Dr Schulers Self-Test Important Aspects - Paper Example

According to Dr. Schulers (2002) self-test, he focuses on several important aspects relating to the significant differences between leaders and managers. The first aspect is that while managers focus on process and efficiency, leaders think about employees and their talents. Notably, they take the time to understand their subordinates in a personal way, their long-term goals and mentor them in the process. Consequently, unlike managers who get things done through people, leaders work alongside workers to create unity in the direction towards the attainment of the organizational goals. The second main aspect Dr. Schuler points out is that unlike managers who achieve goals through control and constant supervision of subordinates, leaders connect daily work and projects into a large framework that accords work a sense of purpose and meaning (Schuler, 2002). Mainly, they set challenging goals that foster innovation and creativity among employees. Additionally, such an environment encourages the staff to work well and care about their performance and the overall organizational performance.

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The third important aspect is that leaders influence their subordinates to achieve the set organizational goals through their actions. Notably, they work hard; listen to the employees point of view and pay close attention to how they spend their time. Particularly, a leader leads by example. Four, according to Dr. Schuler (2002), managers give more attention to poor performers in the organization as they seek to help them improve their performance. However, leaders focus on top performers who have the competence, consistency, and commitment necessary for the achievement of set goals efficiently. Particularly, unlike managers who feel threatened by better people, leaders strive to surround themselves with individuals who are better at what they do. Finally, Dr. Schuler notes that managers use pay as the primary motivator in the workplace. However, leaders understand that different employees are motivated differently. Therefore, they use pay alongside other rewards to keep workers motivated.

Agreement

The ideas in Dr. Schulers self-test relate significantly with Kouzes and Posners chapter Leadership is Everyones Business. First, both excerpts agree that leaders lead others by example. Mainly, they both argue that the actions of a leader matter because his or her subordinates are watching. Kouzes and Posner (2006) add that one is a leader if he or she employs the five leadership practices that people around want to follow. Similarly, Dr. Schuler asserts that leaders pay close attention to how they spend their time and work hard (Schuler, 2002). Moreover, these are the actions that influence their subordinates towards performing well in the workplace.

Additionally, both excerpts agree that leaders should remain humble and human. Notably, Dr. Schuler argues that leaders surround with people who are better at what they do. They do not feel threatened by top performers. Kouzes and Posner (2006) supports this argument by noting that, despite being easily seduced by power and importance, humility is the only way leaders resolve the conflicts and contradictions of leadership. Mainly, good leaders know that they need the help of others. They also know that they cannot do it alone. Regarding this, they listen to those around them and offer free credit to subordinates, an act that realizes high levels of performance. Dr. Schuler (2002) supports this by stating that leaders listen to others point of view.

The third aspect that Dr. Schuler and Kouzes and Posner agree on is creating a work environment that combines daily work and projects with continuous learning, which gives work a sense of purpose and meaning. Notably, Dr. Schuler (2002) argues that leaders build teams by setting group goals that are challenging, which foster innovation and creativity, which leads to growth. Kouzes and Posner (2006) add to this by stating that the best leaders have a strong need to excel, an intense belief that new skills and abilities can be learned, and have a willing devotion to deliberate practice and unceasing learning. Additionally, good leaders challenge others to bring out their best through their available energy and talents.

Disagreement

The first central area that the two writers differ is on the platform on which leaders exhibit their leadership. Dr. Schulers self-test mainly focuses on leadership practices in managerial jobs. Conversely, Kouzes and Posner (2006) focus is not on leaders in organization setup because they claim that leadership is not about position or the title, nor is it about organizational power or authority. Mainly, they point out that anyone can be a leader, even an employee in his or her job level, a coach, a teacher, or even a family member.

The second thing that Dr. Schuler, Kouzes, and Posner disagree on is the practice of process and efficiency. Notably, Dr. Schuler (2002) argues that leaders make people grow rather than focusing on process and efficacy, which is a characteristic for managers. However, Kouzes and Posner (2006) argue that a leader has to keep learning to grow. They point out that what differentiate expert performers and good performers are the hours of deliberate practice. Furthermore, it is through this practice that they gain efficiency in leading in their different areas of specialization.

References

Kouzes, J. M., & Posner, B. Z. (2006). The leadership challenge (Vol. 3). John Wiley & Sons.Schuler, A. J. (2002). Are You A Leader? Part II: Leadership Self Test Answers and

Discussion