Leadership And Management In Contemporary Business Environment

Discussion

The relationship between leadership and management has existed for a long time due to the requirements of the modern contemporary work environment. In the modern context, the leader has several roles and responsibilities to fulfil to create a better and more significant evaluation of their management skills. The study enhances the different theories and frameworks for management skills and the leadership strategies for the contemporary organisation (Strukan, Nikoli? and Sefi? 2017). The comparison and contrasting of the leadership and management skills are carried out throughout the study to enhance better methods to develop the existing skills for the managers to work harder and better innovation within the contemporary organisations. The Transformational leadership theory, Trait theory and the Great Man Theory will be constructed in relevance to the management skills in the contemporary business environment (Shaturaev and Bekimbetova 2021).

In the second part of the study, the possible development plan for leadership and management skill is the most important factor for the line managers to acquire within the contemporary business environment. The success factors are relative to the skills of management and leadership, and through practical implementation of development plans, the skills will be able to generate better success and growth for the line managers within the contemporary business environment (Matthews 2018).

Part 1 

In this section, the primary criteria of the study are to identify, compare and contrast the variable (i.e., Leadership-Management). The different theories and frameworks will help evaluate the similarities, relations and differences of the primary variable. This crossover will also take care of the contemporary business environment through the outcomes of its core concepts and direct contributions to the managers’ roles and responsibilities.

According to the evaluation of leadership, three major theories and models will be utilised (i.e. transformational theory, trait theory and great man theory), whereas the management skills will be evaluated based on two major concepts (i.e. communication skills and innovation skills) (Haslam, Reicher and Platow 2020).

Leadership and management within the contemporary business environment cannot be underestimated at any cost. In this respect, the human resource managers of the different contemporary business organisations may be experiencing effective Leadership approaches through which the company is being contributed with consistency and quality change within the relationship and the company communication development system (Harrison 2017).

On the other hand, leadership and management play a huge role within the complex environment of the contemporary business market segment. Some organisations and leaders continuously improve their innovation system to technological advancement and bring globalisation into the context irrespective of turbulence and uncertainty (Akhtar et al. 2018).

Leadership and management relationship

Effective leadership style always depends on the professional and personal skills of the manager’s path (Anderson 2017). The leaders’ inclination and their ability to develop their skills are the primary objectives of the leadership styles. The organisation is continuously facing competitive rivalry with other organisations, and it is trying to meet the conflicting stakeholder interests so that the organisations can maximise its profitability and meet the needs of the people (Kakemam et al. 2020). The main concept of management is to shape an organisation’s culture and observe the performance and survival of the organisational business, which is dependent on the organisation’s management system (Malheiro et al., 2018). In this context, the charismatic leaders or other leadership styles continuously characterise the development purposes of the managers so that their goals can be evolved with time and change in the organisational structure and the business environment.

The leadership management system has significant purposes that directly influence the organisation’s subjective profitability and objective success and performance through the leadership strategies of the managers. The performance and survival of the organisation is the major concept and goal of the entire management criteria (Green 2020). Leadership and Management helps in attaining the individual goals and developing plans through which the managers and employees will be able to keep track of their activities and their utilisation of resources (Kuzin 2021).

In this context of leadership in the contemporary business environment, the three different leadership theories are identified: the transformational theory of leadership trait theory of leadership and the great man theory of Leadership (Chow, Salleh and Ismail 2017). These three theories identify the context of leadership and its importance within the business environment and in the lives of different line managers.

Transformational Theory

Transformational leadership generally provides the management technique where the organisation’s leaders find different ways to collaborate working procedures with their employees (Ghasabeh and Provitera 2017). Transformational leaders identify different needs of change by creating achievable and realistic work goals and targets to achieve a certain vision which helps them to strategize their organizational performance. It is very important in today’s world that the contemporary business environment is being subjected towards a better transformational leadership style so that the introduction of changes might help to involve the leader within the development process entirely, and the leader himself will introduce the change within the organisational structure (Asbari, Santoso and Prasetya 2020). The transformational leaders tend to create a significant relationship between management skills and leadership skills because it evidences the intellectual simulation while implementing their strategies to become the source of motivation for the employees. The transformational leadership takes a dig into the current business context while becoming open-minded towards managing the employees (Lievens et al. 2018).

