Analysis Of A Management Strategy : The Charisma Myth Essay

There is a great importance put on business leadership, this is directly due to how a business not only functions but in how fruitful the company can become. A great leader essentially can take a business plan that is weak yet turn it into a success, whereas a poor leader stands a higher chance of ruining the best of business plans. That is why it is essential to develop effective leadership throughout a companies entire management program at all levels. How does one develop or retain strong leadership? Companies must be focused on hiring strategies that encompass very specific parameters, building from within whilst creating a strong foundation for employee development and succession planning. Leadership is essential in any organization. The style and theory embraced determines whether the company will or will not achieve their goals. in all cases theory must be embraced, as a companies theory, style, and strategy is greatly dependent on the industry the company is in (Sadler, 2014). “The behavioral theory is one of the widely used theories of management. It suggests that leaders are made and not born. It gives room for training to install leadership traits in leaders at the expense of denying them a chance. There are various leadership styles embraced by companies (Cyert, & March, 2005).”  This paper takes a look at the management styles of two specific

I will be clarifying how reading "Theory X, Y, Z" and watched the media piece, "Theory," affected my definition of theory. I will be explaining the reasons why it might be useful to make a connection between actual management situations and theory. I will also explain how theory can inform the actual practice of management. I will provide an example of my own supported observation to maintain my statements. In Conclusion, I will explain which of management theories presented in Day 4 Readings seem to be the most useful and why (Walden, 2014).

“Some of the traits central to the lists of almost all the researchers studying trait leadership over the years are intelligence, drive, integrity, and sociability” (Khan, 2013, p.831). While, past research has not proven trait theory to be all that accounts for good leadership, recent research has made trait theory relevant again (Khan, 2013, p.832). Robbins (2009) states that research efforts to find a set of universal leadership traits failed. Behavioral theory is different from trait theory in many ways. “Behavioral theories support the idea that individuals can be trained to be leaders” (Satterlee, 2013, p.105). The manner in which a person reacts in a situation with others is what behavioral theorists looked at. Behaviors are not set in stone, behaviors can be modified meaning that leaders can be made. Both theories try to explain what makes one person over another a success leader.

Thank you for your post. You make a very strong argument for the case of charisma and leadership behaviors as being innate to the leader. Specifically, I appreciated your citation of Northouse (2013) regarding the effect that charisma may have on a leader’s ability to influence others, display personal confidence, and convey a moral compass (as cited by Dortch, 2015). Where I would disagree is the notion that an effective leader is an extrovert.

Eleanor Roosevelt once stated that “One’s philosophy is not best expressed in words; it is expressed in the choices one makes…and the choices we make are ultimately our responsibility”. Roosevelt’s statement accurately reflects how others view the personal management philosophies adopted by leaders and management personnel. What is remembered is not what individuals say, but what they do. Ideas and philosophical outlooks on life and management can have significant impacts on the lives of others. Each decision a manager makes effects not only those employees in their area of responsibility, but also the network of suppliers and vendors that interact with their organization. Due to the potentially large impact management personnel can have not only on their own organization, but also interconnected companies, it is key that all management personnel and those in leadership positions, take the time to reflect and develop a set of management philosophies that inform their outlook on the management process and their decision making process.

Diverse methods of management and leadership along with the theories of management are discussed. More so, comparison of the soundness of the different type of leadership styles use in an organization are discussed. The way organizational theories explain management in practices and the way organizations applied the theory are discussed.

Litzinger & Schaefer (1966) state that in the United States the dominate brand of philosophy is pragmatic, therefore in the U.S. the understanding of management philosophy is a pragmatic one. Due to this philosophical orientation, there has not been a drive amongst researchers to develop a speculative understanding of management philosophy, instead it has developed into a “highly practice-oriented theory for control over the means and the ends of business” (Litzinger & Schaefer, 1966, p. 341). From my experience this has resulted in management philosophies that ignore the most critical resource of any organization: its employees. Highly engaged and motivated employees are key to the long-term success of an organization (Dess, Lumpkin, Eisner & McNamara, 2014). Furthermore, in organizations that are dependent upon excellent customer service to survive, such as retail, ensuring that management philosophy takes into account how to manage and develop employees is critical. Therefore my personal management philosophy has its foundation in the theory of servant leadership.

