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Difference Between Management And Leadership Essay

According to many scholars, management is a basically the implementation of already established processes such as planning, staffing, measuring performance and budgeting thereby enabling an organization to do well. On the other hand, leadership is entirely different. It can be described as taking an organization to the future, exploring and successfully exploiting opportunities that come up.

Leadership is about having vision, empowerment and most importantly providing useful change in the organization. The main differences between leaders and managers are: the relationship between the followers and managers and leaders, how leaders and managers solve problems, and the difference in emotional intelligence between leaders and managers.

Leaders and managers have a difference in emotional intelligence. A leader is an individual who strategizes a visionary and most importantly someone who inspires other people to greatness. In order to achieve this, while leading one must share their vision with the staff or people brought together to solve a problem or create a strategy. Leaders serve as role models, motivate their staff, inspire cooperation and create a community both inside and outside of the organization. They mostly follow their intuition which in most cases benefits the company and in most cases they gain followers who become loyal to them and the organization.

This is a direct contradiction to managers who carry out their instructions by the book and follow the organization’s policy to the letter and as a result the staff may or may not be loyal to them. Even when the idea of a divinely appointed leader prevailed, there existed a contrary view that the leader was actually empowered by followers, this theory was analyzed by Thomas Paine “Titles are but nicknames…it is common opinion only that makes them anything or nothing . . . . [A]body of men, holding themselves accountable to nobody, ought not to be trusted by anybody” (1944, pp. 59-60, 63).

Another major difference between leaders and managers is how their duties and relationship with their followers differ. A leader creates or rather innovates whilst the manager administers , meaning that the leader is the individual who comes up with fresh ideas in order to move the bulk of the organization into a new direction that is more beneficial and profitable. He has to come up with new strategies and tactics by keeping his focus on the horizon constantly. It is important for him to be updated on the latest trends as well as studies and the skill sets.

Contrary to this, a manager simply maintains a system that has already been established and is in use. It is his duty to maintain control and ensure that things run normally and everyone in the staff is pulling their weight and contributing fully and effectively. One of the distinguishing characteristics of a typical manager is how dependent he is on the activities of a variety of other people to perform his job effectively. (Kotter, 1983, p. 360). He is rigid and unable to be creative in carrying out his duties, thereby barring him from being considered a business leader.

According to Richard Rosenberg, (1992) one of the most profound examples of the difference between leaders and managers is how computers create significant changes in any organization. He illustrates how information is able to travel from top to bottom effectively without the intervention of managers somewhere in between. This shows how the difference between leaders and managers which is that managers are easily replaceable and in some cases they are not required at all to some extent. Leaders inspire greatness and effectiveness unlike managers who more or less rely on control.

In other words, leadership is not what one does but actually how they respond to you. If people do not choose to join your cause then you cannot really be considered as a leader since they have inspired no one. If people do indeed join your cause then it would mean that you have inspired them, thereby creating a bond with them and the company, which is very important particularly if the organization or business is changing rapidly and needs people who believe in it to support its mission.

Leaders and managers handle and prepare for problems in a different ways. Managers prepare themselves for turbulent times and during these times the primary task is to make sure that the organization’s capacity to survive and to ensure that the it maintains its structural strength as well as is capacity to survive failure and adapt as quickly as possible in the shortest time period (Peter D., 1980). Business leaders instill a staff loyalty that a manager cannot be able to because of his rigid methods and lack of spontaneity. In the case of managers, their primary job is to control their staff by aiding them to develop their assets and discover their greatest talents.

In order to do this they have to know the people working for them and understand their abilities and interests. G. Lumsden (1982) describes how middle managers model themselves on top managers in a form of hierarchical mimicry: what happens is that the behavior inheritance persists. As it is passed down deeper in the organization, sans power, such behavior begins not to work so well. And at lower levels it gets muddied even further because it’s being used on individuals who don’t understand it, aren’t impressed by it, or are downright opposed to it. (p. 8)

A leader focuses on the reasons why to make certain decision whereas a manager considers how and at what times decisions are made. Managers prefer to execute plans accordingly and maintain the status quo without deviating even when failures are experienced. If the company experienced failures, then a leader would learn from it and use it as a clarification point in order to get better and avoid losses in future. Levine and M. Crom (1993) in their book “The leader in you” highlight an example of leadership changes and state that “Good human relation skills have the ability to transform people from managing others to leading them.

People can learn how to move from directing to guiding, from competing to collaborating and from operating under secrecy to one of sharing all of the information required, from a mode of passivity to a mode of risk taking, from one of regarding people as an expense to one of viewing people as an asset,” (P.15)

In conclusion, management and leadership are not necessarily mutually exclusive. They are however different in that leadership entails inspiration as well as steering an organization whereas management is simply overseeing and delegating.