Theories and Frameworks

 

Figure 1: Transformational Leadership Theory

(Source: Shafique and Beh 2017)

The transformational leadership style also creates positive values and changes among the subordinates and the followers so that the end goal is based on developing the followers into leaders (Matthews 2018). The personal and professional development of the leaders and managers directly lead to the consideration when the transformational leadership in the business is surrounded by the business employees who are inspiring the workplace environment more than the leaders only (Malheiro et al. 2018). This enhances the opportunity for integration and better techniques for the leaders to achieve the competitive advantage by existing within the organisational structure of the contemporary business market segment (Strukan, Nikoli? and Sefi? 2017). Transformational leadership within the contemporary business environment is playing a significant role because the modern world requires continuous improvement within the workplace and changes the market segment. The organisational operations through the leader’s or the manager’s ability of motivating, inspiring and taking individual considerations into account (Shafique and Beh 2017).

Trait theory of leadership is considered a significant summation of different get specific rates among leaders that make them successful. The predictability of the leadership effectiveness is entirely based on the comparison of potential leaders of their assessing capability of failure and success (Lievens et al., 2018). The trait approach has continuously provided the idea that successful leaders are generally born with abilities, interests, and personality traits that make them different from other less effective leaders to manage the organization in a better and significant manner. In the current business context, it has been identified that personality traits are important to ensure a better innovation and development system through the decisiveness, knowledge intelligence and judgement of the leaders where they are inputting their management skills and objectives (Matthews 2018).

 

Figure 2: Trait Leadership Theory

(Source: Matthews 2018)

In this case, personality traits are highly ambitious, and it shows energy and initiative towards the leadership motivational goals through which the trustworthiness and the reliability of the subordinates are projected to the successful leaders (Kerdngern and Thanitbenjasith 2017). Their self-confidence and cognitive ability are the major criteria through which analytical abilities and clear judgement are provided through conceptualising skilled activities. The trait theory in the organizational context creates a better understanding of the management skills and the successful organisational development for the process for the leaders as it provides appropriate understanding goals and objectives of the individual leaders and the team (Pidgeon 2017).

Based on the great man theory of leadership, it is considered that most successful leaders and special leaders have some differences from ordinary human beings in different aspects (Ayman and Lauritsen 2018). According to the great man theory the leadership and management skills are harnessed through implementing ideas on their own which influence better perspectives towards the future. The great leaders find relevance within their leadership and management skills easily through the unique perception. The great man theory applies within the new era-based business context because it evaluates and addresses both the skills of leaders and managers as one (Rosenbach 2018). The great man theory has a perpetual relationship with the trait theory of leadership style, but at the same time, history has repeated that the correlation of great man theory is less than the trait theory.

 

Figure 3: Great Man Leadership Theory

(Source: Harrison 2017)

Earlier leadership was always considered to be any quality associated with males, due to which there were several controversies related to the name as “Great Man” theory, but after 19 century, the work was identified to be contributed by both men and women (Harrison 2017). The great man theory of leadership continuously states that successful leaders are born with necessary attributes, and they are responsible for their traits, resuming their positions of authority and power (Schedlitzki and Edwards 2021). Great man theory provides the power and authority to the leaders in today’s business context which is either adequately utilized by the leaders or they can misuse it to fulfil their personal interests. The Great man theory provides the idea of how the charismatic leaders used their skills to connect the dots with their management skills in achieving their set goals (Radovic Markovic & Salamzadeh 2018).

Leaders create opportunities for the individuals through which they can efficiently improve their personal and professional skills, which directly impacts the productivity of the organisation. There are some significant importance and purposes which are directly related to the leadership management system of an organisation. The importances are stated below (Haldorai, Ramu and Murugan 2018). 

Leadership-Management helps in achieving the organisational goals through the effective implementation of strategies and plans. These effective policies help in creating better efficiency within the subjective performance of the organisation (Kuzin 2021).

