Leadership and Management: Development, Strategies & Implementation

This essay provides a comprehensive analysis of leadership and management in organizations. It defines leadership and management, highlighting their differences and interconnectedness within an organizational context. The essay explores the importance of leadership and management in multicultural and social contexts, emphasizing the need for adaptability and ethical value systems. It identifies key factors shaping the implementation of leadership and management, such as engagement, communication, innovation, project management, culture, and cohesion. Furthermore, the essay discusses methods for leadership and management development, including formal training and coaching from external mentors, and outlines the advantages of these methods, such as increased productivity, employee retention, and nurturing future leaders. The essay concludes by emphasizing the complementary nature of leadership and management in achieving organizational objectives.

Running head: LEADERSHIP AND MANAGEMENT IN ORGANIZATIONS
LEADERSHIP AND MANAGEMENT IN ORGANIZATIONS
Name of the Student
Name of the University
Author Note

1LEADERSHIP AND MANAGEMENT IN ORGANIZATION
RESPONSE TO QUESTION 1
Leadership is unique process in which the designated executive is responsible for
guiding, directing and influencing the performance of working professionals towards specific
goals of an organization. A leader channelizes the energy the potential human resources in the
organization and reproduces them for the benefit of the company. An active role played by the
leader helps to create and positive growth not only among the employees but also enhances a
competitive spirit among them which increases their overall efficiency (Bolman and Deal 2017).
A good leadership influences the behavior to accomplish the proposed targets and enthuse the
subordinate to perform with vigor and zeal. Keith Davis has defined leadership is the capacity of
the leader to persuade and simultaneously motivate to work enthusiastically. Management on the
other hand is the ability to manage, coordinate the employees to fulfill the objectives of the
organization in the right direction. Management is a process to resolve the issues of the by
effectively using the scare resources to reproduce financial and productive benefits for the
company. It is also regarded as an art to coordinate the activities of the individual and drive
towards realizing the short and long term roles of the government. It also creates an enabling
environment to achieve and increase the productivity of the individuals towards attainment of the
goals of the business. Despite both the concepts aim at increasing the overall productivity and
aiming to achieve the preconceived targets they different in sense that management is more
oriented towards achieving a balance between productivity, coordination and planning of the
whole process of organization to effectively attain organizational goals (Bolden 2016). The
difference lies in the leadership which aims to play a motivational role while managerial process
aims provide an enabling and harmonious environment to facilitate adequate mobilization of
leadership activities.

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In an organizational context, the manager need to stimulate all the department towards
achieving certain goals for individuals and people in groups. If involved in large business project
managing people and leading towards meeting the target becomes essentially important. A team
leader need to organize individuals irrespective of the project size and work in realizing the
vision oriented manner (Yukl 2013). Managers need to influence the employees to adapt in the
organizational culture and demands to bring induce productivity and better working relationship
amongst the employees. Despite facing different issues need to link leadership and management
to the natural environment due to arising complex problems in the dynamic environment. In case
of new technological upgrade, changing market needs, change in customer behavior have a direct
impact for the business. Hence, managers require to acquaint with the environmental needs as
well as intimate with their leaders (Goleman, Boyatzis, and McKee 2013).
Leadership in the multicultural context involves understanding of the diverse cultures
which helps in building an ethical value system. It inspires the employees to perform better in
different geographies if an organization accepts the culture outside the host country. In order to
expand the business operations managers must indulge in meeting the cross cultural barriers for
developing while leaders need to adapt to and overcome through effective leadership skill in an
all new different environment (Moore 2016). In social context, leadership skills become all more
important for the business to coexist harmoniously in the community it is operating. Social
leadership provides as authority to drive the individuals in order to ascertain certain goals for the
business. Managers requires social engagement at the apex of their communication propaganda
in order to resolves issues which can hamper the business.
Social leadership bring cohesion in the business which act as a multiplier effect on the
performance of the business. Managers at different stages of their need to adopt suitable

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strategies according to the need of the situation. At a nascent stage where he needs to channelize
the zeal and effort to positively affect the company but at the later stage when problems arises
the managers needs to sort the issues with utmost priority (Antonakis and Day 2017). Hence,
management and leadership can be synonymous and equally complementary for the business to
outgrow and achieve its objectives. The coordination and planning become inherently related to
each other in the executing a managerial task. With leadership skills a manager can develop its
abilities with more precision which directly reflects in the performance of the business.
Response to Question 2
Factors shaping the implementation of leadership and management
In today’s highly competitive market there is a constant pressure of performance and
output. In such case it is important to have social solidarity and a sense of “we” feeling among
all the members of the organization. It is the task of a good leader is to balance his emotional
quotient with his intelligence quotient. The workplace is a multifarious zone. Conflicts can occur
between the subordinates anytime. Leaders are expected to minimize the conflict, and not allow
the conundrum to grow any further. Hence, it is very important for them to make decisions after
considering many factors for implementation of leadership and management development
policies and strategies in work organization (Černe, Jaklič and Škerlavaj 2013).
 Engagement- It essential for engagement of employees with the organizational
objectives and work culture for effective management and engagement at all levels to
generate adequate outputs for the organization
 Communication- Successful outcome can be realized only if proper communication
channels are established for and aims are disseminated in manner as ascertained by the

