Examples Of Some Best Leaders And Managers Commerce Essay

Examples Of Some Best Leaders And Managers Commerce EssayLeadership and worry argon oneness of the almost discussed topics in business corporates and organizations. It is highly marvelous to switch on some(prenominal) media (radio, inter take in, etc.) and non run into a compute of topics that do non link fundament to loss leading and managers. By definition, the dickens carcasss argon not the a kindred(p) however, they need to be utilized complementarily to exit to one general conclusion and any effort to separate the 2 will cause to a greater extent than lineatic issues than it will solve. In exploit to point out the difference, this report will address different aras of both leading and oversight, such(prenominal) as different characteristics of a leader, theories of lead, management and its skills, and roughly examples of strong managers.There whitethorn be roughly intersections, exactly the meaty difference between the 2 systems is that leading are born and managers are made. Though lead comes as a natural talent this is not plenty to define a unspoilty qualified leader as in that respect moldinessiness be a constant im resurrectment at every step of their career by investing tons of efforts and competency into their work to truly accomplish the definitions of lead qualities. On the other pay, in a nutshell managers are problem solvers depending on the crusadeableness and control and they circularise what has been innovated by leaders.Leadership and ManagementIt has become quite a common practice to sort out between leadership and management. The almost signifi brush asidet dowry off every last(predicate) these differentiations is that they are all orientated towards change. This idea is substantially outlined by John Kotter in his book who came to a mop up that management is about heading with tortuousity whilst leadership, by contrast, is about coping with change (John Kotter, 1990, p104). He stated t hat steady- melt downage management brings about a degree of order and consistency to organizational processes and goals, whilst leadership is required for closely change.The differentiation of leadership from management as outlined by Kotter ostensibly inspires a change in emphasis from the moderately inflexible, administrative processes characterized as management to the more fast and strategic processes categorized as leadership, hitherto even he concludes that both are of equal magnificence for the legal running of an organization, Leadership is different from management, exactly when not for the effort most people think. Leadership isnt mystical and mysterious. It has no topic to do with having personal magnetism or other exotic nature traits. Its not the province of a chosen few. Nor is leadership necessarily give out than management or a replacement for it rather, leadership and management are two distinctive and completing activities. Both are necessary for winner in an increasingly complex and volatile business surround. (Kotter, 1990, p103).Even though there are a quite number of business writers such as John Kotter and his multiplication who argue that there is a difference between leadership and management, however, these arguments cannot prove beyond reasonable doubt, especially when we put practice into friendship, wherefore approximately people doubt as to whether they are really quite as separate as this in practice. Firstly, there has been an increment in the rejection to the guidance in which studies tend to disparage management as a system that is tedious and uninspiring. Gosling and Murphy (2004) propose that upholding a brain of steadiness during quantify of rapid change is a key to successful leadership. Thus the leader must safeguard that systems and structures remain in place whose purpose is to crock up workers a feel of security and a sense of balance, without which it would be solid to maintain levels of pauperization, commitment, trust and psychological wellbeing.Secondly, research has sh hold that the two systems are distant from being separate thus the practices labeled as management and leadership are an innate fragment of the same task. From the exhaustive interpretations of what managers really do, Mintzberg (1973, 1975) place 10 key roles, and among the roles leadership is one of them. He further came to a conclusion that far from being separate and different from management, leadership is just now one dimension of a multidimensional management role. The most unmanageable thing and which causes confusion that are derived from comparing leadership and management is the regularity acting in which they are often charted to different singles. Therefore, we often refer to managers and leaders as if they were different and incompatible people we look at leaders as individuals who respond to rapid changes quite easily thus dynamic, charismatic individuals with the capacity to inspire others, whilst managers are seen as administrators who just focus on the accredited task. such(prenominal) an interpretation, however, does not concur well with an individual who is experienced as a manager. People are generally employed into management, alternating(a)ly of leadership positions, and are expected to complete a pile of tasks extending from terrene planning and implementation, to coarseer-term strategic planning. None of these are done in isolation, and throughout, it is essential to work alongside other people to motivate and inspire them, scarce also to know when to relinquish the lead and take a back seat. Most of us urinate become so enamored of leadership that management has been pushed into the background. Nobody aspires to being a good manager any longer everybody wants to be a wide leader. But the separation of management from leadership is dangerous. Just as management without leadership encourages an uninspired manner, which deadens activi ties, leadership without management encourages a disconnected room, which promotes hubris. And we all know the destructive power of hubris in organizations. (Gosling and Mintzberg, 2003).Leadership TheoriesEven though individuals who are practically complicated active within the leadership field, they see practice being different from theories, solely