summed it up as “managers do things right; leaders do the right things” (Kent,p. 1012,2005 as quoted in Hulme, 2006), and said that managing is an authority relationship while leadership is influence driven, and management creates stability while leadership creates change.
The Essay on Leadership And Management Leader Theory Managers
The Functions of management Henri Fayal - first person to come up with a list of functions or elements of management Planning - setting objectives and also strategies, policies, programmes and procedures for achieving them. o Organising - managers set tasks which need to be preformed if the business wants to achieve its objectives. o Commanding - this involves giving instructions to subordinates ...
The author also conducted an interesting study that found that some sectors such as the industry sector tend to have an authority compliance management while other sectors such as education tend to have a team management style, the reason that the author gives for this is that some sectors such as the industry sector has more tangible objectives such as producing a certain number of products in a certain time, and thus requires stricter work conditions and make it unlikely for a manager in such sector to be a leader as change is often costly in the short term, other sectors on the other hand are more encouraging for a leadership style. The previous thesis clearly shows that in modern thinking, management and leadership are now considered separate, although it was not in the past and the term management and leadership were often used interchangeably.
James Kotterman on the other hand believes that it is management that is new and not leadership, in Leadership Versus Management: What’s the Difference? The author believes that management is a new phenomenon, and says that due to the emergence of large and complex organization in the past century, has generated a need for a system to regulate work and deal with authority and control issues (J Kotterman, 2006), that in turn lead to the modern idea of a manager who controls work, reduces chaos, and bring reliability and consistency to the complicated modern organization, and as a result the duties of work place management have been researched and improved significantly in the past century as opposed to leadership(kotter,1990, 1995as cited in J Kotterman, 2006).
Leadership he says has been one of the world’s oldest preoccupations, serving as an important driver for innovation for thousands of years (Bass, 1990 as cited in J Kotterman, 2006), then the author points out why differentiating leadership and management is important, and says that if you cannot define what a leader or a manager is then you cannot measure their performance, make assessments and hire or promote for them. And as there is no unifying understanding of what leadership is all about, its characteristics vary greatly from one study to another, and can make huge difference in the results. But according to the author’s research finding, he asserts that although some similarities do exist between managers and leaders, but still there are distinct differences (Zaleznik, 1998), he points out that both managers and leaders may be involved in establishing direction, aligning resources and motivating people. Managers however have a narrow purpose and try to maintain order, stabilize work, and organize resources.
The Essay on Leadership Management Styles Of The Presidential Candidates
Leadership/ Management Styles of the Presidential Candidates It is quite possible to define what America is going to turn into, as a country, after Hillary Clinton, Barak Obama or John McCain take Presidential office, by simply examining management styles, associated with their political campaigns, and by analyzing their visions of what the concept of leadership stands for. Let us begin with ...
Leaders seek to develop new goals and have a wider view than managers; finally managers tend to create consistency, predictability and order while leaders tend to create dramatic change, chaos and even failure (Kotter, 1990).
And to further understand the difference between a manager and a leader (E L Zimmerman, 2001) wrote an article that pointed out the mechanics of leadership versus that of a manager. He says that despite some arguments to the contrary he believes that there are fundamental differences between leader and manager and their philosophical approach to leadership and management, and while they might not be as definitive as night and day they do draw unique contrast with one another.
First the leader is a visionary, according to Zimmerman the leader articulates the strategic path a company or an organization is going to take, and takes into consideration not just the shareholders but also the stakeholders, and he works towards integrating the associate’s needs in the organization to further the advancement of the vision set by him. Second a leader is a collaborator; he sets the vision and leads people through it and in addition the leader collaborates at all times with associates to help them. Third a leader is a salesperson, as he demonstrates a charismatic self-assurance and tactically influences others within the organization. And last a leader is a negotiator; the leader reacts and adjusts positively to new ways of thinking. A manager according to Zimmerman has also four distinct attributes.
First a manager is a captain, as he displays energy and initiative to advance the enterprise’s agenda. Second a manager is an analyst, therefore a successful manager works diligently to accumulate reliable and accurate information about situations and technology. Third a manager is a conductor, the manager endeavors to accomplish all of the organizations goals and objectives, and will use whatever resources are necessary to identify issues, plan work, eliminate concerns, and make the necessary adjustments to reach optimum performance. Fourth and last a manager is a controller, and by demanding that work be done to the best ability of his subordinates he ensures that the goals set are achieved.
The Essay on Members Of The Team Leader Work People
A successful leader must have the ability to inspire the members of the team. It is in the best interests of the team and unit if its members are performing to the best of their capabilities. People need to be motivated to work with consistency and enthusiasm. Motivation is the core reason for people to do what they do. The things that motivate people are the rewards at the end. Under bad ...
The previous article clearly shows that Zimmerman used different criteria to distinguish leaders from managers and assigned them the roles he ascribed based on his understanding of what a leader and a manager should and should not do, and as the previous studies show that there is no definite understanding of what a leader or a manager should and should not do, thus Zimmerman’s research is acceptable as any other research that would contradict him or maybe just modify his research.
The article written by (J Flower, 1990), also talks about the distinction between leaders and managers, and says that there is a huge chasm between the two, managing is about efficiency while leading is about effectiveness, managing is about how while leading is about what and why, and he says that leading drives innovation and challenges the status quo while managers do not try to change things and prefer to keep the status quo. A leader according to Flower is someone who has the capacity to create a compelling vision that takes people to new places, and to achieve their vision leaders enroll people in their vision, and what leaders do is to motivate people and pull rather than push, and says that this style of leadership attracts to enroll in the vision and motivates them by making them identify new goals and tasks rather than by rewarding and punishing them. He also says that in order to lead people you need to first gain their trust, and leaders need to create a good environment where people feel free to voice their opinions, and leaders need to reward innovation and encourage disagreement. And in order to create trust three things are needed, first the leader must be competent, second a leader must be a man of integrity, and third people need to feel that the leader is on their side, that he or she will be consistent.
The Essay on Stress For Success Managers Can Create A Good Stress Environment And Propel Employees To Success
Stress for Success: Managers can create a Good Stress Environment and Propel Employees to Success We all are well informed about stress at work and how destructive it can be. But have we ever thought about stress as creative implement? In this paper I will try to summarize the Peg Gamses article about stress as Management Tool. You want to know how one can achieve a success by using stress? Peg ...