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higher echelons of management. Feedback mechanisms must be established through
surveys, meetings and focus groups to analyze the need and demand of the organization
which helps to shape the leadership and management policies effectively (Tourish 2014).
 Innovation- Strategic management and policies through innovation can rejuvenate and
enhance productivity. Lack of innovation in the management policies can lead the
organization into mundane and monotonous phase and reviving employees’ motivation
for greater productivity is equally essential for the organizational growth and prosperity.
 Project Management- Managing project strategically needs planning and innovation but
should be supplemented proper resource management. The human and financial
resources are strategic assets of the company which determines the growth trajectory of
the business hence it is essential the project should be effectively managed by the
managers effectively.
 Culture- Organizational culture forms the quintessential element driving the company
towards positive outcome. The culture should accommodate diversity and should believe
in growth and betterment of employees. An organized and disciplined culture motivates
the employee and facilitate the outcome are realized in a phased manner and not
haphazardly (Goetsch, and Davis 2014). This not only helps to build positive perception
but also increase the goodwill of the company.
 Cohesion- Cohesion is the essence to glue by strengthening the communication channels
– both vertical and horizontal. This improves the communication, understanding, building
mutual trust and confidence. This helps the employees to build team spirit and achieve
designated goals, push their limits in realizing and meeting the needs of the company
(Shahhosseini, Silong and Ismaill 2013).

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These factors need to be integrated with management and leadership skills to benefit the
organizationally, socially, environmentally and also in multicultural context. Communication
helps the organization to establish mutual trusts where every employees are not mere workers
rather a part and family of the firm. This is essential for the employees to grow organically
through the organization’s growth and retain hardworking and productive employees, thus
building strong social bond with the employees. In multicultural context, proper engagement,
innovation and organization culture become all more important for the employees to accustom
easily in a new environment with the same culture. The dynamicity of diverse culture can be
brought down by bringing efficiency in the communication strategy. As an ill-conceived
communication strategy has the potential to hamper the organization’ growth.
The organization should also adapt to the external environmental needs through better
engagement and adjust according to the needs and help the business to expand its operation,
manage the negative implications of the external environment through better leadership policies
and management. The founder and CEO of Amazon, Jeff Bezos has emphasized innovation can
be a driving force behind the successful business as he popularized the idea of decentralized
decision making process which has accelerated the business production and expedited the
operations manifold (Birasnav 2014). He believes in empowering the managers to realize
incremental improvements and lay a two way process for fixing loopholes faster and affectively.
Yet another leader like Elon Musk, founder of SpaceX and architect of Tesla Motors, his
leadership style has brought a transformational growth to his organization. His persistent efforts
and perseverance has built a large scale organization which has expanded exponentially through
his innovative strategies and ideas in leading the his creation to the goal of success (Northouse,
2014).

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Response to Question 3
Methods of leadership and management development
The leadership and management methods are essential to revive the business from
stagnancy with better opportunities for the business to realize goals and motivate the people to
meet the challenges with reinforced zeal and vigor (Kang, Solomon and Choi 2015). The two
methods which can bring distinctive change in the functioning of the organization are-
 Formal training – This is a potent weapon to disseminate knowledge and impart
practical training which can immensely build capacities of the personnel. This acts a
greater motivation and fixes the gap between performance and realization of goals.
Personnel are exposed to different real life situations and are trained to handle tasks with
better capability and bring relevant and suitable style of working which can increase the
productivity. This is best kind of investment as it triggers efficiency in the working zeal
of the individuals who are more willing to work with enhanced training (Fairhurst and
Connaughton 2014). This updates the organization to work in the current market trends
and fulfill the dynamic environment to its fullest capacity.
 Coaching from the external mentors and coaches- To derive greatest benefit from the
resources it is more beneficial to train the professionals from external coach which an
expertise in their domain and have the potential to bring out the best from a personnel.
The constant guide and mentor though for a short period of time can sharpen the skills
and focus on their learning process with greater vigor (Williams 2013). The external
coaches are not related to the organization hence can be an important resource to
understand the conflict which is hampering their productivity and also help them to