It improves the effective leadership process through which the motivational activities for the employees are maintained within different contemporary organisations (Azad et al., 2017). Management plays a great role in utilising the employee’s sensual feelings and activities where the individual’s working day is turned into continued growth for the organisation as well as for the employee (Radovic Markovic and Salamzadeh 2018). here the appropriate cooperation in achieving the goals and activities is subjected to the coordinated situation where the employees are continuously working harder for or the improved leadership style and the motivational activities.

With the leadership-management system, any contemporary organisation is able to utilise its resources to the optimum level. The continuous human resources management system is able to identify knowledge, skill, experience and ability of the individual employees to increase the efficiency of performance (Gobble 2018).

Management operates within the constantly changing environment of the organisation and the market segment. It maintains a change and growth level through innovation technology, competition, and strategic efficiency (Rosenbach 2018). The adaptability capacity of the managers continuously helps to anticipate the different changes to forecasting tools and the careful planning process through their leadership qualities. Here the leaders and managers continuously implement different ideas through which the employees will be able to easily and smoothly get along with the changing circumstances without dropping their productivity (Quinn and Buzzetto-Hollywood 2019). The maintenance of efficiency and achievement rates are the major perspective of the managers through which they are able to maintain the organisational performance within the contemporary business environment.

A management system helps to develop the analytical and conceptual communication abilities of managers through which the managers are able to analyse the different organisational problems and link them to the organisation and matters (Saunders and Lewis 2017). Here the organisational goals are properly attributed to the analytical abilities.

The innovation system of the organisation is equally maintained through the management performance done by the leaders. Without an effective leadership-management system, the efficiency of technological advancement and resources cannot be maintained (Saunders and Lewis 2017). With the management system, there are multiple opportunities for innovation that can be managed and evaluated properly.

Social and economic development is related to the innovation system, which results in social innovation rather than technical innovation only (Ayman and Lauritsen 2018). The skill managers are continuously improving their entrepreneurship knowledge and productivity so that the entire employee system can be uplifted by society. Here the development is essentially related to the innovation system where all the possible comparisons of organisational foundation can be identified (Elali 2021).

There is an understanding of leadership and management in the context of potential crossover between the variable (Shaturaev and Bekimbetova 2021). It can be identified that the contemporary business environment requires a modulation where the Leadership and management system has a core contribution to the organisational development purposes. There are systematic concepts through which the leadership and management system can be contrasted and compared to each other so that the appropriate similarities and differences can be highlighted (Kakemam et al. 2020).

There are times when management and leadership overlap, and due to that, there are basic distinctions between these two particular terms within the workplace environment (Schedlitzki and Edwards 2021). The managers must have strong leadership skills as well as the required additional skills in order to manage the employees and the subordinates. Leadership is continuously focused on influencing and guiding people in a manner that they start to inspire them to do better (Marchese et al., 2018).

There are good examples of leadership roles where the others are continuously motivated to meet the company goals and the department goals. On the other hand, management is continuously trying to control the progress of people and monitor the processes each individual employee goes through. Most of the management roles are based on the ability to effectively delegate work and maintain the efficiency of the employees to meet the expectations and goals of the organisation (Chen 2018).

There are a few characteristics where the two variables, leadership and management, are similar to each other and work well with each other. Both management and leadership roles are based on team operations and the tactics and strategies which help to gain success (Shafique and Beh 2017). Both the leaders and managers play authority roles where the team members are being guided and motivated by the leaders as well as the managers to improve productivity and efficiency (Hechanova, Caringal-Go and Magsaysay 2018). Here the individual behaviour of the team members is subjected to their expectations from the managers and the leaders.

On the other hand, the significant differences between leadership and management are based on the primary responsibilities of the two variables. The managers instruct the team members about the process of completing delegated work, whereas the leaders’ set expectations to the individual employees related to the goals and targets (Shaturaev and Bekimbetova 2021).

Managers continuously follow the supervisors’ orders, whereas leaders innovate new ideas which will be the most efficient and paste suitable for the company’s future success in significant situations (Azad et al., 2017). Another difference between management and leadership is based on responsibilities and duties. Management requires measurement of progress, whereas leadership only inspires innovation and growth among employees and within the organisational structure (Shaturaev and Bekimbetova 2021).

