Leadership and Management: Theories, Challenges, and Action Plan

This essay provides a comprehensive analysis of leadership and management, differentiating between the two concepts and exploring their application in both public and private sectors. It delves into various leadership theories, including contingency and path-goal theories, and examines the challenges faced by leaders and managers in motivating employees, fostering communication, and managing change. The essay also addresses the differences in objectives, stakeholder expectations, and sources of motivation between public and private sector organizations. Furthermore, it outlines an action plan to address issues such as absenteeism, staff turnover, and skill gaps, proposing management solutions like bonuses, training programs, and improved recruitment strategies. The document is a student contribution and is available on Desklib, a platform offering a wide range of study resources and solved assignments.

LEADERSHIP AND MANAGEMENT
Student’s Name
Professor’s Name
University
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Date
Page 1 of 15

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Leadership and Management
Leadership and management should be applied concurrently at all times. Leadership and
management should not be confused to mean or be the same terms. The terms are however are
complementary and linked. As a result a slight effort to separate the two will certainly cause
havoc. The outlined manager’s function includes planning, preparation and coordination. On the
other hand, a leader’s work could encompass motivation and inspiration.
Leadership
The leadership has various definitions given by diverse scholars and practitioners.
Ordinarily, leadership encompasses an interconnection in which the movement of characters
remains guided by a single perspective. Besides, it also refers to the method of controlling an
assemblage inside an organization towards reaching an aim or goal’’ (Johns)
Yukl leadership explanation is:-
Leadership is process of influencing colleagues or other persons to comprehend and agree with
what needs to be done and the mode of doing it.
Leadership also is the means of facilitating both personal and combined efforts to achieve
shared objectives. Individual and companies’ achievement is shaped by the executives because it
is a dual procedure. In facilitating their juniors to duty, leaders drive members along with
drafting organizational settings efficiently. In cases where groups are motivated by the manager
and they fully present their application for attainment of the coveted goal, then there is gradual
company performance improvement.
Mullins (2010) stated that management entails utilizing other individuals’ efforts to accomplish
tasks.
Leadership versus Management

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• Management is about executing things right while leading concerns itself with performance
of right things.
• Firmness is developed by the administration while transformation is as a result of driving.
Differences Managing Internal Stakeholders and manager direct
o A management is a reflection; the leadership is unique.
o The management reserves; the leadership details.
o The management concentrates on arrangement; leadership centers on human
resource.
o The management depends on command; the leadership encourages trust.
o The superintendent is short lived; the leadership possesses a long-range prospect.
o The management questions how and when; whereas leadership challenges what
and why.
o The management is focused always on the bottom line; the leadership’s sight is on
the range.
o Management emulates; the leadership dawns.
o The management believes the status quo; while leadership disputes it.
In modern economy, management and leadership are inseparable. Acquaintance of individuals is
the root source of appraise. In our present economy, workers are no longer undifferentiated cogs
in a company. Most staff depend on their executives for tasks allocation together with purpose
definition. The administration ought to set up the subordinates efficiency escalation, knack
enhancement, inspire results, lastly nature skill etc.

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Peter Drucker was one of his kinds to realize this management fact, as was to comprehend so
many other management truths. “Knowledge worker,” emanation and the fathomless disparities
can be the reason for the arrangement of business.
Drucker stated that “one does not ‘manage’ people with the emergence of informed workforce.
“The responsibility encompasses leading subordinates’ with the intention of making those
specific employee strengths profitable.
Differences between public and private leadership
I am sure it is of no surprise that the researchers conducting these empirical leadership
studies discovered significant differences among leaders in the diverse sectors. Inquisition on
why? As such follows. The reason for variances in civil and their counterparts get subjected to
the indifferent “challenges of achieving organizational goals through human people” (Bolding,
2016). Subordinates across the two fields in the same manner perform almost identical job
description. Civil administration scholarship has suggested that civic companies are naturally
distinct from the unshared firms due to the functions given to the community (Anderson 2010,
138).
Below is a list of conclusions drawn by those conducting the research: unshared aims
can be evaluated in economic outcomes since they are straighter forward? Civic managers ought
to pursue multiple goals concurrently. Civic staff has greater job security as well as there is more
leadership turnover.
The following take away or conclusions have been drawn by those conducting the
studies: those private goals are straighter because they can be evaluated in economic outcomes.
Civic managers must pursue many goals simultaneously. There is more leadership turnover in
the public sector Public with employees enjoying greater job security in their reward system;

