Leadership and Management: Concepts, Theories, and Evaluation of Development Programs

This essay discusses the concepts and theories of leadership and management, highlighting their differences and complementarity. It explores the trait theory of leadership, which focuses on innate qualities, and the behavioral theory, which emphasizes learned behaviors. The essay also evaluates the effectiveness of leadership development programs and emphasizes the importance of leadership training for organizations.

Leadership & Management

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Leadership and management concept and theories.....................................................................1
Evaluation of the leadership development programmes..............................................................6
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Leadership and management are two concepts which are always mistaken as the same thing
whereas they vary in the essence. Leaders have people who follow them whereas managers
simply have individuals who happen to be working for them. In the words of Chemers (2014),
management is a process under which managers ensure that work is being carried out according
to the plans and budgeted standards whereas leadership is a process which involves
comprehension and belief of people in the vision that a leader has set for the company and
getting people to work willingly for achieving or realising that vision. Both the concepts
complement each other and should go hand in hand. Leadership and management theories have a
significant impact on the organisations with respect to preparation of leadership development
programmes. These theories help the managers of the firm to understand what are the features or
characteristics that distinguish a leader from a manager and the companies then develop their
complete training programmes and modules with an aim to inculcate those qualities in the
trainees. It helps the managers to identify key traits of leaders and efficient managers. Without
knowing what makes a leader, it is very difficult to prepare a programme aimed at development
of leadership within the organisation. In this essay, various theories and concepts of leadership
and management have been reviewed and an attempt has been made to understand the relevance
of these theories in organisational context. Further, on the basis of evaluation of these concepts
and approaches to leadership and management, an evaluation of some leadership development
programme has been made with the objective of ascertaining the fruitfulness and impact of those
programme in development of leadership qualities in the trainees and creating a leadership
pipeline in the organisation for future leaders and managers.
TASK 1
Leadership and management concept and theories.
While leadership involves the process of influencing someone’s behaviour, management is a
concept that involves planning and achieving an goal. Various managerial and leadership
concepts and theories have been put forward by scholars and authors that help an individual to
understand the process and the factors that affect its magnitude and effectiveness. In the
following essay, some of the leadership theories are being discussed and evaluated to understand
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the concept better and similarities and differences between them are being analysed. Here are
two of the most profound theories of leadership:
Trait theory of Leadership:
As per the views of Wildavsky (2018), great leaders are born with some personality traits
which help in effective leadership. Because of this belief, there is an assumption that those
people who posses such traits and qualities are well-suited for leadership. These traits are viewed
as innate and people are seen to born leaders. The trait theory of leadership is fundamentally
based on features or personality traits of leaders which determine their success. This theory helps
in determining effectiveness of a leader. The traits which have been identified under this theory
are compared with the actual traits or characteristics of potential leaders which helps in
determination of their success of failure. According to MALOŞ (2012), it puts forward the
argument that these traits are inherited and not something which can be developed over lifetime.
A number of research by many scholars has helped in identification of some of the key traits or
leadership qualities which are as follows:
Intelligence: Successful leaders are smart and make decisions which helps in moving
forward. A leader knows how to rationally arrive at a conclusion.
Assuming Responsibility: Effective leaders are quick in assuming responsibility. They
don’t blame others for failures. They take credit for the success and in similar fashion, assume
ownership for the failures.
Self-confidence: Effective leaders are very high on confidence and have a positive
mindset when it comes to execution of any task or job. They have a belief that they can do any
task just as better as anybody else. This high self-confidence helps them in being resilient and
keeps them going.
People-skills: Interpersonal skills are extremely important for leaders to influence the
behaviour of other people. Effective leaders have great communication skills and are very good
at interacting with people which helps them to easily comprehend people and get them on board
with their vision for the organisation.
Trustworthiness: Members or followers of a leader should be able to trust the leader with
his vision and strategies for realisation of that vision.
Creative: Effective leaders are very creative themselves and also help in fostering the
creativity among the people that they lead.
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Flexibility: Successful leaders are able to adapt quickly to the changes in the business
environment and exhibit the characteristic of being contingent and flexible.
There are some benefits as well as shortcomings of this theory of leadership. This theory
aims at evaluating the difference between people on leadership positions and those on normal
positions with the basic assumption that those on leadership positions are expected to display
more of such leadership qualities and characteristics. Fundamentally, it is a very pleasing theory
naturally. It helps in identification of potential future leaders. The legitimacy and relevance of
the theory has been validated many a times by various research of multiple persons involved in
leadership campaigns. It acts as a tool against which leadership potential of an individual can be
ascertained. As per the words of Weberg (2013), this theory provides knowledge and a better
understanding of the importance and role of leader element in the whole process of leadership.