As described by Meyer, 2014, there are five theories: a) bureaucratic theory: management is shown as unbiased, and experienced individuals dedicated to take necessary decisions, on the other hand employees are submissive and always looking to climb the rank’s ladder. It is a “closed system, stable and formalized structure, that enforces legal rule bound functioning” (page 229), b) scientific management school: managers are usually classified as neutral, measured individuals with extreme mind towards accomplishment of established objectives. Employees are seen as carefully motivated towards financial gains, consistent and foreseeable. These organizations usually are “closed system, stable and predictable entity with a formalized structure where scientific methods are applied with monetary incentives” (page 229), c) classic management theory: managers are shown as specialized individuals whose planinfication, coordination and supervision methods show expected results for their well-trained and expert employees. These organizations, alternatively, these organizations “apply administrative principles” while maintaining a “closed, stable, predictable and

Outstanding leaders combine good strategic substance and effective interpersonal processes to formulate and implement strategies that produce results and sustainable competitive advantage. Hence, it is a little overwhelming, especially when inundated with numerous theories about leadership such as, X & Y theory, path-goal theory, charismatic, traits theory, Vroom model, and contingency theory, etc… Additionally, numerous leadership styles exist in which a manager can employ, such as laissez faire, transformational, employee-centered, tasks-centered, close supervision, participative, democratic, or autocratic (Elliott 2011).

In reality, every person in a management position handles the way that they do their job differently. Management is one of the most important parts of an organization, if not the most important. However, the development of management in organizations has changed dramatically from the late eighteenth century to now. In the eighteenth century, managers relied on power and setting strict rules to get the job done. Modern day managers have to rely heavily on leading by example and doing the right things. As can see, management has changed drastically over the last few centuries. As leaders changed in the work place, so did the way

An effective leader influences their employees in a desired manner to achieve goals and objectives. Different leadership styles can affect an organization’s effectiveness and performance. The objective of this paper is to analyze the review of literature on various leadership styles over the past years and how effective and ineffective different leadership styles are in the workplace.

Many people believe they can either be a good or great manager. The actual reality to this is some people are actually not fit to be a manager either because they do not know what to do or because they do not know how to handle themselves. Throughout this paper, management styles will be discussed, and the qualities of a good manager.

There are three main types of management approaches: Henry Mintzberg’s managerial roles approach, Henri Fayol’s functional approach and Robert Katz’s skills and capabilities approach . These are important in helping managers to find the best way to effectively lead his employees. However, these are not the ‘solution’ to how managers should do their jobs, because they will not necessarily work in every business situation, or even a combination of all three may be needed- this applies to Oliver’s managerial approach.

How does different leadership and management skills demonstrate success? According to Business Dictionary, 2016, Management Theory is defined as “A collection of ideas which set forth general rules on how to manage a business or organization” and leadership is defined as “the activity of leading a group of people or an organization or the ability to do this”. Management theory addresses how managers and supervisors relate to their organizations in the “knowledge of its goals, the implementation of effective means to get goals accomplished and how to motivate employees to perform to the highest standard”. The leadership responsibilities function requires communicating, teaching and carrying out the organization vision, while also addressing front-line conflicts and issues. Managers and Leaders are expected to exhibit decision making skills. This paper will address the strength, weakness and recommendation of leadership and management skills.

Managers encounter difficulties in the organisational environment, Snowden & Boone (2007:1) further explain that managers rely mostly on basic leadership approaches which work well in given situations. They say that approaches that are used mostly don’t succeed because the solutions rely upon the basic thoughts in the organisation’s theory and practices in which certain level of ways of predicting and order exists within the world.