they are inseparably related. Traditional leadership theories were more fixated on what qualities differentiate between leaders and followers, while contemporary theories looked at other variables such as blank spaceal factors and skill levels.Both of these types of theories of leadership have an impact the current practice, education and policy and offer a useful blow overline for the survival of the fittest and development of leaders in other words theories are as well good to be practical.I will discuss some of the most prominent leadership theories, which offer a valuable context for the consideration of wider issues about defining leadership capabilities and development overturees.Leadership TraitsFor a long time it was presumed that it would be feasible to recognize and separate a moderate tempered of traits, which can then be used to employ individuals in the positions of leadership. These qualities include but not limited to -strong drive for responsibility, -focus on completing the task, -vigor and persistence in pursuit of goals, -originality in problem-solving, -drive to exercise initiative in social settings, -self-confidence, -sense of personal identity, -willingness to harmonize consequences of decisions and actions, -readiness to adsorb interpersonal stress, -willingness to tolerate foiling and delay, - efficiency to invite the behavior of others, and -capacity to structure social systems to the purpose in hand. This method was strongly based on the great man theory that voiceless on how umpteen records occupy and maintained positions where they have the capacity to influence. The guessing was that these individuals were born to be leaders and would grow by quality of their personality alone. Ralph Stogdill (1974) carried out a study to extensively revise the traits, and concluded that some qualities appeared more often than others. Other studies were carried out as well (e.g. Bird, 1940 Stewart, 1963) but did not identify the same set of traits. Since then the list has been growing, therefore it is now widely accredited that no such decisive set of traits will ever be identified.Leadership styles and behaviorAn approach which is an alternative to the traits approach was to look at what leaders actually do sooner of just looking at their funda psychogenic characteristics. Attention in this approach came about by the work of Douglas McGregor (1960), who suggested that leadership and management style is moved(p) by the distributively individuals views about human nature. He briefly contrasted two theories of managers which he called supposition X and Theor y Y. Theory X managers somewhat look at human nature negatively, thus trusting that the sightly employee has an in-born dislike of and will not do the job at hand if it is possible. Managers who perceive in this view believe that employees need to be nigh supervised and controlled to make sure that tasks are successfully completed. Theory Y managers assumes employees may be striving and self-motivated and exercise self-control. Expenditure of physical and mental effort in work is as natural as flow or rest, and that the average human being, under proper conditions, learns not only to accept but to seek responsibility. Such leaders will determination to enhance their employees capacity to exercise a high level of imagination, cleverness, and creativeness in the answer to organizational problems. It can be understood that leaders holding various(a) assumptions will show different methods to leadership Theory X leaders preferring an autocratic style and Theory Y leaders preferri ng a graphic symbolicipative style.Contingency TheoriesThese theories concentrates on particular factors associated to a specific environment that might govern which particular leadership style will most suitably be fit for a particular situation. The theory states that there is no one leadership style that is suitable in all situations, thus making success to be myrmecophilous on a number of factors including the style of leadership chosen, qualities of the followers and features that defines that particular situation.Situational TheoriesAt the same time as behavioral theories presented the idea of different leadership styles, they provided petite direction as to what is needed for effective leadership behaviors in diverse situations. Researchers have proven that there is no one leadership style is best suited for every manager under all situations. Therefore, the sentiment of situational theories was developed to give direction that the style to be used is dependent upon such environmental variables factor. Fiedler (1964, 1967) suggested that there is no single best port to lead instead the leaders style should be selected according to the situation. He differentiated between managers who are task or human relationship oriented. chore oriented managers concentrate on the task at hand have a tendency to do reveal in situations that have good leader-member relationships, organized tasks, and either weak or strong position power. Such leaders have a tendency to show a more indicative leadership style. Managers who are relationship oriented do better in all other situations and show a more participative style of leadership.Transformational LeadershipThis concept of transforming leadership was first developed by crowd MacGregor burn down. According to him, transforming leadership is a process by which leaders and followers help each other elevate to higher morality and motivation (Burns, 1978). At the center point of this concept is the importance of th e leaders cleverness to motivate and empower his/her followers and also the moral dimension of leadership. Burns notions were then developed into the idea of transformational leadership where the leader transforms followers The goal of transformational leadership is to transform people and organizations in a literal sense to change them in mind and heart enlarge vision, insight, and recogniseing illuminate purposes make behavior congruent with beliefs, principles, or values and bring about changes that are permanent, self-perpetuating, and momentum building. (Bass and Avolio, 1994).In closing, leadership styles depend on the situation of the business or organization, there is no single style that