Although, there is a long list of traits that have been identified under this theory which makes it
subjective and judgemental. There is also a debate between relative importance of the traits in
determining the extent of effectiveness of the leadership. There has also been an attempt to
related physical skills such as weight and height to effective leadership which is not necessary in
context of each and every organisation. In some areas like military and defence, physical traits of
leader plays an important role but no such much in other organisations.
This theory can be applied by managers at all levels within any organisation effectively.
Information provided under this theory can be used by the managers to identify and evaluate
their relative position in the organisation and adopt strategies with respect to techniques that can
help them in improving their managerial position. Managers can be aware about their personal
strengths and weakness and get an idea as to how to utilise their strength in the best way
possible. This theory gives the birth to the argument that whether ‘greater leaders are born or
made’ and whether leadership can be regarded as a science or an art discipline. However, there
can’t be any extreme conclusion or answer to this debate or argument because leadership is a
process which requires skilful application of the knowledge and principles of management.
There are some qualities that a person may get born with but these qualities also need enrichment
and development over the years for the leader to make best use of them. Self-confidence is not
something that a person is born with, it is developed over the lifetime. Business knowledge can
be acquired and honesty & integrity as a moral value comes only from the personal choices that
an individual makes. Thus, it can be concluded that though this theory holds validity and some
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importance but this is not completely relevant considering the today’s business world and rapidly
changing business environment. There is a vast scope of adjustments and improvements in the
trait theory of leadership.
Behavioural theory of leadership:
Behaviour refers to the actions of individuals. Behavioural theory of leadership is put
forward after taking into consideration how a leader and his followers reacts and behaves in a
particular situation. This theory is significantly different from the trait theory of leadership as it
is based on the assumption that great leaders are made, not born. It believes that leadership is
something which can be developed into anyone. If an Invidia behaves in a certain way, he can
prove to be a effective leader and thus, anyone can become a effective leader on the condition
that they are taught the same behaviours. As per the views of Hall (2013), characteristics are not
the only thing which makes an effective leader but behaviour of an individual along with
personality traits is what determines the effectiveness of a leader. Instead of looking for inborn
qualities this theory attempts to have a look at what leaders really do with the help of studying
their behaviours as a response to various situations, examining their actions and deeds to assess
leadership and consequently relating behaviour patterns with success. This theory holds a great
deal of practical application by studying the affect of a particular behaviour of a leader on
performance of the employees and determining appropriate behaviour in different situational
context. Some of the most prominent behaviours of different leaders identified under this theory
are:
Task-oriented leaders: Leaders who are task-oriented are primarily concerned with the
systems or the processes which helps their team in successful execution of any task. It includes
description of tasks, standard operating procedures, culture and structure of the organisation
etcetera. Initiating, organising, providing information and clarification are the behaviours
exhibited by task-oriented leaders.
People-oriented leaders: People-oriented leaders focus on meeting the individual needs of
the members of the team and team needs in particular as a way of motivating them to work with
their best efficiency. Instead of focusing on task and systems, these leaders lay emphasis on the
people side of the business activity and exhibit the behaviours of encouraging the employees,
observing, coaching and mentoring and identifying the needs of members.
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Democratic leadership: Democratic leaders are those who encourage employee participation
in decision-making and development of team strategies and systems. Every team member is
given the liberty to execute his task according to his will with guidance not intervention from the
leader which results in everyone taking ownership for the jobs assigned to them. Better
communication and organisational culture exists in the such teams. According to Giltinane
(2013), employee motivation is very high in organisations where democratic style of leadership
is practiced by the managers because of the higher freedom and liberty to act according to will.
Autocratic leadership: The main focus of autocratic leaders is to generate results without
considering about the needs of the people under them. Many times, employees are forced to
work according to the directions given by the leader without any questions by the subordinates.
According to Bauer (2015), this results in a high dissatisfaction among the employees and the
staff turnover rate is usually high in organisations where autocratic leadership style is followed.
Employees have no authority to make decisions and this style of leadership is least effective in
creating influence on people for a longer term. This style of leadership is highly discouraged by
many researchers and scholars attempting to understand leadership process.
Behavioural theory of leadership by laying an emphasis on people in the organisation
promotes the value of different leadership styles. It helps in promotion of participative decision-
making and development of teams by alignment of individual and organisational objectives and
satisfying individual needs. It helps a manager to understand the implication of his behaviour on
the employees in an organisation and provides a tool for evaluation and determination of the
right balance between different styles of leadership. By making effective use of this theory and
understanding its principles, a leader is able to promote effective relationships in the team and
improve employee motivation and commitment. There were some limitations in the trait theory
of leadership and similarly, this theory of leadership also faces some criticism and shortcomings.