After considering all the points and analysing the relationship between leadership and management in the contemporary business environment context it can be concluded that leadership and management are not two separate variables but it is the fact that a leader and a manager can be one single person but the roles and responsibilities of the person will differ with the different points of journey (Strukan, Nikoli? and Sefi? 2017). The motivational roles and responsibilities of the leader and manager stand to be same due to which the journey of them within the contemporary business environment will only vary according to the requirements of the organizations. So, it can be stated that the relationship between leadership and management is extremely strong and just the two sides of one coin rather than two separate issues (Schedlitzki and Edwards 2021).

In this particular section, significant leadership skills and management skills will be identified, which are the essential skills that line managers need to become complete, capable and competent at their job within the contemporary business environment (De Meuse 2019). The significant leadership skill which is essential for the line managers have been identified to be learning agility. Learning agility requires a continuous seeking capacity of experiencing diverse subjects through which the leaders are able to quickly apply their lessons into new challenges and integrate such lessons and experiences to adapt to the environmental changes (Lievens et al., 2018).

On the contrary, the particular management skill for the line managers has been identified to be communication and motivation skills through which the managers will be able to improve the effective leadership among employees and maintain a better relationship among the employees and employers (Shaturaev and Bekimbetova 2021). These two are the primary and essential leadership and management skills that will be useful to improve the capacities and competencies of the line managers within the contemporary business environment (De Meuse 2017). An appropriate development plan will be created for the line managers based on these two particular leadership and management skills to improve their effectiveness and styles within the organisational structures of the contemporary business context.

In today’s complex world of business, leaders need to be more agile towards innovative thinking (Quinn and Buzzetto-Hollywood 2019). The particular business environment is contemporary due to which the leaders can not entirely rely on different strategies that have worked in the past or even the strategies which are currently working today. The business environment is continuously changing, along with it the different aspects of leadership and operations (Tripathi, Srivastava and Sankaran 2020).

In most of the best-performing enterprises, the leaders have a capacity of anticipating the change and uncertainty through which they continuously make anticipations of the uncertainties. Here the individuals and the leaders have learning agility (Lievens et al., 2018).

Learning agility generally provides leaders with the ability to seek out and learn better from unknown experiences. These new experiences are applied by the leaders in new challenges so that within the next situation, they are able to succeed through their learning agility which is helping them to know something they did not know about (Church 2021).

The learning agility leadership skill will help the managers in creating a better resolution for future situations, and it will also predict the success rate on to the executive level through intelligence and versatile experiences (Tripathi Srivastava and Sankaran 2020).

Communication is a significant management skill which is essential for every line manager within the contemporary business environment where communication provides the idea of a better way of exchanging information within the hierarchy and organizational structure (Shaturaev and Bekimbetova 2021). Effective leaders must always master every form of communication, such as listening, verbal and written skills. In order to become a successful line manager or team manager, the line of communication between the senior management and the frontline staff needs to be maintained smoothly (Buc??a and Rizescu 2017). There are a variety of people with diverse languages and platforms of communication requirements such as social media, via email, through the presentation, over the phone, meetings, and one to one.

The verbal and written communication can be improved in order to initiate better conversations among people through their efficient communication skills (Lievens et al., 2018). Employees need to discuss their concerns and issues with the managers, and due to that, the accessibility of an efficient communication system is important. With a positive attitude within the work, environment communication can be improved along with the improved motivation levels for the employees by the team managers and leaders (Guffey and Loewy 2021).

The line managers need to be as involved with the employees as possible so that the appropriate team meetings are facilitated through which the staff members can raise their concerns and issues to the managers directly (Akhtar et al. 2018). These team meetings will be initiated to motivate the employee so that their communicative power is improved and they are encouraged to be more productive, through which they will get recognition and rewards (Hargie, Dickson and Tourish 2017). Simple gestures such as recognition and active encouragement can improve the relationship between managers and employees, and it will equally motivate them to improve their productivity and efficiency (Anderson 2017).