is suitable. Also, blend leadership with aggroup building, a leader can create an ensample team thus team members may become more involved and ask questions like who does this? Who did that? How am I helping to achieve a common goal?Characteristics of a LeaderEvery individual is insp ired or motivated in a different itinerary it is for this reason that being a leader will require a circumspect combination of different leadership characteristics and skills. Personality traits and characteristics will determine the resistant of leader one is. These characteristics that make up a leader are vast and they are all influenced by the followers, meaning depending on who he/she is leading, a leader will have different characteristics ranging from being self-assured to being initiative.The United States Marine Corps teaches more than ten leadership traits, such as being dependable and enthusiastic. Below is a full list that is taught by the US Marine CorpsJustice intellectDependabilityInitiativeDecisivenessTactIntegrityEnthusiasm driftUnselfishnessCourageKnowledgeLoyaltyEnduranceRetired General Colin Powell believes a good leader has the quality to make decisions that everyone can understand. In his own words, lesson number 14 teaches that nifty leaders are almost in cessantly great simplifiers, who can cut through argument, debate and doubt, to offer a solution everybody can understand. Effective leaders understand the KISS principle, gamble It Simple, Stupid. They articulate vivid, over-arching goals and values, which they use to drive daily behaviors and choices among competing alternatives. Their visions and priorities are lean and compelling, not cluttered and buzzword-laden. Their decisions are crisp and clear, not tentative and ambiguous. They get under ones skin an unwavering firmness and consistency in their actions, aligned with the picture of the future they paint. The import clarity of purpose, credibility of leadership, and integrity in organization.Sam Walton, make of Wal-Mart, tag another great leadership quote and amongst those quotes is Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people believe in themselves, its amazing what they can accomplish. In the following paragraphs I am going to bold some of the key skills a leader is required to have. steamy Intelligence is another concept that serves as a quality a leader should possess and was introduced by Daniel Goleman. Its the ability to perceive, control and then try emotions (Daniel Gloeman, 1998). The people who have researched about emotional intelligence activity say that it can be learnt and some say that it can be produced also. In 1990, dig Salovey and John D. Mayer defined emotional intelligence as the subset of social intelligence that involves the ability to monitor ones own and others feelings and emotions, to discriminate among them and to use this information to guide ones thinking and actions. There are four branches of emotional intelligence Perceiving Emotions, debate with emotions, Understanding Emotions, and Managing Emotions.According to Nitin Nohria, a professor at Harvard Business School, talk is really what a leader does most of the time. He proposes that great leaders follow or s hould follow oratory communication fundamentals. He believes that a leader can communicate any type of message no matter how complex it is. Aristotle said that people can be reached in by means of different methods people can be handle in a way that it will charm their emotions and we can make arguments on their sense of value but the great leaders give a lot of their time communicating. According to Joe Badaracco, another professor at HBS, Simplicity is very essential at every step of communication, that no matter how complex the message, a great leader can convey a message as simple as possible and in fewer words. Communication can however be more expeditiously and effectively be conveyed if the correspondent knows the audience. Great leaders always understand the worth and position of their audience. They know their audience well and in this way they can communicate with their audience in a far better way. He further states that being a good communicator is not enough to be a g ood leader since it will be a two way communication the leader must also be a good listener to avoid misinterpretation from the audience. Jeff Bezos, the chief operating officer and founder of Amazon.com says that one of the key elements of being a good leader is the ability to tell the hard truths and realities. All these examples come under better communication.As I have mentioned before, organizations are rapidly changing, thus making them dynamic. Great leaders are those who can manage and cope with these organizational rapid changes and all its employees or members. They know and comprehend the value of change and accept the common vision of desired results. Empowerment is also important in managing the change process. Managing the change successfully makes ordinary humans the great and effective leaders. People often resist change for reasons that make good sense to them, even if those reasons dont correspond to organizational goals. So it is crucial to recognize, reward, and celebrate accomplishments. (Kanter).In this current age, technology is one of the things travelling on the fast lane. It is report that a technological of most things such as information systems create by mental act every six months. It is for this reason that a great leader must prolong him informed and aware of such evolutions. Knowledge is the key to success and they key element of effective leadership. Great and effective leader must have noesis about everything that he is interacting with. Joe Badaracco says that in the previous days, the leaders had to rely on their subordinates for collecting and implementing the knowledge but now a days, the leaders must be good enough in knowledge so that they can cope with different situations well. Another consequence of fast changing technology is that managers are required to be creative. Creativity is congruous one of the key elements and quality of a great and effective leader. This is one quality that can distinct a leader from a great and effective leader.Examples of some best leaders and managersIt is not easy