Leadership and Management Literature and Theories

This essay provides a comprehensive discussion on leadership and management literature and theories. It explores the concepts of management and leadership, their differences and similarities, and evaluates the importance of leadership training and development for organizations. The study material offers valuable insights for understanding and improving leadership skills.

Assessment

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Discussion on leadership and management literature or theories..........................................1
Evaluation of leadership development programme................................................................7
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Leadership and management are key functions of a business as they assists in maximising
efficiency along with productivity so that determined goals are met within stipulated duration.
Leadership is defined to the action or art to stimulate an individual or group of people with the
purpose that that they act for attaining common objectives for attaining needs and requirements
of company (Al-Daaja, 2017). Moreover, leaders do not have any interrelation with job titles,
positions in organisational hierarchy and personal attributes. In contrary, management is defined
as the administration of entire business that oversees all the workings and performs various
functions that are planning, organising, directing along with controlling in sequential manner so
that all the set short term and long term aims are achieved in effective manner. Furthermore,
managers gave huge relations with positions, job titles and attributes of any individual that work
in the entity. The essay is prepared by considering National Health Service (NHS) that is
publicly funded healthcare organization that is situated in United Kingdom since 1948 (NHS,
2020). The system focuses on supporting approaches of political reforms to heath as well as
work. The company has more than 1.4 million employees that work to deliver suitable healthcare
services to all legal residents of England as well as residents that are living in other regions of the
nation. Its most of the services are free at usage point. Few of its offered services include
emergency treatment along with treatment to cure infectious diseases that are free for all
including visitors also. The essay highlights information about management and leadership
concepts and reviews leadership theories. Further, it includes evaluates leadership development
programme.
MAIN BODY
Discussion on leadership and management literature or theories
Definition and discussion on concepts of management and leadership:
Management: Management is defined as multipurpose organ which assist in effectively
managing workforce, work and company. It is the art of an individual who gets things
accomplished from different people as well as with formal organised groups to gain beneficiary
outcomes. It is the concept that is associated with understanding what people want to do along
with seeing that employees are working it in best together with cheapest manner to gain
objectives (Armstrong, 2016). At NHS, managers undertakes responsibilities to ensure smooth
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operations, overall success as we as accomplishment of objectives. They oversees all workings,
communicate with higher authorities, formulate and enforce necessary policies, containments
risks, and focuses on all aspects of strategies of company. Managers frame various decisions so
that all the operations are performed effectively, systematically and promptly which results in
enhancing effectiveness of the service healthcare.
Leadership: Leadership is defined as the ability or capacity to leading or providing
directions to manpower so that they work in the achieving objectives. The concept of leadership
is all about leading others to move in certain path in pursuit of specific objective. It is concerned
with lifting vision to higher sights, building personality ahead of normal limitations and raising
performance of an individual to higher benchmarks or standards (Bush and Glover, 2016). The
leaders of NHS perform role of building confidence among new or current employees to
implement activities, demonstrating shared values, supports people who takes risks and supports
their new ideas, manages time in different activities and communicate with all staff, patients
together with other parties related to public sector in clear and honest manner. Along with this,
leaders of the service system also contributes to deliver good health addition to care services to
patients and population that improves their livings as well as provide them healthy life which is
necessary to manage the business practices.
Differences and similarities among management to that of leadership:
Following are the similarities of management and leadership in context to NHS:
Basis Management Leadership
Allocating
resource
The main concern of
management is to allocate
resources in the entire
organisation in efficient manner.
In context to leadership, its
major concern is that resources
are allocated to all members of
the team efficiently.
Influencing work
structure
Management of a company
implements policies and plans
those results in influencing work
structure addition to
environment.
Organisational leadership is all
about stimulating manpower of
the company through rewards
and incentives that leads to
influencing work environment
together with structure (Cherry
and Jacob, 2016).
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Work relations Management of NHS is related
to working with internal and
external people through building
and maintaining work relations
with them.
Leadership in NHS is
concerned with directing or
determing path to move
forwards- by establishing
healthy work relations with
team members.
Despite of similarities, leadership and management also have various differences. Some
are as follows:
Basis Management Leadership
Definition Management means arranging,
delegating and controlling group
of people so to coordinate as
well as harmonise workings to
achieve organisational objectives
(Drew and Pandit, 2020).
