Report: A Good Leader will always make a Good ManagerAbstract This report critically evaluates the statement that, “a good leader will always make a good manager”. According to various studies, a good leader is able to manage organizations in the right manner by encouraging increased production and innovation while observing the interests of his employees. This report evaluates how a good leader will always be a good manager in a business organization setting. Introduction Normally, organizations refer to their executives and members of boards as the leadership team. However, not all managers or members of board are leaders though they all influence employees and direct work.
Leaders carry out their functions differently as compared to managers hence managers do not always qualify to be leaders. Leadership is the ability to influence a group of individuals in order to achieve a common goal. On the other hand, management can be defined as the science of planning, organizing, directing, staffing and controlling with the aim of meeting organizational goals and objectives. The statement that a good leader will always make a good manager is true.
The qualities of good leadership if possessed by a manager of a business organization will lead to good planning, organizing, directing, staffing and controlling thus leading to the success of an organization according to Kotelnikov (2001). Effective Thinking by a Good Leader According to Fenton (1990), a good leader thinks radically and is more emotional thus being able to consider the interests of all stakeholders especially employees while making decisions. Moreover, good leaders make their decisions based on facts but not chauvinism and as a result, they have a preference for innovation.
Good leaders usually develop goals for their organizations and ensure that they are attainable and well understood by all internal and external stakeholders. In a business organization, setting goals is one of the major factors that determine success in the market. Once realistic goals are set and well communicated to employees, motivation among employees goes high leading to increased production. A good leader usually develops short-term goals and long-term goals for the organization by the help of other leaders and employee representatives. As Jolet (2009) puts it, short-term goals entail the organizational goals which ought to be attained within a short period of time normally not exceeding two years.
However, long-term goals entail those organizational goals which require a longer period of time in order to be achieved. Questions are likely to arise within an organization if there are no well defined goals to be achieved. Good Leaders Develop Realistic Goals Many uncompetitive managers who don’t have leadership qualities assume that employees can perform as expected provided that there are proper job descriptions. However, though job descriptions are important, they can’t be substituted by goals.
The job descriptions don’t portray standards or priorities. According to Mathias (2006, p. 91), goals are very important because they express to employees what the management expects of them. As a result, employees put more effort in order to achieve the goals. Performance appraisal of the organization, groups and individuals is very crucial within an organization. However, this can not be effectively achieved if smart goals are not established. Through goals, managers are able to evaluate the performance of the organization. Jolet (2009) asserts that, during evaluation of an organization, when the goals are found to have been achieved, the managers are certain that the management strategies employed are effective and need not to be changed.
Comparison of goals and real position of the organization enables managers to identify management strategies which are not productive and replace them with more competitive strategies.