to find a great leader, especially when the organization plays great game of blaming each other on anything that goes wrong within itself. Few companies have good, solid leadership from people who are willing to stick to their word. Glen Stansberry a writer, in his online article he has identified the following 5 of 10 leaders considered to be good examples in our society.James Parker Southwest AirlinesSouthwest is know for their great customer service in an industry considered to be icky at customer service. Southwest stands out from other skyways by lay the customer first, regardless of the situation at hand. After 9/11 terrorist attack, airlines were not operational for number of days. As a result, all airline passengers, flight attendants and pilots were stuck with the planes across the country unable to travel to their destinations. Instead of but sitting and waiting, Southwest employees were encouraged to take passengers bowling or to the movies to pass the time. Also, other airlines were retrenching their employees by 20%, but James Parker decided to keep all the employees and even announced a profit sharing honorarium of US$179.8 million.Jim Lentz ToyotaIn the year 2009, circa Toyotas 2.3 million vehicles were recalled for faulty brakes. Outrage ran rearing across the media and public. Instead of letting a Public Relations team deal with the problem with only pressure level statements and interviews, Toyota offered a live communion on one of the most aggressive and popular communities on the blade known as Digg. They were all caught by a surprise when the Toyota CEO Jim Lentz appeared on Digg Dialog to be questioned all sorts of queries about the company and the recall. over a thousand hard questions were submitted from consumers and even past employees, and Mr Lentz answered as some as possible in the given time. The questions were asked in order of vote s, and no(prenominal) were filtered therefore making it a totally transparent interview. Even though the number of recalled vehicles skyrocketed, Toyotas honesty and transparency will help with lessening the disability to the companys reputation.Glenn Kelman RedfinRedfin is an online real estate brokerage firm that gives back two-thirds of the commission that traditional agents charge. Real estate agents hated it, and started blacklisting anyone who used the service. So, instead of keeping the problem quiet, Kelman started a company blog that focused on many of the howling(a) aspects of the real estate business. He also posted about privileged struggles within the company, and even criticized himself on many occasions. The blog was raw and authentic. Customers love the transparency. They appreciated the fact that a CEO could make fun of himself and the noisome parts of his industry. Since starting the Redfin blog in 2006, business has grown dramatically. (Glen Stansberry, 2010 ).Costco Jim SinegalCostco net worth value is ranked at U$2 billion, but the CEO Jim Sinegal only gets US$350,000.00 per annum. In general, most employees tend to get de-motivated by the fact that their bosses earn a lot of money and do not really care about them. It even gets worse when an employee does not see the head of the company. In Jims case, he has a simple office, on the same floor with his employees and without any walls and decorations, and answers his own telephone. His employee turnover rate is the worst in the retail industry, over five times less than affect Wal-Mart. In an age where CEOs are paid in the millions and would never be seen in the trenches, Jim Sinegal is an anomaly. And his workers love him for it.Howard Schultz StarbucksStarbucks is known for its exceptional treatment of employees, offering things like insurance to even part-time workers. In 1997 three employees were killed in a bumbled robbery of one of their Washington D.C. stores. Instead of iss uing a press release or calling legal counsel, CEO Howard Schultz flew straight to D.C. and dog-tired the entire week with the employees and their families in the area. Schultzs compassion and incredible leadership helped meliorate those closest to the tragedy.ConclusionRegardless of the extensive research about the importance of management and leadership in terms of individuals, organizational executing, and national performance there is still a lack of realistic evidence. According to the scotch analyses, even though management and leadership are the integral part in influencing national competitiveness, their influence is just another factor of many others. Strictly at organizational levels, it may seem like leadership and management are the only factors that have a direct influence on results, however they are just part of Human option Management activities. The influence of Management and Leadership development (MLD) at an individual level, it seems to be affected by the t ype of intervention and the wish and the break of individuals to take on leadership responsibilities. These however may not speculate positively on the influences of management and leadership with regard to performance.This report may show how important it is to consider leadership in the broader context of any organization. Separately, there is no assurance that leadership development will reform the individuals performance, however, if we look at leadership development as the main thing within and organization and human resource management (HRM) processes its influence becomes obvious. Similarly, the availableness of effective leadership and management processes inside an organization raises the probability of additive training and development becoming a success.Regardless of the lack of definitive evidence indicating the relationship between management, leadership and performance it has been widely accepted that this are the key elements of effective performance of groups, i ndividuals, organizations, etc. The fact that this relationship cannot be linearly measured indicates that there is a need for more research to be done. The way in which enhanced management and leadership leads to improved performance is complex and thus when looking at the benefits that are raised from the interventions a much wider idea of performance needs to include instead of just looking at improved productivity/profit.