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Public sector focuses more on seniority. Civic organizations must comply with civil service rules
the public sector. Also there exists reporting relationships in the public sector that are harsh
together with tremendous level of answerability in public organizations besides inadequacy of
market influences. Companies ought to accept objects set by other organizations and that
exploring structures in shared companies are developed by other companies.
Growing managerial effectiveness is the difficulty of developing the crucial talents — such
as strategic reasoning, getting up to speed with the operation decision-planning, time
management, prioritization, and to be more productive at work. Encouraging others is the
hurdle of inspiring or motivating others to ensure they are happy with their positions and
serving smarter. Amplifying Employees is the trial of exploiting others, including mentoring
and coaching. Heading a Team is the challenge of team-building, team improvement, and
team superintendence. Specific problems include how to instill pride in a team or support the
team, how to lead a big group, and what to do when taking over a new team. Guiding Change
is the challenge of managing, mobilizing, understanding and leading change. Knowing how
diplomacies steer chance is the challenge of controlling relationships, politics, and perception
change.
According to our researchers recognizing that these difficulties are everyday experiences for
all management levels are essential to the executives and individuals entrusted with expansion.
Heads are more comparable and they can feel more inclined in reaching out to others to aid they
know and face difficulties as People can profit from grasping their experiences as.
Below are concrete things leaders can do to address challenge:
• Being proactive in target laying, timelines and deadlines stipulated.

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• Delegation of more builds trust and experience empower your colleagues to take more
ownership.
• Unique element escalation in priorities of company; presence of essential since these are
the duties you should converge on. Stick to intent assignment
• Gain clarity on tasks like Understanding your work inclusions.
Ideologies on Leadership
The Contingency philosophy about heading which seeks to identify the best leadership style for
various relates scenarios to the market context. There is a negative method of administration is
appropriate for all situations according to this approach.
Path-goal thesis concentrates on head for subordinate motivation by suggesting that the
executive; clarify the game plans increase the compensation participants to attain targets by
using any of leadership characteristics and removing all hurdles i.e., supportive, Participation and
prosperity directive . Grand man doctrine implies capability on guiding is inherent. Also
prominent rulers are born and no otherwise. You are unless a natively born manager or you are
not as per this theory
Management theories are likewise distinguished as transactional ones. Based on the system of
payment and punishment is this theories character
Contributors in Public Precinct and Individual Precinct Companies and Their Expectations
The type of contributors and partners’ expectations has emerged as another point of stark
difference between individual and public precinct companies (Froehlich and Oppenheimer,
2011). Partners can be defined as “any party or group who can influence (effect) or be influenced
(affected) by the business and its activities” (Brink and Berndt, 2009, p.156).

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Partners can be divided into two categories: internal and extrinsic (Parhizgari and Gilbert, 2004,
Crosby and Bryson, 2005). Domestic business partners have a direct relationship with a business,
and they are directly impacted by the achievement of the company. Extrinsic associates, on the
other hand, may not be directly affected by business achievement. Nevertheless, they have
interest in the accomplishment of the business.
Population represents a significant associate group for public percent firms, and their expectation
relates to the most effective use of the tax money they are paying to the government (Curtis
2011).
In case of individual percent firms, on the other hand, internal associates are partners and
business employees at all levels and suppliers, whereas palpable associates include government
agencies, media, and population at large evident (Parhizgari and Gilbert, 2004).
Associate expectations for individual percent corporate vary depending on the type of associate.
For example, partners expect a maximum return on their investments on short-term and long-
term perspectives, whereas vendee expectations relate to cost-effectively purchasing high-quality
merchandise and assistance. Agent expectations, on the other hand, concern receiving sufficient
compensation for their time and efforts.
Differences in Business Aims and Objectives
According to Kassel (2010), Frohlich and Oppenheimer (2015) and others, business aims, and
objectives represent the central point for the difference between public and individual precinct
corporates. The primary target the majority of different precinct corporates relates to maximizing
financial returns for investors, whereas the majority of companies in public quarter have been
found to pursue goals other than profit maximization, such as providing various services and
merchandise for the public (Kassel, 2010, Frohlich and Oppenheimer, 2015).

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The level of clarity of business objectives has emerged as an additional difference between
public and individual quarter companies. Specifically, according to Wright et al. (2012), while
the primary or even only objective for individual quarter companies – maximizing profits is
straightforward, and therefore apparently understood by employees at all levels, the perceptions
of goal clarity amongst public precinct employees tends to be lower.
Sources of Motivation
Impulse as a case of disparity between public and individual precinct companies has been studied
by Curtis et al. (2011)
It has been argued that generally public precinct administrators are motivated by stability and job
security (Curtis, 2011), whereas the sources of motivation for individual precinct administrators
have been found relate to financial incentives (Curtis 2011, Renz et al., 2012), career progress
opportunities, and autonomy in decision making (Wright et al., 2012).
Similarly, Bullock (Froehlich and Oppenheimer) claims that public precinct administrators are
motivated by intangible elements to a greater extent compared to business administrators in
individual precincts. Specifically, according to Bullock (Froehlich and Oppenheimer), these
elusive sources of motivation are firmly contributors to serving and forwarding a public cause.
Moreover, financial rewards play a significant role in motivating present individual
administrators.
Assumptions of Management theories
• People deliver their highest in cases of the people getting a request from one superior or the
concatenation of law is definite.
• Remuneration and suffering is used to motivate workers.
• The directions and requirements of the administration must obeyed by members