Leadership can be defined to
ability of a person to stimulate,
influence and enable others to
make contributions towards
organisational success.
Orientation Management of the business are
generally task oriented as it
majorly emphasis on completing
of tasks through others.
Leadership on the company is
majorly people oriented as it
focuses on stimulating and
influencing people to perform
certain activity.
Approaches to
tasks
In context to management of
NHS, it simply looks at
complexities or issues so to
devise new and creative
solutions.
In case with leadership of
NHS, it designs strategies,
methodologies together with
policies for creating buildings
and combine ideas with
operations smoothly.
Main purpose The major purpose of
management in the company is
to manage systems, structures
together with resources. Along
The main purpose of leadership
in business concern is to lead
entire team or group of people.
Addition to it, it implements its
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with this, it works for properly
planning operations, increasing
work efficiency, upgrades new
procedures and accomplishes
objectives rapidly with ease.
practices for promoting
changes, new direction and
drives personal to execute
activities for attaining common
goals in defined timescale
(Chemers, 2014).
Driven by In case with NHS, management
is generally driven by formal
authorities addition to on
positions at different levels.
At NHS, the main aspects
which drive leadership are
charisma, imagination, passion
together with creativity.
Characteristics Effective management is
characterised as the one that has
goal oriented processes, not
restricted to single business
only, has multidimensional
activities, ongoing process, not
able to perform in isolation or
requires involvement of group of
people and is not seen physically
but its presence is felt across the
firm.
Great leadership is
characterised as the one which
has true enthusiasm for an
enterprise, its products and
short term objectives,
integrated towards
accomplishments,
acknowledging and putting
safety along with quality at
first.
Role performed The role performed by
management in the entity is
liaison, figurehead, monitor,
resource allocator, spokesperson,
negotiator and disturbance
handler.
Main roles that are performed
by leadership in the company
include philosopher, guider,
reconciler, influencer,
coordinator, mentor and
structuraliser (Ellis, 2018).
Leadership theories:
These are mentioned to the assumption that is related to distinguishing characteristics of
specific type of leader (Parvin, 2019). These theories majorly emphasis on determining particular
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qualities that involves skill level which is different of a person to that of follower (Elton, 2016).
There are wide number of theories as well as literature that are opted by leaders of NHS as per
the requirements and needs of the situation and manpower in order to improve efficiency,
productivity and profitability of the company as whole. Moreover, these theories emphasize
towards qualities and behaviours of the person who adopt them for boosting own leadership
abilities. Following are the discussion on leadership theories:
Trait Theory: As per the viewpoints of Shead (2020), Leadership trait theory is one of
idea which states that people are born with specific qualities as well as traits. There are certain
traits which are closely linked with proficient leadership. Various times the traits are seen as
essential part of an individual’s personality born birth. Moreover, the leadership trait theory is an
approach for studying personality of a human. The theory explains about common traits that
makes a person an effective leader. The common traits are business knowledge, energy,
creativity, confidence, initiative, cognitive skills, charisma, inspiring, intelligent, honesty,
integrity, capability to make good judgements, tenacity, flexibility, motivation to succeed,
forward looking, competent and many more. With these traits, leaders of NHS can effectively
lead the manpower towards goal attainment. It is seen that successful leaders posses interests and
abilities which differentiate them from those of ineffective or less effective leaders. These are not
responsible for determing whether an individual will become successful leaders or not. Despite,
these are seen in the preconditions which endow people with their potentials of leadership.
Further, the leaders who have all these traits generally have seemingly heroic abilities or leading
in situations that are critical and complex.
Pros of trait theory: The theory adds knowledge among leaders through building the
thought that they are distinctive and competent from less effective leaders (Field and Brown,
2019). Through trait theory, leaders of NHS will be able to set benchmarks for them so that they
can work on them and strengthen leading abilities. Moreover, the theory helps in categorising
observable behaviours through substantial evidences. It also serves as yardstick against which
traits of leadership in a person can be assessed in proper manner.
Cons of trait theory: Trait theory comprises of some subjective judgements for
determing distinguish among excellent or successful leaders. In addition to it, the list of traits in
the theory is very long and also described in simple generalities (Wildavsky, 2018). It is
perceived that adoption of the theory is very complex as it can create huge confusion among
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leaders of NHS to understand whether they will have all the traits that are underlined or defined
in it. There is no awareness about the traits that are applied in particular situations that means
different things in distinct contexts.
