This article provides insights on leadership theories and models, and discusses the application of these theories in leadership practice. It also explores strategies for effective leadership, such as time management, consultation, encouraging opinions and critics, and communication.
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Running head: LEADERSHIP MANAGEMENT1 Leadership management Institution Student name Date
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Leadership management2 Executive summary The subject leadership has been in existence before the written history came to being. Therefore, the information on leadership on matter leadership is vast and deep. This article is a reflection on leadership and application of the formulated theories and models on the topic. The report addresses insight on the application of the theories rather than their description. The scope of the article is cornered to matter leadership, and the sustainability accounted on leadership. The limitation of the article universal is minimal on the foundation of the source of the information and data.
Leadership management3 Table of Contents Introduction.................................................................................................................................................1 How I will engage in leadership studies to inform my leadership...............................................................3 Time taking..............................................................................................................................................3 Consultation............................................................................................................................................4 Encouraging opinions and critics.............................................................................................................4 My leadership practice................................................................................................................................5 Time management practice.....................................................................................................................5 Appreciating the best performance.........................................................................................................5 Skills and duties delegation.....................................................................................................................6 Conflict solving........................................................................................................................................6 Communication.......................................................................................................................................7 Conclusion...................................................................................................................................................7 Reference....................................................................................................................................................8
Leadership management4 Introduction Perhaps the most confusing roles and responsibility in an organization is that of a leader and that of a manager, there lacks clear differentiation between leaders and managers regarding their roles and responsibilities in the public domain. It is important first to appreciate the fact all managers are leaders while all leaders are not managers. Leaders are dedicated to empowering the organization human resource as a strategy to ease performance to increase the productivity hence sustainability in the human resource of the organization whose impact is measured on the scale of considering the quality and quantity of the products generated in a given trade period(Edwards, Schedlitzki, Turnbull, & Gill, 2015). The sustainability in these components of the organization is believed to be one of the factors that contribute to the attainment of high sales volume hence high volumes of profit thus financial sustainability. On the other hand, managers are determined to exercise the managerial responsibility of control, coordination, and planning on the activities of the organization and resources. On this note, the resources include human power. However, the managers view the human resource like any other factor of production with an example of machinery pieces hence believes the productivity of the human power is only affected by the number of the human resource hired and the net pay they get on return. Leaders differ from the managers on the fact that their function is narrowed to the matter human resource and have little impact and responsibility on another factor of production(Chang, 2016). Leaders take them and handle the team of human resource as a social system unit that was established to set and attain economic goals for the betterment of the living standards not only on
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Leadership management5 the financial status but also on the understanding of the individual's emotions and feelings to establish the mutual relationship of understanding. From the deep research I have conducted on the; leadership theories, methods and assumption, I have developed a deeper understanding of leadership as the role of the individual entitled to leading a team of human resource through motivation. this is done through all sorts of manners applicable such as creating a vision and inspiring the human power on its realization and coach them on the means and that techniques to employ to achieve the goal at hand(Akhter, Akingbola, Widla, Kristmundsson, Malunga, & Sasson, 2016). Leadership is prone to critics from both the management and the team if it lacks the efficiency it deserves in learning things out. To this note, I conducted intensive research on the tips and the exercises where the leaders go wrong. How I will engage in leadership studies to inform my leadership You will agree with me there is a difference between leaders and efficient leaders. Leadership is developed internally as opposed to other careers that are reliant to talents or implementation of existing strategies. Leadership varies in nature, depending on the field of application. This is a reference to the leadership contingency leadership theory that argues that a leader can be efficient in one field but fail to be efficient in the same organization in a different sector(Jefferies, Sheriff, Matthews, Jagger, Curtis, Lees, & Court, 2016). Leadership is all about making a decision; decision making is a science and requires intelligence. From the learning and studies theory, intelligence is subject to learn and be taught
