Leadership is unique process in which the designated executive is responsible for guiding, directing and influencing the performance of working professionals towards specific goals of an organization. A leader channelizes the energy the potential human resources in the organization and reproduces them for the benefit of the company. An active role played by the leader helps to create and positive growth not only among the employees but also enhances a competitive spirit among them which increases their overall efficiency (Bolman and Deal 2017). A good leadership influences the behavior to accomplish the proposed targets and enthuse the subordinate to perform with vigor and zeal. Keith Davis has defined leadership is the capacity of the leader to persuade and simultaneously motivate to work enthusiastically. Management on the other hand is the ability to manage, coordinate the employees to fulfill the objectives of the organization in the right direction. Management is a process to resolve the issues of the by effectively using the scare resources to reproduce financial and productive benefits for the company. It is also regarded as an art to coordinate the activities of the individual and drive towards realizing the short and long term roles of the government. It also creates an enabling environment to achieve and increase the productivity of the individuals towards attainment of the goals of the business. Despite both the concepts aim at increasing the overall productivity and aiming to achieve the preconceived targets they different in sense that management is more oriented towards achieving a balance between productivity, coordination and planning of the whole process of organization to effectively attain organizational goals (Bolden 2016). The difference lies in the leadership which aims to play a motivational role while managerial process aims provide an enabling and harmonious environment to facilitate adequate mobilization of leadership activities.
In an organizational context, the manager need to stimulate all the department towards achieving certain goals for individuals and people in groups. If involved in large business project managing people and leading towards meeting the target becomes essentially important. A team leader need to organize individuals irrespective of the project size and work in realizing the vision oriented manner (Yukl 2013). Managers need to influence the employees to adapt in the organizational culture and demands to bring induce productivity and better working relationship amongst the employees. Despite facing different issues need to link leadership and management to the natural environment due to arising complex problems in the dynamic environment. In case of new technological upgrade, changing market needs, change in customer behavior have a direct impact for the business. Hence, managers require to acquaint with the environmental needs as well as intimate with their leaders (Goleman, Boyatzis, and McKee 2013).
Leadership in the multicultural context involves understanding of the diverse cultures which helps in building an ethical value system. It inspires the employees to perform better in different geographies if an organization accepts the culture outside the host country. In order to expand the business operations managers must indulge in meeting the cross cultural barriers for developing while leaders need to adapt to and overcome through effective leadership skill in an all new different environment (Moore 2016). In social context, leadership skills become all more important for the business to coexist harmoniously in the community it is operating. Social leadership provides as authority to drive the individuals in order to ascertain certain goals for the business. Managers requires social engagement at the apex of their communication propaganda in order to resolves issues which can hamper the business.
Social leadership bring cohesion in the business which act as a multiplier effect on the performance of the business. Managers at different stages of their need to adopt suitable strategies according to the need of the situation. At a nascent stage where he needs to channelize the zeal and effort to positively affect the company but at the later stage when problems arises the managers needs to sort the issues with utmost priority (Antonakis and Day 2017). Hence, management and leadership can be synonymous and equally complementary for the business to outgrow and achieve its objectives. The coordination and planning become inherently related to each other in the executing a managerial task. With leadership skills a manager can develop its abilities with more precision which directly reflects in the performance of the business.
In today’s highly competitive market there is a constant pressure of performance and output. In such case it is important to have social solidarity and a sense of “we” feeling among all the members of the organization. It is the task of a good leader is to balance his emotional quotient with his intelligence quotient. The workplace is a multifarious zone. Conflicts can occur between the subordinates anytime. Leaders are expected to minimize the conflict, and not allow the conundrum to grow any further. Hence, it is very important for them to make decisions after considering many factors for implementation of leadership and management development policies and strategies in work organization (?erne, Jakli? and Škerlavaj 2013).
These factors need to be integrated with management and leadership skills to benefit the organizationally, socially, environmentally and also in multicultural context. Communication helps the organization to establish mutual trusts where every employees are not mere workers rather a part and family of the firm. This is essential for the employees to grow organically through the organization’s growth and retain hardworking and productive employees, thus building strong social bond with the employees. In multicultural context, proper engagement, innovation and organization culture become all more important for the employees to accustom easily in a new environment with the same culture. The dynamicity of diverse culture can be brought down by bringing efficiency in the communication strategy. As an ill-conceived communication strategy has the potential to hamper the organization’ growth.
The organization should also adapt to the external environmental needs through better engagement and adjust according to the needs and help the business to expand its operation, manage the negative implications of the external environment through better leadership policies and management. The founder and CEO of Amazon, Jeff Bezos has emphasized innovation can be a driving force behind the successful business as he popularized the idea of decentralized decision making process which has accelerated the business production and expedited the operations manifold (Birasnav 2014). He believes in empowering the managers to realize incremental improvements and lay a two way process for fixing loopholes faster and affectively. Yet another leader like Elon Musk, founder of SpaceX and architect of Tesla Motors, his leadership style has brought a transformational growth to his organization. His persistent efforts and perseverance has built a large scale organization which has expanded exponentially through his innovative strategies and ideas in leading the his creation to the goal of success (Northouse, 2014).
