This paper discusses and defines the differences between management and leadership. This paper will also examine the roles and responsibilities of leaders and managers in creating and maintaining a healthy organizational culture. It will explain as well as examine the four functions of management as they lead to the creation and maintenance of a healthy organizational culture.
This paper will also recommend some strategies that organizational managers and leaders can use to create and maintain a healthy organizational culture. Management and Leadership Paper When taking a moment to think about manager and leader’s one would begin to realize that there were many different types throughout history. Some of the managers and leaders are well known individuals and might even be described as figureheads; while others are everyday ordinary people who have helped to change our lives.
When asked to name these people one might think of people like Abraham Lincoln, George Washington, Bill Clinton, George Bush, Martin Luther King, and The Pope or, maybe the name of a boss or teacher comes to mind. Would one think of there own name as being a grand leader or boss and having the ability to make a change? Chances are that one would probably not think of themselves as being a good leader or manager because one would think of historical figures and important people who have help in shaping and molding society as well as our own lives.
The real question here is how can one distinguish between leadership and management? What can either one do to help in maintaining a healthy organization culture? Management and leadership are two words that one can consider identical because they both deal with an organization but depict two different concepts of involving employees into doing their work. When identifying the differences between the two one would have to look towards the dictionaries for the definition of each to better understand them.
Management can clearly be defined as the way of managing employees; whereas leadership is the capacity or ability to lead or inspire employees into doing their work. Management is the “Process of working with people and resources to accomplish organizational goals” (Bateman-Snell, 2007). Management can also be seen as the imaginative and organized pursuit of practical results, by identifying and using available knowledge and human resources in a determined and reinforcing way. Three types of management roles are interpersonal, informational, and decisional and each has its own set of responsibilities and expectations (Modern Management).
The manager’s roles interpersonally are in fact, the expectations that they have projected on them by others. These roles are the figurehead, liaison, and leader. Some of these roles can be sub-divided into specific groups of expected behavior. Sometimes these roles are seen as extensions of their values and expectations of their interpersonal roles of position and authority. Managers have to take on many different roles and responsibilities on a daily basis and many of these roles were laid unto them by upper level management.
Informational roles can be considered the informational category of management where they deal with managerial information and the dissemination of the information to others. These roles are to monitor, disseminator, and spokesperson. With decisional roles management is forced to make managerial choices where they influence the choices of others within the organization. Some of the activities that go along with this type of managerial role is problem solving and decision making. The roles this type of manager can take on are the entrepreneur, resource allocator, disturbance handler and the negotiator.
Overall a manager’s principal responsibility and role within an organizations day-to-day operation is to balance the unique relationship between and among the employees, suppliers, and customers. This can be done by fulfilling the businesses strategic planning, budgeting, and financial reporting and risk management. “Management defines what the future should look like, aligns people with that vision, and inspires them to make it happen despite the obstacles” (Bateman-Snell, 2007). Is it possible for someone to manage his or her bosses, competitors, and associates like they do their employees, suppliers, and customers?
The answer to this question is obvious; no one can manage them all alike. The key to dealing with upper management is to understand persuade, motivate, influence, and encourage them into doing what is expected out of them. There aren’t any rules or a regulation that goes along with doing this; nor is there a designed role that comes to mind in the management field. Another word that describes this way of inspiring others and that is through leadership. Leadership can be defined as one of the assets that a manager can possess but has to aspire to be.
Leadership can be view as a way of getting things done by inspiring people to do them, unlike managers where they force or demand someone to get them done. “In VICTORY! Tracy outlines seven “responsibilities of leadership,” defined as “areas where you must perform consistently well to become an excellent executive and fulfill your responsibilities to yourself and your organization” (AMA 2008, par. 3). The first responsibility is to achieve and set business goals. This is done by giving each executive at every level the responsibility to achieve specific, measurable business goals.
The second responsibility is to innovate and market. By applying an uninterrupted and unlimited improvement strategy where you are always looking for better, faster and cheaper ways to market your products. The third responsibility of leadership is to solve problems and make decisions. This responsibility can be the hardest because one is always thinking and discussing solutions to the problems that plague the organization. One also has to focus all his or her attention onto what actions need to be taken to solve the problems.