Transactional leadership: According to Sithole and Sudha (2014), transactional theory
is the approach that states that leaders give followers something followers desires and requires in
exchange of getting something that a leader wants. It explains that employees require instruction,
monitoring along with proper structure for completing tasks in correct manner and on time.
Moreover, transactional leadership majorly focuses on performances, results, working in current
structure and measures success on the basis of organisational systems of penalties along with
rewards. By adopting the leadership theory, leaders of NHS can keep the employees motivated
and efficient fro attaining short term or other goals. It is analysed that the main uses of the theory
are in complex situations such as crisis, emergency circumstances and in the projects that are
required to be carried out in some new or specific manner. The main dimensions of the theory
are contingent rewards, passive management along with active management. In context to
contingent rewards, it involves procedures to devise expectations as well as rewarding manpower
to attain them punctually. In case with passive management, leaders do not interfere in
workflows until it is required of some issues arises. In regards to active management, it helps in
anticipating issues, monitoring progresses together with issue corrective measures.
Pros of transactional leadership theory: Transactional theory is easily adopted in any
organisational and it shows achievements of short term objectives in quick manner. Along with
this, when leaders will adopt the theory then they can experience unambiguous structure and
managing people effectively. It also increase production of entity by improving efficiency of
employees through proper focus on results, performance and supervisions that further cuts
various costs (Hallinger and Hammad, 2019). It also helps in meeting deadlines and serves as
reminder to keep eyes on employees workings so that mistakes are reduced or overcomed at
accurate time.
Cons of transactional leadership theory: Transactional theory tends to emphasis on
situational analysis despite of concentrating towards problem solving. The theory involves some
of unbendable policies and regulations that results in unyielding leadership (Gopee and
Galloway, 2017). It is also seen that the theory is rigid which can limit or discourage nee ideas of
thoughts of NHS employees at the time when leaders will adopt it. As transactional leadership
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operates within defined rules what are unchangeable in nature that can make leaders insensitive
to motivate workers.
Evaluation of leadership development programme
Importance of leadership training along with development for organisation
In present era, leadership training as well as development plays important role in success
of organisation. It is well said that leadership is major cornerstone for effective management in
the company as it serves towards maximise efficiency along with effectiveness so that all the
expected targets and results are achieved on time and in determined manner. Training and
development of leadership provides various opportunities to organisations for coaching and
mentoring potential leaders so that their styles and approaches are polished for showing huge
beneficiary results (Herman, 2016). Following are some of importance related to leadership
training and development for NHS:
 The main importance of that training and development to leadership at NHS will boost
morale of the leaders to stimulate and influence workers to perform different operational
activities to accomplish goals within specified deadline.
 Training and development of leadership is important to the service system as it limits
employee turnover. It is through when trained leadership will influence employees in
different ways and will also respect them at great extent that will help them to retain
maximum workers with the business and reducing workforce turnover.
 Leadership training and development are also important to businesses for make better
decision as developed or trained leaders functions with high emotional intelligence level.
This results in making intelligent addition to informed decisions for betterment of the
entity to work with competitive spirit in coming durations.
 At NHS, when training and development programmes are provided to leaders then it
assist in implementing effective style of leadership in different situations. There are
various leadership styles and the training along with development develops personal
styles of leaders which are effectively responded by their team members (Renz, 2016).
Section of leadership development programme from NHS Leadership Academy
NHS leadership Academy is the part of NHS that provides various types of leadership
development to its people that belongs to different backgrounds and have distinct experiences
across heath as well as care. There are various number of leadership development programmes
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that were conducted by NHS Leadership Academy. Among the all, one is Mary Seacole
Programme which is six month leadership development programme designed by the academy in
partnership with Korn Ferry Hay Group that is global experts so that knowledge and skills of
management and leadership are developed to huge extent. The programme is designed for first
time leaders in the industry of healthcare. It is an innovational together with inspirational
leadership development programme for those who are delegated leadership role for the first time.