The leadership and management methods are essential to revive the business from stagnancy with better opportunities for the business to realize goals and motivate the people to meet the challenges with reinforced zeal and vigor (Kang, Solomon and Choi 2015). The two methods which can bring distinctive change in the functioning of the organization are-
Leadership and management development plans require strategic planning and execution of the task according to the needs and aims of the organization. No organization can grow on its own. Every other big company that are there today is functioning as a team. To reach great heights of success teamwork is a must. The relationship between the leader and the subordinates plays a significant role in determining a good or bad work culture and environment (Williams 2013). A healthy relationship based on mutual respect and understanding can pervade most of the challenging situations. According to Frederick Irving Herzberg’s Two Factor Theory satisfaction and dissatisfaction are driven by different factors – motivation and hygiene factors, respectively. An employee’s willingness to work is related to job satisfaction of a subordinate.
Motivation can be seen as a force that drives individuals to achieve personal and organizational goals. Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction, for example achievement in work, recognition, promotion opportunities (Clarke 2013). These motivating factors are considered to be intrinsic to the job. Hygiene factors are aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions.
Communication is also an important aspect for the employer and employee relationship as this can influence job satisfaction and other factors. Body language, eye contact, tonal expression and facial expressions can determine the relationship between the employer and the employee. The employee should not feel intimidated by the fact that his boss is not approachable or rude. Supervisors using nonverbal contiguity, friendliness, and open communication is more likely to high job satisfaction from a subordinate. Similarly, a supervisor who is antisocial, unfriendly and does not communicate well with his employee is going to create less job satisfaction from his subordinate. Appreciation is an important factor to retain a good employee at the same time motivate them to do better (Kark and Shamir 2013).
A leader should always keep in mind that a single bad decision can be fatal not only for the organization but also for the employees. He should be mindful of the fact that his subordinates should not be the victim of the bad decision. Here, wisdom and composure should help him sail through the situation (Greenberg 2014). A humbling quality of a leader is the fact that he does not blame others for a blunder or misfortune. He takes a part of the blame in order to remain fair with everyone. A leader is continuously creating something or the other. He is imaginative and innovative. A leader cannot be liked by his subordinate if he lacks empathy towards them. The subordinates will find him unapproachable and dictatorial. Leaders are not born with leadership qualities. In fact, these skills are inculcated over a period of time. A true leader is the one who leads the organization with dignity, communicates well with all the members of his group, takes everyone’s opinions and deals with any situation with a cool mind. Integrity is important for leaders to stick to their core principals, values and ethics. If they do not follow what they say they cannot expect others to do the same.
Leaders are constantly thinking about the future and planning for the future. It is important for them to implement ideas in order to make the future better. Thus, being a visionary is important. A great deal of confidence is required to make life-altering decisions that can impact the well-being of the entire organization. They have to be assertive but in the right way. No leader can lead if he or she is not inspiring to others. He should constantly motivate his subordinates and radiate positivism wherever he goes. This approach should not only be visible in his words but also actions. Subordinates will always look up to their leaders for being driven and passionate about their work. Hence, it is the task of the leader to stay dedicated (Schoemaker, Krupp and Howland 2013).
A leader should identify the potential of their teammates in order to bring greater productivity through their plans. Some important interventions like regular appraisal, good incentive policy and adequate promotions, regular assessment of the performances of the professionals motivate the leaders and the managers to attempt a collaborative approach to engage with all the professionals (Amanchukwu, Stanley and Ololube 2015). Counselling and indulging in frequent group discussions helps the employees to capture their emotional quotient for a long term growth of the company. Empowering the employees and delegating the appropriate functions helps the employees to master their skill and hone in their respective field. It also essential for leader to meet the requirements of their management plans which needs to be executed in a phased manner (Eden and Ackermann 2013). The management plans need integrated with the objectives of the organization so as to strike a correct balance with the culture and aim of the organization. An organization is build up with vision which must be realized and visualized by the employees as well as it will bring cohesion of the employees with their organization. The managers should play a pivotal role to maintain the stability in the organization in order to sustain in an ethical manner.
A leader the drive the organization towards doom or at the apex of success hence while recruiting the parameters must assessed for the job. A potential candidate then should be trained for enhancing and honing their skills because retaining an employee is equally important for the company who has invested in training and coaching of the employees (Johnston and Marshall 2013). However, despite the various challenges plaguing any organization the leaders and managers should combat them with vigor which will be the truest quality and essence of the organization.
References
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