Summary: Leadership vs. Management

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”

Leadership and management are two terms which are different and should not be confused with one another. The difference in these terms is based upon their motivation, personal history, how they think and act, their orientation toward goals, work, human relationships and themselves, and their views of the world (Grossman & Valiga, 2009, p.5). In leadership, their vision and goals come from a personal interest and passion in which may not be within the goals of the organization. In management, their vision and is from within the organization and not from their personal interest or

In addition, leadership itself can be described in various forms and through the highlight of different skill sets, but the one thing that all definitions have in common is that “leadership involves influencing the attitudes, beliefs, behaviours and feelings of other people” Spector’s work (as cited in Curtis, de Vries, & Sheerin, 2011, p.306). When the skill set of a leader is compared to that of a manager, true differences are noted. Some of these key differences are apparent even in the approach utilized to reach the desired goals. While a manager directs, a leader transforms, a manager sustains and a leader improves, a manager controls, a leader motivates, a manager’s focus is on short-term goals and a leader’s is long-term based, managers ask how and when, while

There are many models of leadership that exist across a range of fields (e.g. social work, education, psychology, business, etc.). The ability to transform an organization successfully requires a different set of attitudes and skills. Transformational leadership is an approach where a leader utilizes inspiration, charisma, individualized attention, and intellectual stimulation with their employees (Iachini, Cross, & Freedman, 2015, p. 651). Transformational leadership helps to clarify organizational vision, inspires employees to attain objectives, empowers employees, encourages employees to take risks, and advocates the seeking of alternative solutions to challenges in the workplace (Transformational Leadership, 2015). It allows the leader to engage and motivate each follower identify with the organization’s values and goals.

The three articles used for this comparison matrix looked at transformational leadership and how it affects those in relation to each study. The three articles were all written with a different purpose in mind, with all three correlating to the same hypothesis, “How does transformational leadership affect employees/individuals in different settings?” With similarities found in topic, it was also evident that there were several contrasting variables within each article. The three empirical articles that were utilized for this comparison were as follows: Transformational Leadership in

As we know that, leadership is nothing. But the influencing flowers. Leadership includes three fundamental clusters of skills creating vision, garnering commitment to that vision, an managing progress toward the realization of that vision. powerful and effective leaders plays very vital role to reach the maximum production for any organization.

Leadership: Carol continues to promote teamwork within the section to encourage her peers to participate in social events to boost morale. She continues gaining respect of others through her own actions and attitude.

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.

Transformational leadership is described as a person who has the ability to make followers into leaders and promote change (Roussel & Swansburg, 2009). Transformational leadership encourages staff empowerment (Roussel & Swansburg, 2009). It is thought that if staff feels empowered then they will work harder by collaborating with each other instead

According to Pamela Spahr from St. Thomas University Transformational Leaders “possess a single-minded need to streamline or change things that no longer work. The transformational leader motivates workers and understands how to form them into integral units that work well with others.” (Spahr, 2015)

The effectiveness of transformational leadership has been proven in a number of settings and in many countries around the world (Judge & Piccolo, 2004).

The concepts are more broadly focused on what the leader does versus other models. This researcher also suggests the following weaknesses; lack of conceptual clarity, validity concerns, the trait effect, solid facts that this theory has actual transformed organizations and the follower with the potential for use abuse (2016). Researcher Bass suggests that ones’ morals, ideals, attitudes and goals define the transformation process (1998). Supported by author Conger who suggest that transformational leadership happens when there is a vision, motivation, commitment, support and patience as it relates to the implementation of the process

Management and leadership are quintessential concepts in the life of an organisation. Both concepts share the same principle of how authoritative power influence and shape employees, however, each has its own distinctive feature the enable to differ from one another. This essay, however, I will not go further in the discussion of how management and leadership similar or dissimilar, but rather on how each concept has impacted on myself as a member of an organisation. The basis of each concept will be viewed on a theoretical standard and integrated with my personal real-life experiences. In addition, it is important to note that the limitation of an organisation in this essay will not be restricted in a work environment, but also expanded to

The relation between leadership and management has for a longtime influenced how organizations are perceived. It has also contributed to maintain some type of confusion in education and within the organization itself.

For a quick review, the definition of leadership is a process whereby an individual influences a group or individuals, to achieve a common goal.