The programme provide balances among learning and putting actions in practice to empower
leaders to turn individual success into reliable team success along with championing
compassionate care of patients (Sithole and Sudha, 2014). As healthcare system, the leaders are
required to understand challenges as well as ensure the practices done by them can help in
addressing all. The programme helped leaders of the institution to develop their skills and styles
of leadership in order to perform activities in better manner with individuals and team members.
Moreover, Mary Seacole Programme also provides flexibility to companies to offer local, high-
quality as well as nationally recognised development programme. With this programme, NHS
Leadership Academy enable companies to deliver new programme as close of its frontline. The
main aim of the programme is to provide practical skills to leadership as well as knowledge
about related concepts, controversies, theories and debates to healthcare leaders. Addition to this,
the programme supported leaders in becoming better, more reasoned together with self are
person who can influence group of individuals in innovative and proficient ways. It is delivered
in nine units wherein each being 4-5 weeks long. Moreover, it also included diverse range of
participative events, practical assignment and learning from others. The programme improved
confidence in the manner they work and deal with different types of individuals and auctioned
things. It also made them aware about effects of team on patients and the ways communication
resulted in positive changes.
Analysis of programme as well as review of components in line with relevant literature
Mary Seacole Programme is effective leadership development programme that NHS
Lesdership Academy organised for developing competences, abilities and skills of fist time
leaders and managers. The programs aimed to deliver balances between learning and
implementing theories, models as well as concepts in real practice. As per the reviews of NHS
Leadership Academy (2020), the main components of the programme are as follows:
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Eligibility criteria: The eligible people who take part on the programme are the first
time leaders that work in healthcare industry. An individual is at formal position of leadership
having responsibilities for general public, workers and services is eligible to participate in the six
month leadership development programme.
Programme structure: Mary Seacole Programme is six months programme that was
designed with 100 hours online study along with various face to face behavioural workshops that
are delivered to local people (Wattis, Curran and Cotton, 2018). Moreover, the structure of the
programme is that it can be undertaken either at national level with multiple intakes within a year
or through locally tailored plan offered by particular healthcare entity with primary care network
and training hub. Along with this, the programme is delivered in 12 units wherein Units 1-8
generally covers fundamentals of leadership as well as building on all as the progresses of
programme. While, Unit 9-12 are majorly flexible addition to taken at any duration within the
programme. These are concerned with core management skills that are recruitment and selection,
financial fundamentals, Fundamentals of HR, employee appraisals addition to annual reviews.
Training methods: The major learning methods that are involved in Mary Seacole
Programme to develop the leadership of first time leaders are as follows:
Work based training: The training method that provides an individual real life
experiences to work to develop their skills and employability. It is important part of the
programme as it states about the way learning methods are implemented in practice. Moreover,
the method takes emphases on real work that the first time leaders are already doing as well as
uses the uses the training as learning basis (Swanwick and McKimm, 2017).
Online training: The another name of the training method is virtual campus learning in
which a feeling of inviting space is provided to the learner for the purpose of delivering what
they requires within the interactive learning surroundings. In this method, the first time leaders
find all resources that are needed to them for studies. The training method involves wide learning
formats like simulation events, electronic journals, e-learning, books and many more.
Face to face learning: In the programme, learners are provided three day workshops for
develop the learners in context to personal and professional life. The learners take full benefits of
face to face workshops, simulation learning activities, experiential learning tasks as well as
social networking opportunities.
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Intended outcomes: The propose outcome of Mary Seacole programme is to develop
newly formal positions of leadership with more responsibilities for services along with people.
Moreover, the programmes was designed for achieving intended outcomes such as developing
required expertise, competence, support, skills and experiences among leaders that are provided
the role for first time (Weberg, 2013).
Identification and evaluation of benefits of the leadership programme to individuals and
organisation
It has been identified and evaluated that the Mary Seacole Programme provides wide
number of benefits in context to individual and organisational level. Some of them are as
follows:
Individuals: The programme increases awareness of individuals about themselves as
well as their strengths. Moreover, the learners are successful in understanding their existing
emotional intelligence and the ways to use them at best. It also improved authority, capacity
along with motivation level of an individual for implementing all types of changes and
effectively achieving success in them (Thorpe, 2016). With the help of the programme,
individual learners are able to use tools for transforming emotions and feelings into assets.