In the view of Bryman (2013), the behavioural theory of leadership aims at proposing different
leadership styles but it doesn’t consider the fact that one style of leadership is not effective in
every business situation. It provides very little guidance to the managers of an organisation as to
what leads to the constitution of an effective leadership under various circumstances. Different
style of leadership behaviour vary in their implications according to the factors such as people
that they are working with and the environment in which they are operating. It can be concluded
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that although, the behaviour theory of leadership is a better attempt at understanding leadership
than trait theory of leadership but this theory is also not perfect or can be applied in every
business circumstance that may arise in an organisation. Thus, it can’t be profoundly applied in
every situation by the leaders to solve every situational problem.
Evaluation of the leadership development programmes.
Importance of leadership training and development for organizations
Leadership training is the process where the leaders communicate with their teams and
mentor their employees which help in achieving desire aims and objective in the well define
manner. The leaders make sure that know their team and the job which aid to improve the
efficiency as to accomplish common goal. With the changing environment and globalization, it is
more important of than ever to provide leadership training for all the employees to provide
leadership training effectively as to ensure about the share value effectively (Bush, 2019). As per
the NHS management must be responsive and make sure that to adapt the decision to meet the
challenges of the executive. Leadership training is extremely crucial for the firm as this lead to
guide the business and employee to focus on their job roles and improve their work effectively.
There must be proper planning and effective roles as to bring out effective outcomes in the given
time frame. As leader must be more connected to the employees which help in creating a healthy
relationship with the employees and also help in bringing the vital result which are useful to
manage and control the entire activity of the business effectively. These are both essential part
within the organization which help in ensuring Leadership skills can be obtained easily,
especially with program that present employees with real-life scenarios. An active leadership
package must include events that encourage members to learn and grow. A major element of any
skill-development program is response. Therefore, it is essential that you focus your attention
equally on all participants. This can help you identify employees who possess good leadership
skills.
Development of employees as well as organization is also an essential element which
must be constant as to sustain for the longer time period. The NHS management must bring out
new policies and adopt the changing environment which help in improving the skill and
development of employees. For the development of organization, the top executive has indulged
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in proper training of employees so that workers can increase their working capacity as to
accomplish desire aims effectively. There are various kind of leadership training, which is
provided such as Self leadership, individually achieve result and make changes. Apart from this
is direct leadership which help in motivating someone else to achieve the result effective. As
leader of NHS must develop the needs of the person and design the customized development
programmed which help in improving the weak point and encourage them to improve their
performance in a well define manner. However, the leadership training tends to increase the
working culture and also make sure to achieve the making bond with the different employees to
overcome all the problem and hurdled present in the organization. As the employee’s
development is very much vital as it bring out the effective result and motivate the workers to
accomplish the given task in the limited time period.
Leadership development program for NHS
The Rosalind Franklin program is chosen for the NHS for clinicians and manager leading
from the middle of health and care system, aspiring to lead to large and complex program
department, service or the system of care. The main objective of this program is to shape and
provide leaders knowledge and skills to become more sliced and able to care of health system at
all the level effectively (Hallinger, 2019). Apart from this they can improve the healthcare
system and provide the intensive care who are in need. The Rosalind Franklin program tend to
support the different participant to become more outstanding innovators among the team
members and to their leader effectively. there is some evidence which shows the outstanding
leadership are the compassion, inclusion and collaboration which is applies to for performing
better in the organization. As there are different kind of module present in the organization which
help and employees to ask fundamental problems an provide the answer which help them to
become outstanding leadership. This program leads to an NHS leadership Academy in senior
Healthcare leadership program effectively.
Eligibility for the program:
The person who directly lead the people and manage other. Group basically include those
people who are working in the traditional team based is the structure medium to the organization.
Apart from this, eligibility criteria for person may directly lead the person, pathway or the
service across the system. This consist of manager, leaders and clinic staff and all those people
who are perusing postgraduate training are all eligible for this program. A professional who leads
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teams of experienced professionals that may exist on a temporary basis before dissolving, and
then realigning again around specific issues (Bush, Bell and Middlewood 2019). This group
might include those leading complex projects and initiatives who operate at the pivot points
between other professional groups and need to balance operational and strategic demands. This
program is for those people who are managing the project going in the company or making any
kind of substantial budget as this improve in making effective strategy also provide better
guidance and support to achieve desire aims and objective in the well define manner.
