Leadership

Studies on the subjects of leadership and management have the underlying difference between a leader and a manager as “managers maintain things and leaders change things.” Gill (2006:26) explains their difference as “Managers plan, allocate resources, administer and control whereas leaders innovate, communicate and motivate”

1.- Quelles ont été les gestes ou parole les plus difficiles et faciles à faire/à dire lorsque vous avez gratifié/remercie des gens?

According to Kotter (1990), “Leadership seeks to produce organizational change by: developing a vision of the future and strategies for making necessary changes; communicating and explaining the vision, and motivating and inspiring people to attain the vision.”

Prosperous businesses should ensure dedicated frontrunners and supervisors that cultivate, reinforce, and reassure member of staff endurance within a business. At hand is a substantial differentiation concerning guidance and supervision. Generally leadership can be perceived as a perception of communication and business’s visualization, whereas, management can be viewed as achievement of the business’s visualization. It is to my belief that when speaking of leadership and management, the two stands strongly connected, yet equally signify and sustain different assignment and obligations.

Understanding the difference and similarities between managers and leaders can be enlightening. Managers develop and manage plans that impact the strategic vision of an organization while leaders set strategic visions for the organization. Managers establish plans, support strategic plans, and organizational objectives. Managers also evaluate and track the achievement of tactical plans that have been assigned to specific staff. While on the other hand leaders motivate staff to achieve the object and task set forth. Managers serve as problem solvers. Managers are the people who assign resources to groups. On the hand leaders serve as persuasive change agents.

In this intriguing Wharton Leadership Digest interview, authors James Quigley and Mehrdad Baghai talk about eight archetypes of leadership from their new book, As One: Individual Action, Collective Power (Portfolio, 2011): • The landlord and tenants – Tenants voluntarily decide to join landlords, but once they do, the boss has the top-down power, controlling access to scarce resources, doling out rewards and sanctions, and dictating the terms of tenants’ participation. • The community organizer and volunteers – The power for setting direction comes from the bottom up, but the community organizer is the glue that holds things together. Volunteers can’t be ordered around; instead, they join on their own terms if

Leadership and management are needed to convert challenges into opportunities. A manager can be seen as a ‘person who has the responsibility, control and influence over a person or group of people and their activities’. Leader = ‘being a person’s reason for doing something’

In general, we are familiar with the quote managers do things right while leaders do the right things. In essence, the analytical versus the holistic approach of leadership addresses these two separate and distinct functions within an organization. For instance, a manager focuses on the daily operations of an organization with an emphasis on team delivery, budgeting, and supervising the employees. Contrarily, leaders within an organization focus their time on improvements and innovation. In particular, leaders can perform this function since they are not culpable for routine tasks and mired in the minutia. As a result, there is a misnomer that managers are leaders and leaders remain managers, but they are not exclusive. Therefore, being a manager and a leader requires different abilities and dispositions.

The types of leaders in any institution include autocratic leaders, democratic leaders and laissez faire leaders. Autocratic leaders do not allow for suggestions from employees while making certain decisions but democratic leaders value the opinions and ideas of employees. Laisses faire leaders on the other hand allow employees to make decisions on their own. Change management theory is also very important in guiding the research in the management field. This theory suggests that for change to be embraced in any institution, the people have to be involved and not forced to flow with the change (Miller & Tsang 2011).. People should be therefore given time to adapt to the changes, otherwise if they are forced, the change may take a long time in order to be fully implemented in the organization. These theories will create my theoretical framework for the study. They are very important especially when conducting a research based on management of an organization. Management, leadership and change are key aspects that affect the performance of an organization and they should be taken into account when conducting the

Furthermore, Kotter provides that eight-step change process that change process integrates participative leadership empowerment and system thinking which suggests that to make effective change, the leadership structure and process. So the concept of management and leadership is not new as there is long history behind in the past which describes that what managers and leaders do and have to make effective change. As the concept is very vast so to summarize the following concept is based on as follows such as Mintzberg (1973) asserted that management is not a pre-planned process but the managers needs to spend more time in order to adopt such skills as problem-solver, fixer and fire-fighters. However Bass (1985) characterised the transformational leaders as a vision, optimistic, integrity and intellectual challenge and Alban-Metcalfe (2003) further elaborate the notion of transformational leadership in terms of innovation, culture and people. Argyris (1998) has focused the empowerment skills in leadership so that leaders can retain their employees. Moreover different authors provided different methods to analyse the leadership competencies that helps in improving the challenging trends.

Successful organizations have strong leaders and managers that develop, support and encourage employee longevity within a company. There is a significant difference between leadership and management however both skills have to be used collectively and both are important to a profitable organization. Leadership is a notion of communicating an organization’s vision, whereas management is more of the implementation of the organization’s vision. The manager typically carries out the responsibilities written by the organization and has a good team underneath them to carry out the duties and meet the goals. Most companies have a mission statement that mirrors and supports a company’s vision. When referring leadership and management, the two

So, from the above definitions we may draw a difference between leaders and managers as leaders do have a vision, goal and objective, which he tries to make effective and purposeful. On the contrary, the managers only have to maintain their efficiency on day-to-day basis. In other words administration is the task of managers but innovation is the characteristic of leaders and there is a possibility of a manager becoming a leader by setting high standards and goals for his people. It is not the task of this paper to present a difference between both but it is important to present it only because of its being necessary to clear the concept of a leader. So, a good leader is a person who can look high into the horizons when the people are looking down in the bottom line. This makes other people follow their footsteps as everyone wants to move towards horizon to explore new dimensions of practicality.

Not all managers are leaders and not all leaders are managers. The biggest difference between management and leadership is people skills. In determining if a person is a leader or a manager, Bova (2008) lists some differences with which many a person would agree. One difference is that a manager directs people. Managers essentially tell employees to get the job done. Many people work on autopilot until their work shift ends. However, people will follow a leader. Leaders inspire others to want to strive for their best and to go beyond their normal duties.

There are difference in the ideologies between leaders and managers. Those who find themselves in the positions of leading or managing need to search for qualities of booth ideologies within themselves. Managers often view their position as directing and controlling others towards a common task. Managers tend to be rational, under control, problem solvers focusing on structure, personnel, and recourses (Diffen, 2015). In contrast leaders inspire others by sharing their vision, in turn others choose to join them in accomplishing a common goal. "The ability of an individual to influence, motivate, and enable others to contribute toward the effectiveness and success of the organizations of which they are members” (Diffen, 2015).

Leadership style is a leader’s style to guide in a specific direction, plan and motivation to whole team. There are different influences on the entrepreneurial spirit created by different leadership styles (Darling& Leffel, 2010). For this reason, an effective leader should choses a suitable leadership style to lead the team. There are four different kind of leadership style according to Darling and Leffel, analyzer, director, creator and connector. Analyzer-type leaders always do a great deal of research before they take any action, and they take precise, logical and systematic approaches to lead their team. Director styles tend to be goal-oriented, they are independent, confident, terse in expression and willing to take risks. Creator leadership styles tend to take approaches that are fresh, new and innovative, they are creative and grand designs. This kind of leadership style always can be a strong power to motivate and inspire team members with the vision of the future. The last one is Connector leadership styles, they are sensitive and always get along well with others, and connector type is the style that is the most sympathetic and understanding. Good leaders should take different styles to influence, to provide a direction and opinion to their group. It is different with managers. Managers have responsibility for the team to conduct, to achieve and to bring about. As Darling and Leffel(2010)expressed” activities of controlling resources, and mastering procedures and