LEADERSHIP VS. MANAGEMENT

Leadership vs. Management

Table of Contents

MANAGEMENT AND LEADERSHIP3

MANAGEMENT VERSUS LEADERSHIP3

Management3

Leadership4

Comparisons5

ROLES AND RESPONSIBILITIES OF LEADERS10

CREATING A VISION AND LEADING BY EXAMPLE10

EMPOWERING, INSPIRING AND ENERGIZING PEOPLE10

BUILDING AND PREMIER A TEAM11

RECOMMENDATIONS11

CONCLUSION12

Leadership vs. Management

Management and Leadership

Managers and leaders, are they same? Is it likely to be one without other? The terms supervisor and foremost are often utilized interchangeably. Although terms have different meanings, people usually relate one with other. This paper will differentiate between management and leadership, examine role and responsibilities of leaders in creating and maintaining the healthy organizational culture, and make recommendations to create and maintain the healthy organizational culture.

Management versus Leadership

Management

The definition of manager according to Encyclopedia Britannica Online is one that manages” and the person who conducts business or household affairs” (2008). Managers are given authority by their organization to lead employees, therefore, they have subordinates. So even though managers are in charge, they are not leaders in terms of definition. Managers do as they are directed, and in turn direct their subordinates. Management requires planning, schedules, production, and time constraints; basically management is task oriented.

Leadership

A leader does not necessarily hold the management position. A leader, as defined by Encyclopedia Britannica Online is the person who leads” and the person who has commanding authority or influence” (2008). Leaders do not have subordinates, they have followers. Leadership inspires, motivates and sets direction to achieve goals; leaders focus on people. Both people and organizations want leaders. People want leaders to assist them in accomplishing their goals. Organizations want leaders to not only motivate, but to provide organizational direction for employees to follow. According to Kouzes and Posner (1994), five key behaviors for what is wanted of leaders from both people and organizations are:

(a) Challenge process,

(b) Motivate the distributed vision,

(c) Endow other ones to act,

(d) Model way, and

(e) Encourage hear (p. 960).

Leaders challenge process. Effective leaders challenge normal process. That is not to say that they are always controversial. Leaders challenge current beliefs and practices and take initiative to propose and establish better ways of doing things. Leaders do not wait for things to be done, they do them.

Leaders motivate the distributed vision. Using authority does not appeal to leaders or their followers. Effective leaders inspire and motivate others by appealing to their shared beliefs.

Leaders endow other ones to act. They make information readily available and empower people to their full potential. Leaders help other ones achieve their goals.

Leaders model way. Leaders demonstrate their beliefs in their actions. They speak honestly about their vision and do what they believe is right.

Leaders encourage heart. Showing appreciation and providing rewards are ways leaders show encouragement and motivate others.

Comparisons

Leaders create change, focus on leading people, have followers, have long-term goals and are proactive. They create the vision, approach vision by setting direction, facilitate in decision making, and use personal charisma. Leaders appeal to heart, are persuasive by selling their vision, want achievement, take risks, and break rules. They also have the transformational style, exchange excitement for work, use conflict to resolve issues, and make new ...