Management And Leadership Is Doing The Right Things Essay

Good management and leadership are essential for organizations to operate and additionally for the businesses to prosper. When businesses are well administered, they can function successfully and they can function effectively. Managers have exceptionally effective and strong plans, mangers have systematized structures, organizations, and they also assess effects. When businesses are appropriately directed, they acclimate to modifications in the situation and cultivate cultures that encourage obligation and improvement. Mutually good management and good leadership are essential to maintain organizational performance.

Leadership is a facet of management. It is just one of the many assets a successful manager must possess. The main aim of a manager is to maximize the output of the organization through administrative implementation. To achieve this managers must undertake the four functions of management: planning, organization, leading and controlling. In some cases leadership is just one important component of the leading function. Predpall (1994) said, "Leaders must let vision, strategies, goals, and values be the guide-post for action and behavior rather than attempting to control others". In some circumstances, leadership is not required. For example, self-motivated groups may not require a single leader and may find leaders dominating. The fact that a leader is not always required proves that leadership is just an asset and is not essential.

Step four in management planning is the selecting of goals believed to be most appropriate and feasible by the managers. Step five implements the goals and plans into action by managers. Goal achievement is likely to be linked to the organization’s reward system to encourage employees to achieve the goals and implement plans properly (Thomas S. Bateman, Scott A. Snell, 2009). Step six is essential in making sure goals and plans are met. If the goals and plans are not monitored and controlled managers would not know if they were ever met successfully.

To fully explain the relationship between Leadership and Management we need to appreciate that the two go hand in hand, they are by no means the same thing but they complement each other when driving any team to perform and exceed targets within a business. The manager’s job is very task-focused. They often have to follow company

Documentation of the plan of action for the employee should be completed. This documentation will provide a record of what has been tried, lessons learned, and the direction in which the employee should take to meet goals. This will help the employee gain knowledge and experience prior to taking on additional responsibilities. Thus, providing the employee with his/her strengths and weaknesses. Next the discussion for what the employee goals will be for the upcoming future should take place. New goals should be addressed. The employee should be willing to correct any performance issues.

The third is motivation, which supplies motivation for employees to develop and grow in the job by providing benchmarks during the year. The fourth is accountability, which creates accountability for employees and managers/supervisors. This will help all employees prioritize competing projects or initiatives for each individual or department. Managers conduct initial performance planning discussing with employees and provide direction through coaching sections. After the performance planning discussion, employee’s drafts performance plan for the manager’s review. This planning discussion is followed up by the employee finalizing his or her draft with his or her manager. Overall, managers/supervisors at each level develop specific goals that support department or team goals which in turn support the corporate and function/operational group scorecard metrics.

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

Leadership is just one of the many assets a successful manager must possess. Care must be taken in distinguishing between the two concepts. The main aim of a manager is to maximize the output of the organization through administrative implementation.

Is every good manager a good leader? Is every leader a good manager? Leadership and management are often used in similar perspectives, yet they do not share the same meaning. Leaders are exactly what the name says - they lead team members to success. Managers, like leaders, have the meaning referenced in the name. Managers manage over employees, striving for success. The two titles can be used simultaneously with one person, but this is a rare occurrence.

“A strategy is something like, an innovative new product; globalization, taking your products around the world; be the low-cost producer. A strategy is something you can touch; you can motivate people with; be number one and number two in every business. You can energize people around the message .” Jack Welch

In this topic we talk about many different forms of leadership and how it can affect relations between the corporate leadership entities and union leadership. Most often we see or read about in the news the break down between negotiations between the corporate leaders and the union leaders causing production to come to a halt while items are being negotiated.

The main pitfall of planning is the misconception members have believing that planning solves problems. Too often, planners rely on opinions and hunches rather than facts. Once a plan has been established, all members in the organization need to be aware that issues may arise down the line and work environment can change unexpectedly. Some companies become so committed to achieving their goals that they fail to recognize the incremental changes in their plan and work environment. The lack of flexibility and creativity in an action plan can significantly affect an organization’s purpose. Another comparison to a good planning is the goal setting process. Goal setting can help turn a company’s vision into a reality, if the process is used accordingly. By precisely knowing what to achieve, associates can focus their effort on what is more important than on things that are less important. Goals require flexibility in the process, if there is no flexibility added to the process, goals would soon provide no reason at all. One way of setting effective and achievable goals is to use the S.M.A.R.T guideline. The S.M.A.R.T guideline is the first component of the goals setting process and is a useful tool in planning. The acronym stands for Specific, Measurable, Attainable, Realistic, and Timely. Clear and Specific goals are easier to accomplish than common goals because it contains a specific reason that clearly defines what is about to happen. In addition to being

Management and leadership skills in nursing and other healthcare professions are becoming a more and more widely spoken of subject, as they are essential skills for everyday practice in delivering care (Gopee and Galloway, 2009). Effective management requires the nurse to be able to draw on evidence based knowledge and experience to develop the ability to manage competently during practice. Skills without knowledge, appropriate attitude and understanding will not equate to competency (Watson, 2002).

Managers face many challenges in management. When a problem occurs managers have to generate a plan. The planning process is analyzing the situation by gathering and interpreting information. Planning alternative goals is an important step in the planning process. Once there is a problem, part of the plan should be to ensure the goals are specific, measureable, attainable, time based, and relevant (Bateman & Snell, 2009).

MANAGEMENT BY OBJECTIVES (MBO) is a practical application of the reasoning behind the notion of goal-setting theory. MBO is a process in which employees participate with management in the setting of goals or objectives. An essential feature of an MBO program is that it involves a one-on-one negotiation session between a supervisor and subordinate in order to set concrete, objective goals for the employee’s performance. During the session a deadline is set for the measurement of accomplishment, and the paths to the desired goals. and the removal of possible obstacles are discussed. After an established period of time has elapsed (typically six months or year), the supervisor and subordinate meet again to review the subordinate’s performance