Management and Leadership Inseparable - Example

RUNNING HEAD: Management and Leadership Name Name of Institution Course Code Date of Submission Introduction Management and leadership are two different words yet at the same time similar. However, both leadership and management have the same functions in an organization. A manager who deals with all tasks and responsibilities within an organization does management while at the same time being the leader. These activities include guiding visitors in the organization, checking reports in the organization, planning events within the organization, and ensuring that its employees work in friendly and health care (Blunt, 2008). A leader is responsible in creating and bringing changes of all tasks of an organization as well as enabling an organization to achieve its set goals. In addition, a leader brings up strategy on how to enable the organization achieve its success within the shortest period possible and a leader is always responsible for the outcomes of its organization does leadership. Leaders are never managers but they are a group of people in an organization with special understanding and are motivated to achieve their targeted goal in a given work. By definition, a leader and its characteristics are discovered by the group of people a leader is working with. A good leader has the ability to attract more followers to his/her organization. In addition, they always influence other people to arrive at their targeted goals. In conclusion a good leader has many followers to enable the greatest influence to be achieved (Bateman & Snell, 2007). At the core of this definition, management entails the entire idea of purpose, managing individuals, structure, disciplines, ensuring the success of managing an organization’s processes, delivery, and ensuring the smooth running of the entire mechanics of an organization (Peter, 2010). This is in great contrast to leadership, which is all about vision, direction, influencing individuals to work towards a certain direction, communication, motivation, and employee relations. Management and Leadership Inseparable There is a volume of evidence that the goals of management and the smooth running of its activities are quite inseparable from the leadership behavior. The strengthening and possession of good leadership behavior and skills is important for management to focus on their roles effectively and with a lot of ease (Ricketts, 2009). Leaders are instrumental in defining objectives and goals and coming up with the best methods to ensure that such objectives and goals are achieved within some specified period. Management is therefore responsible for developing and managing the success and achievement of such objectives. The management also ensures maintenance of competent staff to facilitate the success of every task. Finally, the management encompasses some formal and informal channels to ensure the completion of assessment and evaluation of the leadership functions through incentives based on the specific project at hand. The management is also encouraged by the way leaders combine their efforts to ensure further support for the organizational goals and understanding. In this sense, management and leadership do complement each other in ensuring success of organization’s mechanisms and processes (William & Ming, 2012). Furthermore, after the leadership sets the organizational vision and goals, the management further complements these goals and vision and encourage the leadership to further motivate and encourage members to the right organization as the key to success. All Need to Have Certain Ability. Leadership is quite responsible for the overall processes of organizations that includes external communication and cooperation. Organizational managers on the other hand are responsible for issues that include internal communication management. Just outside, global and internal organization demonstrates how the ever-changing operating environment is critical and need the activities of both management and leadership. This calls for both management and leadership to combine their efforts to ensure survival of the organization in a quite unpredictable environment (Lda, 2011). Therefore, obtained a seat foothold in today's rapid economic development of society, all managers and leaders need to continuously improve their overall quality level and professional level. There is also the importance of leadership in an organization that is perceived to emerge from its role of strategizing an organizational culture and setting its direction for future development of any sector such as healthcare where organizational culture is very crucial in defining its success. Without this, it is assumed that there would not be role of management and therefore no cause for it to exist. In this regard, it is believed that it is the leadership that creates the reasons for management to exist within an organization. On the other hand, management engages itself in a well laid down strategies for systems and operations, ensures the development of quite effective and efficient leadership at every level of the organization (Blunt, 2008). The management therefore plays the role of being the driver for future growth in the organization. Likewise, leaders create future for the organization through strong and creative idea and developments that leave great imprints within the organization where the management is based on. In the event where organizational leaders involve themselves in the functions of planning, organizing, staffing, and controlling, they are actively involving themselves in the role of management. Likewise, when the management involves themselves in the activities of inspiring and influencing employees either directly or indirectly, and actions aimed at attaining the collective goals of the organization, then the management is involved in the role of leadership. In this regard, leadership is seen as involved in thinking and bringing about change in the organization while management is all about. Without leadership therefore, management will ever remain a stifling bureaucracy and is more likely to lack specific objectives, vision, mission, or long-term goals (Rickets, 2009). Management can also lack means in the name of values and behaviors necessary for long-term objectives and sustainability. This therefore means that management relies on leadership to attain discipline. However, it is also believed that management and leadership are two different things as discussed below. Ancient Romans and Anglo Saxons Ancient Romans and the Anglo Saxons are one major way of bringing out the contrast between management and leadership. The Ancient Romans were highly structured, well organized, and valued discipline as its core values. They in fact behaved