Particulars	Leadership Skills (Learning agility)	Task Manager	Management Skills (Communication and Motivation)	Task Manager
Value Addition	The learning agility will help in creating value to the leader’s personal and professional skills through experiences. With better and unfamiliar experiences, the matter of expertise will increase for the leaders through which all the learning opportunities will be evaluated in the form of subjective skills to resolve uncertain issues (De Meuse and Harvey 2021). The significance of learning new concepts and having new experiences will add more value to the leadership practices within the organisation (Asbari, Santoso and Prasetya 2020).	Team Leaders, Human Resource managers and Operations Managers	The communication and motivational management skill will improve by adding value through improved relationships of senior management and other employees (Nisha and Rajasekaran 2018). Through the evaluation of better communication system, the leaders and team managers can reduce the conflicts of different employees (Ayman and Lauritsen 2018). Through proper objectives in motivating the employees, improved productivity will take place, and the improved efficiency will add more value to the business operations (Sousa and Rocha 2019).	Team Leaders and Operations Managers
Facilitation of necessity	Learning agility improves the leadership style as a whole through which the leaders would be able to maximise the innovation system within the organizations. Being a seeker for information enhances the chance of facing the biggest challenges and winning over (Quinn and Buzzetto-Hollywood 2019). Learning agility in the long term helps in analysing situations that may become a significant challenge in the future, such as changing environments or technological advancement (Church 2021).	Facility Managers and Human Resource managers	The communicational skills of the team managers help in coordinating the expectations with the strategic objectives of the organization (Guffey and Loewy 2021). Here the business context is entirely focused on managing the new strategies with the changing environment of the contemporary world. With improved communication management skills perspectives of the line managers, the business strategies will become more fruitful and efficient (Azad et al. 2017).	Team managers and Department Managers
Impact of Change	Due to the environmental change and business world change brought upon by Covid-19, the objectives and strategies are also changing (Elali 2021). The impact of change on learning agility can be extreme if the leader is not sufficiently focused on the experiences (De Meuse 2019). For example, the Covid-19 ha entirely restricted the well-being and usual work routine of most people (Buc??a and Rizescu 2017). Leaders are unable to effectively communicate with the employees over meetings, and Skype calls. This is impacting their self-confidence and the ability to solve minor organisational conflicts (Akhtar et al. 2018). The effectiveness of the learning agility and leaders’ control over the organisation is getting lost (Chen 2018).	Marketing managers, operations managers and assistant managers	During the Pre-covid period, managing people and encouraging the team members was easier as the conversations happened face to face (Buc??a and Rizescu 2017). After the arrival of Covid-19, people have become less motivated, lazier and indiscipline, due to which the employees are unable to provide appropriate quality and efficiency through their productivity levels. The impact of lockdown has directly impacted the communication skills (Guffey and Loewy 2021). However, the managers are continuously working on their efficiency of communication as much as possible with the employees to know their concerns and encourage them towards improvement (Chand and Sharma 2020).	Team members, team managers and operations managers

Conclusion

The entire study focused on the importance and role of Leadership and Management within today’s contemporary business environment. The perspectives are changing because of the changes in the environment. The certification of management and leadership is based on its interrelations (Harrison 2017). From the study, it can be concluded that the leadership and management contexts are two sides of one coin because the management system is evaluating the process which is being ordered by the leaders of the organisation. The sustainability of the organisation is dependent on both leadership efficiency and management efficiency (Elali 2021). The context of leadership is to provide goals and targets to all the employees irrespective of their designations. The efficiencies within the leadership skills evaluate the efficiencies of the management skills.

Learning agility is the selected leadership skill, is essential for line managers, just like communication skill of management. These two skills have been chosen to be essential for the line managers in future contexts within the contemporary business environment (Chen 2018). From the development plan, it can be identified that in the organisational context, these two particular leadership and management skills will result in better subjective success and achievement rates through innovation, communication, learning agility and motivation (Akhtar et al. 2018). The organisational contexts of change in the environment may have some impact on the skills, but with the right concentration, guidance and development plan, the achievement rates and success rates will be higher than the impact rate through different environmental changes.

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