Furthermore, the programme encourages individuals to look in themselves for accurate
leadership styles despite of comparing them with others. In addition to all, Mary Seacole
Programme builds emotional intelligence and self awareness on individuals that enable them to
perform activities and tasks with other members in more effective manner.
Organisation: Mary Seacole Programme also benefits the organisations in many aspects.
It delivers wider pool of personal and professional competences and skills for drawing attentions
of organisation towards achieving set objectives. The programme highlights about potentials of
organisational leaders who posses powerful strategies for the purpose of attaining results in
necessary changes. Moreover, the plan generally builds potentials among leaders that majorly
impacts positively on culture of the company. It creates a healthier controlling degree among
leaders that are positions at first time throughout the business despite of any senior position
(Wankhade, McCann and Murphy, 2019). Addition to this, the programme also benefits
organisation in succession planning because of having wide number of capable and competent
leaders in pipeline that will reduce issues of stoppage of any work or other. At same time, the
programme also uplifts revenue margins, productivity levels, efficiency and profits of
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organisations as when developed leaders undertakes responsibility to manage workings of
company they perform with duller deductions so that huge beneficiary outcomes are gained with
minimum duration.
CONCLUSION
The above essay concludes that the main pillars of an enterprise are leadership and
management. Leadership is the activity or action that an invididuial have to motivate others for
making with executes any task. At same time, management is a function in which different roles
are implemented by an individual to get things accomplished. Management has huge decision
making powers and have huge involvement in job titles, structures together with systems in
company. However, leadership has limited powers for making decisions and they do not involve
themselves in structures of entity, systems and job titles. Management and leadership both work
for allocating resources, inspiring others, building and maintain work related relations with entire
workforce that operates different types of operations. There are various types of leadership
theories that are used by leaderships at workplace. Among all, major one are trait leadership
theory and transactional theory. Leadership development programme are majorly designed and
organised for leaders to improve their ways of performing actions and stimulating others. All
companies organises range of leadership development programme so that they can enhance
skills, knowledge base and potentials of leaders that benefit them to attain common goals. One of
the leadership development programmes which is organised by NHS Leadership Academy is
Mary Seacole Programme which is three day programme having objective to develop first time
leaders. In this programme, major training methods used are online learning, face to face
workshops and workplace training. The programme benefits an individual in transforming their
emotions in essential assets, increases awareness about existing emotional intelligence and many
more. At same time, the benefits of the programme to an organisation through providing wider
leaders with developed skills, succession planning, managing workplace culture and
implementing changes.
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REFERENCES
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Bush, T. and Glover, D., 2016. School leadership and management in South
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Drew, J. R. and Pandit, M., 2020. Why healthcare leadership should embrace quality
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Ellis, P., 2018. Leadership, management and team working in nursing. Learning Matters.
Elton, L., 2016. Addressing current and future challenges for the NHS: the role of good
leadership. Leadership in Health Services.
Field, R. and Brown, K., 2019. Effective leadership, management and supervision in health and
social care. Learning Matters.
Gopee, N. and Galloway, J., 2017. Leadership and management in healthcare. Sage.
Hallinger, P. and Hammad, W., 2019. Knowledge production on educational leadership and
management in Arab societies: A systematic review of research. Educational
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Herman, R. D., 2016. Executive leadership. The Jossey-Bass handbook of nonprofit leadership
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Parvin, A., 2019. Leadership and management in quality assurance: insights from the context of
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Renz, D. O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
Sithole, A. and Sudha, S., 2014. Transactional leadership style and employees' turnover intention
in information technology organizations. International Journal of Case Studies. 4 (10).
Swanwick, T. and McKimm, J., 2017. ABC of clinical leadership. John Wiley & Sons.
Thorpe, R., 2016. Gower handbook of leadership and management development. CRC Press.
Wankhade, P., McCann, L. and Murphy, P., 2019. Critical perspectives on the management and
organization of emergency services. Routledge.
Wattis, J., Curran, S. and Cotton, E., 2018. Practical management and leadership for doctors.
CRC Press.
Weberg, D. R., 2013. Complexity leadership theory and innovation: A new framework for
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Wildavsky, A., 2018. A cultural theory of leadership. In Cultural Analysis (pp. 253-282).
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Shead M., Leadership Trait Theory. 2020. [Online]. Available through:
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