Management vs. Leadership

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Management vs. Leadership

Presently many of us have learned that managers are primarily administrators who have learned to write business plans, utilize their resources and keep track of progress. We must learn that we are not limited by job title, and that means we can utilize our management skills in any position that we are in. We must also know that we can use our leadership skills in the same situations. On the other hand we have also learned that leaders are people who have an impact on those that surround them. The main difference that separates these two roles is that management is a function that must be utilized in any type of business, and leadership is the relationship that the leader has with his followers, which in turn can motivate and energize the organization.
Management Function
There are many tasks that a manager does on a daily basis which include problem solving, facilitating meetings, and many other routine office tasks. "Management is the process of working with people and resources to accomplish organizational goals. Good managers do those things both effectively and efficiently." (Bateman & Snell, 2004) However many of these tasks should not be duplicated by a group of individuals. Different people can take on parts of the management function. Someone on a team can take care of the planning, while another person does the budgeting, and a third can monitor the progress and quality that each team member provides. "Management is like investment – you want to invest all resources at your disposal as efficiently as possible in order to get the best return on them you can." (McCrimmon, 2005)
In this case these team members may share the responsibility depending on what goal they are looking forward to achieving. The management function can be shared, coordinated, and planned by a team or group of individuals, in other words a team does not need good managers to generate good management.

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Related Searches

Leadership         Management         Leadership Skills         Management Skills         Tasks         Administrators         Followers         Routine         Monitor         Disposal        

Through experience and going to school at University of Phoenix I have seen that in many cases we share the load in order to get our team portion of the class taken care of by delegating many of the responsibilities among us. This gives each of the team members a choice and chance to do something that interests them. "Strictly speaking, you don't even have to have subordinates to be a manager - every employee has resources to dispose - time, talent, energy, organizational resources, etc." (McCrimmon, 2005)
There are many types of leadership skills that each of us is subject to each and every day. Leadership involves being able to select talent, the ability to motivate others, training and creating trust with the people we are working with. In the business aspect there are two distinguished types of leaders which include being a visionary, and an operational leader. A visionary looks for other ways of doing business and creating new business by utilizing his/her resources, and an operational leader finds ways of implementing the vision. Here is a great way to define leadership provided by McCrimmon, "leadership is not about occupying a role – it's about doing something different." (2005)
While being a leader there are some things that you have to look at, and in many cases it is people you are looking forward to hiring, or selecting talent. Selecting some one that knows more than you do based on talent and the ability to work with others can sometimes be a hard thing to do but in order to become a great leader you must be able to do this. As stated by Bateman & Snell "As with other things, you must work at developing your leadership abilities. Great musicians and great athletes don't become great on natural gifts alone. They also pay their dues by practicing, learning, and sacrificing." (Bateman & Snell, 2004)
Motivation of individuals is also a common thing among us, and in order to motivate others you should give them responsibility, a strong relationship, motives and last but not least rewards. A good leader then utilizes these tools to provide training that will develop competence and proficiency. Training or coaching your employees will focus the individual and in turn the group they are working with. These leaders also give attention to the work that their followers have been doing and making sure that they feel their job is important to achieving any type of strategic/operational goal. With this successfully done the employees may feel that they are welcomed and needed because they believe that their work is vital to the success of the organization.
Why do we follow leaders?
There are a couple of positive reasons why we follow a leader, one example is because we have developed trust in that leader, and possibly know that there will be some type of success if we do follow that leader. A quality that good leaders possess is the ability to make people feel they are the best and can achieve anything that is placed in front of them. This is one thing that good leaders possess. Here is one negative example: following that leader because of fear of losing ones status.

With my current experience as an owner of a small convenient store I have seen one way that has worked best for my company. This is to gather some ideas by observing successful companies in my line of business. This is something that is pretty hard to do because of our remoteness but has yielded a line of customers that frequently purchase our products and services. Also by observing these successful businesses a manager/leader should be able to create a unique management team/focus that evolves around the working environment and setting. "When leadership and management are clearly differentiated, you must identify areas for change and have the courage to champion them to show leadership." (McCrimmon, 2005)
In order for any type of organization to succeed organizations need both good management and quality leaders. As many of us have experienced different perspectives with these two great qualities we shall be able to utilize the resources among us and surrounding us to effectively and efficiently produce an organization striving to succeed. Using both management functions and leadership skills we can create a system that motivates employees, does not over manage, and most importantly create an enthusiastic working environment.

Bateman, T. S, Snell, S. (2004). Management: The New Competitive Landscape (6th Edition). New York, NY: McGraw-Hill/Irwin.
Management vs. Leadership. (n.d.). Retrieved December 15, 2005, from http://www.trainingbuz.com/mgmtvsldrshp.htm
What's the difference between managers and leaders? (2005). Retrieved December 15, 2005, from http://www.leadersdirect.com/mgt.html#

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