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Employing a succession of order to accomplish task is the mode is ruler ideology efficiently
and efficiently uses to motivate its people. Imagining big perspective of the organization and
comes with unpracticed ideology that relocates adjustment to reach that level is what a
transformational leader does. The administration on juniors and the focus of authority within
the headings concerns what the broad framework of leadership style is.
• Autocratic administration has the concentration to follow any path.
• equality form styles energy is more in a body. The heads ought to share its function with
band
• the genuine style entails the body members having the will to do whatever they want because
the executive knows that members of the assemblage are doing the right thing .
Respect doesn’t require anything at any level, is always a dual-way street. You’ll lose any
respect the staff might have for you if you don’t dispense employees respect or if you talk fluff to
them or assume they’re not working hard, Conversation. Communication is vital in every aspect
of business and even more so when you’re leading a team of people. Communicate to your
employees on an individual level, listen to what they have to say, and reply with relationship
building in mind. Gratitude by being appreciative of employee efforts and acknowledging
successes will keep your people wanting to do well.
Leadership performance
Behavioral models of leadership put stress on that it is not so much what you do (that’s just
management!), but the way you perform it and go on to describe various admirable leadership
qualities, such as:
Honesty, intelligence, determination, fairness, integrity, inspiration, vision, courage, success

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It’s hard to dispute any of these, but the question of whether our greatest leaders exhibit all of
these qualities. At all times?
Summary
A head is described as individual who influences other people to accomplish the desired goal. A
executive takes on challenges takes the risk to remove hurdles for his subordinates. The leader
usually has many approaches to various encounters. A leader is essentially role model for
institution and the company he represents.
Action plan
Action Point Management
Challenge or
Problem
Leadership and
Management
Solution
Theoretical
links that
support the
leadership
and
management
solution
Responsibility
and timescale
1. To improve
motivation in
the workforce
High levels of
absenteeism,
conflict at
work, low staff
morale
Adopt more
inclusive and
participatory
leadership styles
Reward
management for
100%
attendance
Monitor team
meetings
Miao
participative
heading
behavior of
juniors
Managers to
receive training for
leadership by 18
may 2018
Leaders to monitor
the implementation
of the new training
Staff survey to be
carried out
2. To decrease
sitting time at
work
Sedentary
behavior
 Modes for
employee
communicati
on
concerning
funds for
standing and
related work
station/s
all employees to
reduce their sitting
time by at least
30%
3. To examine
levels of food
preparation
equipment used
Eating of
healthy food
The staff have
access to
healthier food
choices while
 Auditing of
food
preparation
equipment

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currently
To introduce
green choices
in vending
machines found
in the
workplace
at their
workplace
currently
operational in
all kitchens
 Purchase/repair
of new
equipment or
repairing
defective ones
 Auditing of
office vending
machines
 Survey the
staff on
vending
machine
components
Also Engage all
vending machine
operators to effect
changes
4.  To assist
employees
in stress
managemen
t in the
workplace
 To be on
the
forefront
towards
workplace
mental
wellbeing
of the staff
Social and
emotional
wellbeing
 Seminar
presentation
on target
topic
 Organize for
stress
management
seminars for
employees
 Promote the
work-life
balance
messages
 Engage all
the staff
Assistance
Program
(EAP) to
provide
resources
related to
stress
management
 50% of
employees visit
stress
management
workshops
76% of
participants report
increased capacity
stress
management in the
workplace
5. To create and
implement a
Smoking  Get
management
That smoking rates
among the staff

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strict smoking
policy
go ahead
 Carry out a
needs
assessment
study
 Create a
committee
 Develop a
regulations
on
Communicat
e policy to
employees
are gone down by
40%
6. To develop and
follow a strict
workplace
alcohol policy
or regulation
Alcohol and
other drugs
 Get
management
go ahead
 Conduct a
needs
assessment
on the issue
 Create a
functional
committee
 Develop a
policy on
Communicate
policy to
employees
That the tallies of
those engaging in
high-risk drinking
behavior is
reduced by 20%
7. To come up
with and
implement a
work ethics
guidelines
Work ethics
like punctuality
Develop and
distribute
organization
ethics
Train staff on
importance of
observing work
ethics
Ensure work ethics
adherence
improves by 20
percent
8

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