enterprise leadership

as discussed there is only 5 mandatory references to use and you dont need any others two part question: Examine the differences between management and leadership. Critically discuss how enterprise leadership can bring value to organisational teams.

Enterprise Leadership

Table of Contents
Introduction......................................................................................................................................1
Main Body.......................................................................................................................................1
References........................................................................................................................................4

Introduction
Enterprise leadership is buzzword that encourages leaders to emphasise on organisational
outcomes as well as working with reference to organisation. Leadership refers to making people
to comprehend as well as believe in vision that is set for the organisation and work for attainment
of goals. Leaders posses this capability, that enables them to paint picture of what they see for
organisation as well as inspire others (Butera and Cruz, 2017). Management is associated with
administering as well as ensuring that they are able to conduct day to day activities that are
happening within the premises. Managers this skill through which they give directions to leaders
so that work can be carried out accordingly. This essay will provide an insight into difference
between leadership and management along with evaluation of enterprise leadership.
Thesis statement:
“To critically analyse, ways in which enterprise leadership brings value to organisational
teams by understanding difference among leadership and management”.
Main Body
Management and leadership are regarded as synonymous as each have significant role
within the overall development of the organisation. Leadership is crucial part behind effective
management where emphasis is made on building an environment where each employee can
excel within their liabilities. Leadership refers to potential that is liable for influencing as well as
driving efforts of group for attainment of goals. This leads to creation of influence on the
organisation. On the other hand management is term used for the managers who are liable for
giving directions, coordination as well as control the efforts that are being made for attainment of
objectives and goals. Both the entities that is leaders and managers possess ability to work with
other people by running meetings, setting priorities and dealing with conflicts. But there is a
significant different between the, it is illustrated in the following paragraph.
Leaders manifest having the anticipated risk taking along with result oriented behaviour is
undertaken by them. They are generally comfortable with this attitude as this enables them to
deal with stress effectively and yield innovative results. Leadership implies skills to lead others
by an example but management denotes art of systematic organisation as well as coordination of
different activities in an effectual manner (Crowley, 2018). Leadership is based on trust through
which they inspire and influence people to give their best efforts so that goals can be attained on
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timely manner. Furthermore, management is dependent on controlling and management of
activities by ruling over the employees. Leadership emphasises on opting for proactive strategy
by encouraging change and formulation of significant guidelines along with principles.
Management on the other hand lays focus on bringing in stability by the usage of reactive
strategy, procedures and policies. In case of leadership the perspective that is needed is good
foresightedness so that they can identify probable risks that might be hidden inside any of the
activity. Apart from this, management have short term perspective like if there is any project
then they emphasise on short range attainment of objectives and goals rather than long term
perspective (Cseh, Davis and Khilji, 2013). It’s just attainment of the project in an affirmative
manner.
Enterprise leadership is acknowledged as one of the latest advancements in the domain of
organisational performance. It is mainly dependent on the idea that ‘whole is better than the sum
of all the parts.’ In simple terms, it can be stated that enterprise leadership is the leadership
whereby the leaders are mainly focussed on the organisational results as well as working on the
part of the whole company instead of just emphasizing on the team or business unit functioning
under their supervision. In this relation, it is well known that enterprise leadership usually makes
use of peripheral vision, i.e., a lateral view, rather than just emphasizing on what is in front of
them, i.e., a siloed view. The team strategies are generally known to be connected to the goals as
well as objectives of a company and consequently an entity mainly places emphasis over the
cross functional business practices and operations. In the same way, the team resources are
usually found to be aligned with the wider corporate strategy of the company functioning in the
hyper competitive market place.
It has been analysed that enterprise leadership does not negate the significance of
individual team leadership. Instead of this, it motivates the leaders to include network leadership
in addition to their individual leadership. Simultaneously, when they are generating outcomes for
the team, the leaders are required to be giving their significant contribution to the overall
performance of the whole company (Dehua, and Zongjun, 2014). The integration of individual as
well as network leadership is referred to as the enterprise leadership.
Within the bounds of an organisation whereby the business leaders are acknowledged to
be enterprise leaders, all the business units are focussed on as well as aligned with the
accomplishment of a common goal in a timely manner. In this relation, all the members provide
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help to one another so that the goal can be timely achieved as per the organisational
requirements. This is known to be the most important benefit of enterprise leadership- that there
aren’t any competing priorities within the premises of the company as every member contributes
towards the timely accomplishment of the same priority.
The enterprise leadership provides due assistance to the company in developing teams that are
focussed on the accomplishment of team goals as well as the long term business goals (Nienaber,
2010). Thus, this leadership brings value to the organisational teams by reinforcing their
behaviour in a manner that can result into the achievement of all the requirements of the
company in the predetermined time period.
Conclusion
On the basis of the discussion done above, it can be stated that leadership is the pillar on
which the growth as well as success of an organisation is dependent. In addition to this, it has
been analysed that enterprise leadership is an effective leadership type that is focussed on
aligning the team behaviour and team performance to the overall organisational outcomes and
objectives. It helps a company in achieving its goals in the predetermined time period with the
unified efforts of all of its members.
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References
Books and Journals
Butera A.M. & Cruz M. 2017, ’Leaders and Managers: How to be the Best of Both in Your
Team’, EDPACS, vol. 56, no. 2, pp. 1-5
Crowley D. 2018, ’Chapter 8 Creating a More Productive Culture’ in Smart teams :
communicate, congre- gate, collaborate : how to work better together, ProQuest & Ebook
Central
Cseh M. B., Davis E. E. & Khilji S. 2013, ’Developing a global mindset: learning of global
leaders’, European Journal of Training and Development, vol. 37, no. 5, pp. 489-499
Dehua G. & Zongjun W. 2014, ’Evaluation of Enterprise Leader’s Qualities that Affect the
Survival and De- velopment of Enterprises’, Applied Mechanics and Materials, vols. 687-
691, pp. 4622-4630
Nienaber H 2010, ’Conceptualisation of management and leadership’, Management Decision,
vol. 48, no. 5, pp. 661-675
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