Leadership management6 either through research and evaluation of the leadership practiced by the so-called prominent leaders. The intelligence can also be learned through disseminating the knowledge of leadership to the team seeking for the intelligence. The following tips are crucial on boosting leadership practice and engagement: Time taking To my realization, there is a big danger in making a decision and pushing it for implementation in a random manner. Leadership needs patience and time taking before the decision on the matter is made. A leader that doesn’t take time to consider the scenario and ends up making a decision in a random manner subjects the whole organization to the crisis. The leader should take time to study the situation and analyze it critically before making up his mind (Timm, & McLaren, 2019). In this report, I want to consider a scenario where the leader realizes poor production in quality and quantity linked to lack of motivation. The leader may end up making a random decision on increasing the payment volume of the employees without taking time to study the organizational behavior and culture. The leader will end up adding employees pay while the employees need only emotional understanding and mutual relationship with the management (Kwamie, 2015). Consultation The exercise of leadership should not be conducted in a one head show. Leadership requires the collaboration of the team players. Once I formulate decisions, I will exercise the practice of consultation from the individuals in trust to gauge the efficiency accrued to the implementation of the decision at hand. The consultation will not involve the competent leaders
Leadership management7 only but also the upcoming and the human resource to implement the decision(Fraser, Castrucci, & Harper, 2017). Consultation leads to efficiency through a combination of ideas from various sources. The ideas may drive an amendment of the decision to a more efficient one. Encouraging opinions and critics As a leader, I will have to encourage criticism and opinions from the general public and the team players. According to what I have learnt on leadership, to bar the opinions of the people is a sign of superiority complex that leads to undermining of the peoples’ rights and freedom to expression(Bergh, Aguinis, Heavey, Ketchen, Boyd, Su, & Joo, 2016). Allowing opinions in the decision-making process is a robust tactic of collecting ideas in the sustainable decision-making process. If the decision on the organization is made behind the bars of critics and opinions, the implementation is likely to face tough opposition leading to time wastage and performance of the human resource unsustainability(Wang, Bain, Hope, & Hansman, 2016). My leadership practice Leadership is an umbrella of activities not limited to decision making and team motivation and inspiration. I will practice the following for efficiency in my leadership. Time management practice The goals of business organization are set to be accomplished within a given time limit and budget. If the goals are not accomplished with the given time limit, the goals are said to have not been achieved.
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Leadership management8 In my leadership practice, I will give time management strategy the first priority through minimizing the amount of time wasted during movements from one point of operation to the other. I will also discourage the culture from entertaining much verbal exchange at work since it contributes to time wastage as the human resource listen to or make jokes(Bush, 2015). In the same note, I will discourage overworking the employees for extra hours to minimize the cases of opposition at the workplace. This will ease the organization resource management hence attaining the goals at ease. Appreciating the best performance Rewards the best performance in the team is a critical strategy to improve the performance of human power in the organization. The team members will strain to achieve top- level performance in terms of quality and quantity production. The improved performance will, therefore, lead increased productivity on volume and quality hence the market shortage will be reduced eliminating the inconvenience in the market hence possibility of making a high volume of sales thus profit resulting to the organization financial sustainability(Schyns, Gilmore, & Dietz, 2016). The understanding I can trace from the leadership studies is that; employees compete among themselves in performance. If I award one of the top performers, in a given trade period, he is likely not to emerge the winner in the next trade period as the human resource in the team competition among themselves to win the reward hence increased productivity. All this is the power of motivation in leadership. Skills and duties delegation There is enough evidence I gathered in my leadership studies on the failure of the leaders from various organization. This is because the leaders practice corruption and nepotism at work