like role models for management. On the other hand, the Anglo Saxons ran their activities as small tribes, with leaders at the top of its hierarchy being some charismatic chieftains who ruled by the will of their subjects with great concern on loyalty (Helge-Cristian, 2010). This style exemplified that which is typical of leadership. Authority and power The authority and power bestowed to managers results from their promotions to higher positions by other senior managers. This often results from experience and achievement of more qualifications and thus their position offers them power and authority by commanding a volume of certain crucial roles. On the contrast, leaders get their power and authority through their effectiveness to influence and persuade their juniors to earn their loyalty, trust, and efficiently follow them. This is the very reason that explains why leaders are often being referred to be recognized by their followers. In fact, leaders will cease being leaders in the point where they do not have followers. Therefore, it is this very reason of power and authority that brings out the conflict between leadership and management (Rickets, 2009). This reason also supports the argument that leaders are anointed while managers on the other side are appointed. Short, medium, or long-term view This is another point that brings about the difference between leadership and management is that which brings out managers as organizers who value discipline and delivery. It also points out that managers often concentrate their focus on the short to medium term whereas leaders, perceived to be providing vision and direction, often concentrate their efforts on medium to long-term (Burke, 2011). Perhaps this point is oversimplifying in its effort to bring the distinction between management and leadership, if related, functions. Skills and qualities It is evident that the roles and functions of management and are quite different. This therefore means that skills and qualities require anyone to perform better in management or leadership are also as different as the roles. However, some skills may be similar but still skills and qualities such as good communication skills, proper ability for decision-making, being well organized, and the ability to prioritize and plan are typical of both management and leadership. Leader and manager partnerships Many excellent leaders always have to rely on certain individuals as their “number two”. Such individuals chosen by leaders are always competent and must have a different personality to effectively complement the roles of the leader and provide the way forward in some difficult situations. To put it simply, a leader will always have to rely on a manager to be the “number two”. This partnership between management and leadership can be interdependent sometimes with the two individuals concentrating on jointly moving jobs from organization to organization (Frateman, 2007). Furthermore, another crucial difference between leadership and management is that of how hard their roles are. Although the two roles are difficult to handle, leaders find it a bit easier than managers do. This is because, leaders have people who can help them. Followers are instrumental as they follow a leader because they find something that at least serves a need. Those things serving their needs include motivation, facilitation, vision, and inspiration among others. However, without followers, managers find it difficult to dispense their roles and functions with ease (Blunt, 2008). Theories of leadership Traditional Long time ago, a leader was thought specific characteristics in order for them to lead the community at large. A good leader is acquired through giving knowledge, motivating as well as training them. Leaders is classified into different groups according to their characters. They are classified not only according to their characters but also to their duties, they regularly perform in the organization. During the classification, there are two types of leaders. These types include performance-based leaders and maintenance based leaders. Performance based leaders are responsible in doing the tasks in the organization. In addition, performance based leaders search for knowledge on how the tasks are to be done. They are a very important team in an organization as their duties are of much significance for the achievement of the organization's success (William & Ming, 2012). They are responsible for creating and bringing up strategies for the organization's success. Maintenance based leaders refers to the group of leaders who are responsible in maintaining the employees environment and their relation with the entire organization. it is responsible for the happiness of the entire team within an organization to ensure the team achieves its set goals. It is an important type of leader as the happiness of the team influences the organization's success, in addition maintaining the team environment is more important for the best results of the organization (Linda, 2011). Modern Theory A modern generation theory defines leadership in modern ways that puts them into two categories, this are charismatic leaders who are needed on uncertain periods. They are self-confident, that is, they perform their duties with all their understanding of the tasks they are dealing with. They are always convinced of their moral behavior and righteousness of their beliefs. In addition, charismatic leaders are dominant in the organization; they are the largest group running the organization's activities. Finally, charismatic leaders have the ability of creating excitement and happiness in its team followers (Bateman &Snell, 2007). The second category of modern leadership is transformational. This category is very important in changing the followers to improve the activities of the health care as well as the organization. Therefore transformational is the ability to get people who have the attitude to change, improve, and who is willing someone to lead them to achieve the organization's success. This type of leaders are very useful in understanding the followers motives and strive to mentor and develop their knowledge in activities pertaining to the organization goals. In any organization it is important to have people who are willing to change according to what their leaders require them off. In addition, it is important for the followers to adjust to changes made. Moreover, in any organization it is important to find persons who are willing to be led to the goals of the organization to be achieved. When people are able to change and are willing to be lead they will automatically improve the organizations targeted goals. Transformational leader has the ability to motivate followers to improve their interest for the betterment of the