Essay on Concepts of Management and Leadership in the Workplaces

Management and leadership are two concepts that share similarities in the workplaces according to Herman (2011). Many people, especially in the corporate world, are interchanging the use of these terms in their daily activities. It is a confusion that has eventuated into an unending debate. According to Northhouse (2016), one way of solving the stalemate is to consider the different definitions regarding management and leadership. Even so, that is not enough. It is essential to evidently differentiate between the two concepts to help politicians, employers and other related parties to better organize public and private institutions (Jeon et al. 2015). The understanding of management and leadership based on their definition, traits, characteristics and assessment play a fundamental role in necessitating the continuity, survivability, and productivity of every corporation in the current and future times.

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Leadership and Management

To understand the two terms; first, a clear definition is needed. According to Northhouse (2016), leadership is the process of influencing people to achieve organizational objectives and goals through change. A leader is an individual that influences a group of people who are usually called followers (Ratcliffe, 2013). Ratcliffe (2013), defined management as the process of following a set of procedures to ensure the proper functioning of an organization. The manager is the essential figure who play a major role in an organization. Therefore, it is appropriate to have a clear definition of each term.

Many agree that the two concepts are much related and their functions overlap. Thus, they are often used interchangeably because of their similarities. First, leadership is similar to management because both involves working with people (Northhouse, 2016). Leadership involves working with individuals or followers in an organization while management is about exercising control over people. It is true to say that the two concepts cannot exist without people. Second, leadership is concerned with effective goal achievement just like management. A Leader is capable of setting new goals and visions for an organization whereas a manager is involved with making sure the set aims and purposes are achieved by following a set of rules and procedures. Finally, both acts as a link between top management and subordinates by communicating and executing the top managements decisions such as utilization of resources and productivity of employees (Cummings & Worley, 2014). From the above similarities, it can be said that the terms are partners and they can play a vital role in the highs and lows of any organization.

The synonymy of the two terms can be distinguished based on their functions. First, Stacey (2012) and Ratcliffe (2013) agree that leadership concentrates on inventions or innovations while management focuses on the organizational idea in any firm. It reveals leaders as people who come with new concepts, followed by positioning institutions in a forward-thinking direction. Contrarily, managers are individuals who are inclined to maintain the establishments existing in firms. Morrison (2010) confirms that every managers apprehension is to oversee the bottom-line not to go beyond operational limits of a company. Second, leaders are people who push employees to perform maximally by setting a considerable tempo and pace of the workflow (Lunenburg, 2011). It forms a basis for inspiration, thereby leading to new heights of achievement in an organization (Raducan & Raducan, 2014). However, managers have control over workers. It helps the management to develop the entire workforce into a productive asset of the company. Based on factors mention above, it is deducible that leadership and management are different based on their functions.

Traits and Characteristics

When discussing leadership and management, the traits and characteristics of managers and leaders cannot be left unmentioned as they are very fundamental. To be an effective leader, one must have specific characteristics and traits. These are vision, inspiration, integrity and communication capabilities (Jeon et al., 2015). As the first and foremost aspect, leaders are visionary by knowing where the organization is, where it needs to be, and what to do to get there. It requires the involvement of all players, and the process demands those who lead to harbor integrity, as well as speak and act in an honest mode. It is the only way employees can believe in their leaders, thereby leading to inspiration and motivation in workplaces (Herman, 2011). In inspiring and motivating the workforce, leaders must communicate effectively at all times. Effective communication allows every party to share a common vision. Leaders do not get comfortable with their status quo. They go beyond the managerial limits to implement their vision. However, a manager must have the following characteristics and traits to be efficient. First, there is vision execution, which is described as the ability to build an action plan that predisposes a roadmap for the staff to follow. Second, a manager is capable of directing according to Stacey (2012). It is taking the responsibility of day-to-day activities, reviewing needed resources, and forestalling arising needs to make any required change. Last, but not least, the people-focused attribute is a vital characteristic of a manager as posted by Raducan and Raducan (2014). Managers must account for employees, listen to them, and engage their abilities in decision-making. It goes hand-in-hand with addressing the concerns of workers as a means of encouraging the successfulness of change. It is, therefore, upon every organization to decide whether they want leaders or managers.