Structure and training methods:
 The program comes with six module and provide all the detail explanation of the
pros and cons and how to manage all the work effectively.
 Along with this, there is three days back to back workshop and other training
program which help in assisting the individual to gain in-depth understanding of
workshop.
 A day one workshop at the end of the program to make sure that each candidate
has gain effective outcomes in the well define manner.
 Beside this, it also provides four facilitated impact groups which across the ninth
month in the eight people group.
 There is also feature of 120 hours of online group where the interested person has
to register their name and can take classes effectively.
 At last there is been submission of 5000 assignment during the coursework as to
male sure that each and every candidate have to access to the proper knowledge
and exam are held to figure out the individual knowledge during the workshop.
Outcomes of the workshop:
After successful completion of this program the person have ability to manage their team
and work effectively. apart from this, it also improves the individual leadership and management
skills which help to accomplish the desire goals and objective in the shorter time span. The main
purpose of this workshop to figure out the person flaws and with the proper training and
guidance through online courses given by experts tend to increase the skills to manage their
environment and organization culture effectively. This coursework provides different assignment
which tend to increase the thinking ability and make sure to achieve desire aims and objective in
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the well define manner (Mkhomi and et., al., 2020). There are different kind of factor which
tend to encourage leaders to manage their work effectively and how to control the organization
activities in order to bring out effective result. The outcomes of this workshop are positive as it is
designed as per the need and requirement of persona as this provide ease to understand and focus
to achieve the useful outcomes to some extent. So, this is vital for the person to who is need of
this program must attain take the respective course as per the need and requirement.
Evaluation of the benefits of this leadership program
For the individual:
 This provide a deeper and the cleaner sense of who the person and also help in increasing
the strength and focus on different areas such as leadership practice and tend to provide
cutting edge to overcome all the problem efficiently.
 Apart from this, it improves the personal impact which in facilitating the driving forces in
the team to inspire the organization. It also helps in building vital system to which focus
on person center and the culture.
 Hence the individual can able to develop new ides and thought with the help of this
coursework as this provide ability to think the different kind of leadership approaches and
bring out essential results which are beneficial for the company.
 It is providing as well as Develop a deeper understanding of the concept of being a
systems leader and how that will require you to behave differently as per the situation and
also allow to overcome problems effectively. Beside this it provides strong network to
accomplish the desire outcomes as per the company standard.
Organizational benefits:
 This program provide success with the participating and brining the immediate positive
as well positive result which help in accomplishing the desire result and outcomes
effectively. apart from this improve the firm ethical and social values and minimize the
waste for the well define manner.
 It is also beneficial for the organization to overcome all the problems and also improve
the strategies so that firm can collaborate and make complex changes which lead in
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accomplishing desire outcomes effectively. hence this also led to the minimum wastage
and efficient use of resources effectively.
 For the organization like NHS this program is build the powerful, regional and national
support and also improve the make influential leaders to overcome effectively. Along
with this it improves the working and increase the capability to improvise the plan and
make changes to expand the organization in a specific manner.
 This also aid in developing self-compassion, confidence and capability to meet the end
need a demand of the senior leaders and handle any kind of grievances and challenges
which help effectively to overcome all the problems in best possible way. However, this
Improve leadership practice having a greater positive impact on organizational culture,
and inclusive, person-centered care for the organization.
CONCLUSION
From the above stated report this has been analyzed that leadership and management are
important for the growth and development as to sustain longer in the market. There different kind
of companies are present in the business, so this is vital for the firm to manage and control the
entire activities which are going the organization by having proper leadership and management.
This is responsibility of the top-level management to improvise the plan and bring out effective
leaders into forefront as this step will encourage as well as motivate employees to accomplish
their desire task in given time frame. Both manager and leaders are essential in the organization
as they have to communicate and work hand in hand to reduce the conflict and bring out
effective result in the shorter time period. There are different kind of theory and management
style present in the organization and the manager along with the leaders have to choose the
theory for better outcome.
Beside this, there are different kind of leadership training present in the business and
development program are been conducted by the organization in order to improve the skills and
make employees market ready. For the training The Rosalind Franklin program is chosen which
is consider very useful and provide all the guidance to leaders as well as mangers to overcome
the effective aspect. There are different modules and online course are present which are made to
provide in-depth knowledge of organization and how to manage and control the business
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effectively. There is various assignment are available for the leaders through which they can
focus on the weakness and able to connect with the employees as to bring out effective result. As
this program is beneficial for the individual and for the organization to improve the culture.
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