team (Bateman & Snell, 2007). Followers Followers are one of the important groups in the organization as it defines leadership. They are needed by leaders for them to perform their function. All leaders need followers as leadership is defined by the followership. A good leader influences followers therefore; a good leader has many, followers. The action of a leader is directly reflected in their followers. If a leader has no knowledge and any vision of the organization, managers will not have the ability to plan nor effectively manage their staff that is under them. Managers require to maximize value from less resources while leaders need to get more value out of existing resources stabilizers who are the managers and visionaries who are the leaders as well as followers are all important teams for an organization to achieve its success (Blunt, 2008). Creating and Maintaining a Healthy Organization Leadership in itself has the responsibility to encourage followers while management on the other hand can use their knowledge to achieve the required goals. Followers are needed to truly believe their leading team and their vision and give them their total support in order for the organization to reach the set target. In addition, followers need the r leaders to give them time in order for their efforts applied towards the organization's success. All followers require their leaders to give them a chance to be examined that is, they need to do the task according to one's knowledge of the task performed (Helge-Christian, 2010). Secondly, a follower needs an opportunity to be included in the social practices within the organization such as, improving the health care of their team members among others. They again need a chance to perform their tasks perfectly for the betterment of the entire organization. In addition as followers do their work well they are supposed to be appreciated as it makes them feel encouraged to continue performing well. In conclusion, followers require to be given a chance to change results of tasks done in the organization and the health care at large as a follower their ability to change influences them to bring changes in the organization of leadership as well as management (Tony, 2010). Change is achieved when the leaders are in good relation with the followers. A leader always needs to care about his followers and does not need to influence others for personal gains alone. This implies that needs of followers should be appreciated by the leader as the first priority. It is also a fact that followers do give leaders the ability to act and transact their activities while at the same time leaders give their followers the ability to act in various ways in which they did not realize they had the ability to. Furthermore, leadership and management differ in the sense that leaders are instrumental in giving their juniors the chance to improve their skills. Skill building included the installation of training programs while management deals with issues such as strategic management and employee relationship within a working environment such as healthcare. This ensures improvement of the skills and success typical of health care facilities (Linda, 2010). Another important difference between leadership and management is that leaders are in constant touch with juniors, who in turn are crucial in ensuring the success of any given project. On the other hand, the management would be interested in ensuring the activities of leaders in various sectors are carried out according to the predetermined goals and objectives. Therefore, leadership and management would differ in that perspective. Recommendations Various organizational cultures are designed in a manner that allows followers to learn from their common mistakes. As can be typical of healthcare facilities, the success of any organization can be seen in the sense where leaders encourage their followers to participate in the success and create that attitude of "owning" the task or project (Peter, 2010). By leaders making their followers to learn from their mistakes makes them more competent and contribute to the success of both the leader and the follower. This will most certainly be the role of leadership other than management. Other than management, leaders allow room for some freedom in risk-taking within an organization. Of course, there are limits that must be defined, especially in healthcare environments where public safety is highly valued. One important way of ensuring that freedom is through situational leadership. Bateman and Snell (2007) argue that the situational approach to leadership is quite important and does not depend on the management. Conclusion Management compared to leadership are different as they both perform distinct tasks in both the health care and organization in diverse. Managers must not be leaders as leaders can be obtained from any part of the health care or the organization. In fact, managing and leading are always odds with each other a manager's task includes general guiding or giving directions to guests in the health care, also he/she is responsible for the planning of events within the organization and in keeping reports of the tasks the organization is dealing with. A leader majorly deals with the followers and the subordinates’ motivation, and training to facilitate the goals of the health care and the organization is arrived at. In additional, leaders are responsible in creating a healthy organization, as they are the closest team with the entire staff, they are always with the subordinate to understand their abilities towards the tasks performed and to know their feelings towards the health care achievement. Good leadership encourages healthy organization therefore best results are acquired. For a healthy organizational structure to be build a good leadership there are some points one should consider, firstly a leader is supposed to be frank and humble at all levels of the organization. A leader should be willing to share all knowledge he/she has on the tasks the organization is performing. Hence, leadership and management can be concluded to be two inseparable and intertwined aspects of any organization and its reality, without management or leaders, the effectiveness of the other is jeopardized. Reference List Article: Blunt, R. (2008). The Successes of Leaders. Retrieved from http://govleaders.org/successes_print.htm Article: Ricketts, K. G. (2009). Leadership vs. Management. Retrieved from http://www.ca.uky.edu/agc/pubs/elk1/elk1103/elk1103.pdf Burke, W. W. (2011). Organization Change: Theory and Practice. SAGE Publications Inc., Thousand Oaks, CA. Bateman, R. S., & Snell, S. A. (2007).Management: Leading & collaborating in a competitive world (7th ed.). 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