Personal Assessment

From my assessment, I can deduce that am both a leader and a manager. As a leader, I am visionary. This ability helps me to understand the current status of the organization and the important improvements that need to be done. A better standpoint of the current status of the organization will help me to be more innovative and shepherd the firm to greater heights. Finally, I have the ability to inspire and motivate people. I understand very well that no goal or objective can be achieved without motivation. I, therefore, take it personally to find effective ways to motivate those my team members. As a manager, I execute the sets visions into reality by setting or building a road map to be followed for the attainment of the vision. Secondly, it is my ability to direct others by taking responsibilities for day-to-day activities, reviewing needed resources, and forestalling arising needs to make any required change. Lastly, it is my people-focused attribute. It helps me in accounting for the employees, listening to them, and engaging their abilities in decision-making. From my assessment above. I can conclude that an organization needs a leader who is a manager to be effective and efficient.

Reflective Analysis

I have gained some useful insights from leadership and management. The first insight is that to be effective as a leader or manager; one must have specific characteristics and traits. I will enroll myself in leadership and management classes, attend workshops and learn from others to gain the necessary skills. The second insight is that for an organization to be successful, it must have a leader who doubles up as manager. I was surprised to learn that leadership and management are two distinct elements, and one can be a leader and not necessarily a manager and vice versa. I will try as much as possible to incorporate both elements in my practice since an organization needs a leader and a manager for it to function effectively and efficiently (Divleli, & Ergun, 2015). Lastly, it is my understanding that even effective leaders and managers have strengths and weakness and that nobody is perfect. The most important thing is for one to have a clear vision of their weaknesses and work on them. To enhance my effectiveness as a leader and efficiency as manager, I will wisely put in mind these insights that I have gained.

Conclusion

There is no denial people interchange the use of management and leadership, more so in current times where the running of an institution requires managers who are leaders. In this confusion, it is hard to discern if a person qualifies as a manager or leader. The discussed content proves that for a person to be a capable leader and an efficient manager, there is a specific set of characteristics and traits that need to be acquired, and they are different for both. Despite the apparent difference between the two concepts, every firm requires managers who are leaders to guarantee continuity, productivity, sustainability. An organization needs to nourish competent management and skilled leadership to be effective and efficient.

References

Cummings, T. G., & Worley, C. G. (2014). Organization Development and Change. Boston, MA: Cengage Learning.

Divleli, M. S., & Ergun, E. (2015). Manager Effectiveness and Efficiency: The Effect of Skills on Different Level Management. International Journal of Management & Human Resources, 3(1), 105-115.

Herman, R. D. (2011). The Jossey-Bass Handbook of Nonprofit Leadership and Management. Hoboken, NJ: John Wiley & Sons.

Jeon, Y. H., Simpson, J. M., Li, Z., Cunich, M. M., Thomas, T. H., Chenoweth, L., & Kendig, H. L. (2015). Cluster Randomized Controlled Trial of An Aged Care Specific Leadership and Management Program to Improve Work Environment, Staff Turnover, and Care Quality. Journal of the American Medical Directors Association, 16(7), 619-629.

Lunenburg, F. C. (2011). Leadership versus Management: A Key Distinctionat least in Theory. International Journal of Management, Business, and Administration, 14(1), 1-4.

Morrison, K. (2010). Complexity Theory, School Leadership, and Management: Questions for Theory and Practice. Educational Management Administration & Leadership, 38(3), 374-393.

Northhouse, P.G. (2016).Leadership. Thousands Oaks: Sage.

Raducan, R., & Raducan, R. (2014). Leadership and Management. Procedia-Social and Behavioral Sciences, 149, 808-812.

Stacey, R. D. (2012). Tools and Techniques of Leadership and Management: Meeting the Challenge of Complexity. New York, NY: Routledge.