The fourth responsibility is for leaders to set priorities and work on key tasks. A leader has a responsibility to the organization to always be working on the most vital task all the time and to assure that everyone else is working on his or her key tasks as well. The fifth responsibility is to concentrate single-mindedly on the activity that can make the greatest difference to the organization and its employees. This responsibility entails that you have to write down everything and set priorities. The sixth responsibility is to perform and get the desired results from everyone in the organization.
The ability a leader has in getting results not only determines the pay, promotions, and a success in the organization but it also has the results of how people in the organization hold you and respects your words. The seventh and final responsibility is to be a role model for others. This can be the most important responsibility of leadership because one is being viewed as they are setting the standards for which everyone else conducts themselves. This responsibility ensures that one would set higher standards for themselves than others would regularly set for themselves.
By getting the respect and admiration of others you will motivate them into doing what work you want done. The commitment that you show to being a grand person and always demonstrating your values when you act can be viewed as the most important quality of leadership. When comparing the various traits and responsibilities that managers and leaders have to oversee there truly isn’t much of a difference between them. A manager has to cope with complex plans and budgets; they have to organizes, staffs, controls and solve problems on a daily basis.
A leader copes with change, is responsible for setting direction, aligns people, and motivates people into doing what they want. After you compare the two you begin to see that managers are about the authority of delegating jobs, and leadership is about influencing others into doing the jobs. Basically being a leader means that you take calculated risks and most managers would rather focus on maintaining the company’s status quo. Organizations should implement and apply two forms of responsibility and they are corporate and social.
Social responsibility can be defined as “the idea that businesses should not function amorally, but instead should contribute to the welfare of their communities” (Investor words Date unknown). Corporate responsibility can be defined as “the accountability of a corporation to a code of ethics and to establish laws” (Investor words Date unknown). An effective organization leader’s goal is to carry out steps that support these responsibilities on a daily basis. A way to achieve these responsibilities of both managers and leaders is to establish and preserve a healthy organizational culture.
An organizations culture determines the criteria for leadership and an effective leader will shape the culture around the employees within the organization. An example of a Healthy organization must foster empowerment, teamwork, information sharing, teamwork, and above all trust. A leader can find many ways to create a healthy organizational culture but the most important is to establish and define a set of rules the organization follows. These rules inform every employee exactly what is expected and why they are to do the job requirements.
The organization should also have a solid mission and vision statement that defines the strategic plan that has been put into place by the organization. A personal recommendation that I would make or suggest is getting help with designing the strategic plan. This plan should match the organizations needed organizational culture and work practices with specific strategic goals. Once the strategic plan is created and put into action one then need to focus onto the organizations operational plan. This operational plan must involve the organizations views on team development and has to identify the organizations needs.
By focusing on team development the organization can open the lines of communication with the employees who leads to employees welcoming the chance to teamwork and individual ideas. Training and development of new skills within the organization is a new idea of obtaining an effective leadership within the organization. When identifying the organizations needs you can shape the culture of the organization. By involving the employees in the shaping of the culture the management allows them the chance to ask questions and have the process explained to them.
By doing this the organization reduces the amount of resistance throughout the organization by the employees. Another way for a leader to maintain a healthy organization is to lead by example. When a leader works hard, has a good work ethic and always sustains a positive work relationship with their employee’s everyone will want to follow their lead. A leader who stresses that their employees must learn from their mistakes instead of yelling at them or discipline them in a negative way. This type of leading by example promotes a healthy organization and ultimately encourages others to strive for excellence.
Although leading by example is a huge influence over an organization another influence over an organization’s culture will face is change. A culture implies structural stability and change can devastate the stability of an organizations culture. When a leader or manager implements change it needs to be done in small baby steps where the employees have ample amount of time to adapt and prepare themselves for the change. By giving them adequate time to prepare them for the change as well as giving them the reasons behind the change the organization will not only be communicating but educating the employees.
By doing this you will be helping to promote and maintain a healthy organization. In conclusion, I believe that there’s a difference between being a leader and a manager. Although they share the same responsibilities not every manager can be a leader and vice versus. One might also believe that a successful organization needs good leaders and managers. Organizations have many ways they can practice effective management and leadership within the organization. Leadership is a constant and continual developmental process where everyone is aware that managing change is important.
They are also aware that without competent management the process can get out of control and be devastating to an organization. It’s important to propose an organizations culture by involving the employees and inspiring them to follow it. By implementing and following this culture of the organization will be a fulfilling one and satisfying to employees and it will make a flourishing example out of the organization.