Leadership management9 and end up assigning individuals duties depending on how they know them or if they are family members rather than in the criteria of their competence and qualification(Ejimabo, 2015). Some are even picked from the group of the fresh graduates leaving out the competent and experienced personnel. Consequently, the competence of goals attainment and competence in performance is greatly affected. Personally, I will exercise a deep insight and consideration of the skills posed by the individuals and the skills needed to handle the given production sector to ensure a high- level competence in quality of performance. Conflict solving Fallouts are common phenomenon among close people especially in work place, as a leader I will ensure the conflict that may arise is resolved in the best possible manner to ensure the conflict is terminated and the beef between the two terminated(Oliveira, Cavazotte, & Dunzer, 2017). As a leader, I have the responsibility to ensure that the conflict between any two individuals is settled. I will always be a mediator and avoid the bias of siding with one party but with justice. Siding with one party of the conflicting is even worse than failing to involve oneself in solving a conflict erupted at one's eyesight. The fact from the scene is that the dispute spreads further from the two parties and now includes a third party. The grudges and time wasted in the conflict scene eat up to the productivity hence affecting the organization productivity. Communication Communication is the driver of change, sharing of ideas, and thoughts. Implementing communication in a poor mode is one of the biggest things I will ensure avoided under my
Leadership management10 leadership. The communication models used in traditional methods are becoming less efficient with the recent changes and advancement in technology(Shin, Sung, Choi, & Kim, 2015). Traditionally, a business organization used human messengers and paper printed message conveyors. I will practice communication in a different mode to ensure the intended person is the only one who receives it and in original form from the primary source to avoid distortion in the process of passing the information. Preferably I will make intensive use of social media, personal calls, and emails to reach the individuals. The information conveyed will be recipient friendly and in the right tone, even when addressing the adverse scenario. Conclusion This report id and a reflection of my leadership practice from the theories and the models in existence today. The report gives an insight into the explanation of the commonly confused responsibilities of leaders and managers. This report also explains the application of the studies on the factors and means to equip your leadership with efficiency. I have also delivered a deep explanation of how I will practice my leadership to serve as an example.
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Leadership management11 Reference Akhter, S., Akingbola, K., Domaradzka-Widla, A., Kristmundsson, O. K., Malunga, C., & Sasson, U. (2016). Leadership and Management of Associations. InThe Palgrave Handbook of Volunteering, Civic Participation, and Nonprofit Associations(pp. 915- 949). Palgrave Macmillan, London. Bergh, D. D., Aguinis, H., Heavey, C., Ketchen, D. J., Boyd, B. K., Su, P., ... & Joo, H. (2016). Using meta‐analytic structural equation modeling to advance strategic management research: Guidelines and an empirical illustration via the strategic leadership‐ performance relationship.Strategic Management Journal,37(3), 477-497. Bush, T. (2015). Understanding instructional leadership. Chang, Y. Y. (2016). Multilevel transformational leadership and management innovation: Intermediate linkage evidence.Leadership & Organization Development Journal,37(2), 265-288. de Oliveira, L. B., Cavazotte, F., & Alan Dunzer, R. (2017). The interactive effects of organizational and leadership career management support on job satisfaction and turnover intention.The International Journal of Human Resource Management, 1-21. Edwards, G., Schedlitzki, D., Turnbull, S., & Gill, R. (2015). Exploring power assumptions in the leadership and management debate.Leadership & Organization Development Journal,36(3), 328-343.
Leadership management12 Ejimabo, N. O. (2015). The influence of decision making in organizational leadership and management activities.Journal of Entrepreneurship and Organization Management,4(2), 1-13. Fraser, M., Castrucci, B., & Harper, E. (2017). Public health leadership and management in the era of public health 3.0.Journal of Public Health Management and Practice,23(1), 90- 92. Jefferies, R., Sheriff, I. H., Matthews, J. H., Jagger, O., Curtis, S., Lees, P., ... & Court, J. (2016). Leadership and management in UK medical school curricula.Journal of health organization and management,30(7), 1081-1104. Kwamie, A. (2015). Balancing management and leadership in complex health systems: comment on" Management matters: a leverage point for health systems strengthening in global health".International journal of health policy and management,4(12), 849. Schyns, B., Gilmore, S., & Dietz, G. (2016). What Lessons Can We Learn from Football about Leadership and Management?. InLeadership lessons from compelling contexts(pp. 95- 127). Emerald Group Publishing Limited. Shin, Y., Sung, S. Y., Choi, J. N., & Kim, M. S. (2015). Top management ethical leadership and firm performance: Mediating role of ethical and procedural justice climate.Journal of Business Ethics,129(1), 43-57. Timm, R. M., & McLaren, S. B. (2019). ASM leadership and management.Journal of Mammalogy,100(3), 646-655.
Leadership management13 Wang, V. C., Bain, B., Hope, J., & Hansman, C. A. (2016).Educational Leadership and Organizational Management: Linking Theories to Practice. IAP.