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overcome with newer skills. It can bring new innovative ideas to the firm and help to
rejuvenate the business with more enthusiasm. It can bring coherence and improve the
way the organization works (Mahdinezhad and Suandi, 2013).
Advantages of the leadership and management method Increases productivity – Leaders act as a guiding light and helps to inculcate discipline
among the individuals which enhances their capability, thereby increasing their
productivity. Leaders have innate qualities like emotional intelligence which helps them
to understand their emotions and develop emphatic relationship with the individuals (Du
et al. 2013).
 Retaining employees- Most of the people quit their jobs because of their bosses which
means employees have ineffective leaders who are unable to retain and motivate to be
productive. Hence it becomes necessary to invest in leadership training so that productive
employees which are assets of an organization is retained for a positive growth trajectory
of the company (Keskes 2014).
 Nurture future leader- While leadership is important for the employees to adhere to
their organizational objectives it is equally important to facilitate and nurture future
leaders to and from a pathways for the employees who can look up to their seniors (Daft
2014).
 Increase employee engagement- Leaders enable their employees to engage and
strengthen the communication channels and hone their skills by sorting issues amicably.
Better engagement of employee smoothen the functioning of the employees in a better
manner.

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 Improved decision making process- Decision making is an important and functional
role who assign tasks according to their capabilities. Leaders have an experience and can
assess the employees suitable for a certain task and then assign and allocate
responsibility. Decision making process becomes easier if a leader is capable of vetting
people effectively.
Disadvantages of leadership and management method
 Interference in their working style- Training in leadership can disrupt the smooth
functioning of the business. It also demotivating when they are trained as they believe
they have become incompetent.
 Probability of resistance to a newer system-A resistance develops over a certain period
of working as they lose interest to learn newer things which brings a change in their
normal functioning.
 Difficult in adapting newer methods – The employees adapt to archaic methods and
newer methods of training does not fascinate them anymore.
 Investment expenditure- Training and coaching in leaderships skills involve extra funds
and investments which is an additional expense to the business.
Response to Question 4
Leadership and management development plans require strategic planning and execution
of the task according to the needs and aims of the organization. No organization can grow on its
own. Every other big company that are there today is functioning as a team. To reach great
heights of success teamwork is a must. The relationship between the leader and the subordinates
plays a significant role in determining a good or bad work culture and environment (Williams

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2013). A healthy relationship based on mutual respect and understanding can pervade most of
the challenging situations. According to Frederick Irving Herzberg’s Two Factor Theory
satisfaction and dissatisfaction are driven by different factors – motivation and hygiene factors,
respectively. An employee’s willingness to work is related to job satisfaction of a subordinate.
Motivation can be seen as a force that drives individuals to achieve personal and
organizational goals. Motivating factors are those aspects of the job that make people want to
perform, and provide people with satisfaction, for example achievement in work, recognition,
promotion opportunities (Clarke 2013). These motivating factors are considered to be intrinsic to
the job. Hygiene factors are aspects of the working environment such as pay, company policies,
supervisory practices, and other working conditions.
Communication is also an important aspect for the employer and employee relationship
as this can influence job satisfaction and other factors. Body language, eye contact, tonal
expression and facial expressions can determine the relationship between the employer and the
employee. The employee should not feel intimidated by the fact that his boss is not approachable
or rude. Supervisors using nonverbal contiguity, friendliness, and open communication is more
likely to high job satisfaction from a subordinate. Similarly, a supervisor who is antisocial,
unfriendly and does not communicate well with his employee is going to create less job
satisfaction from his subordinate. Appreciation is an important factor to retain a good employee
at the same time motivate them to do better (Kark and Shamir 2013).
A leader should always keep in mind that a single bad decision can be fatal not only for
the organization but also for the employees. He should be mindful of the fact that his
subordinates should not be the victim of the bad decision. Here, wisdom and composure should
help him sail through the situation (Greenberg 2014). A humbling quality of a leader is the fact

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that he does not blame others for a blunder or misfortune. He takes a part of the blame in order to
remain fair with everyone. A leader is continuously creating something or the other. He is
imaginative and innovative. A leader cannot be liked by his subordinate if he lacks empathy
towards them. The subordinates will find him unapproachable and dictatorial. Leaders are not
born with leadership qualities. In fact, these skills are inculcated over a period of time. A true
leader is the one who leads the organization with dignity, communicates well with all the
members of his group, takes everyone’s opinions and deals with any situation with a cool mind.
Integrity is important for leaders to stick to their core principals, values and ethics. If they do not
follow what they say they cannot expect others to do the same.
Leaders are constantly thinking about the future and planning for the future. It is
important for them to implement ideas in order to make the future better. Thus, being a visionary
is important. A great deal of confidence is required to make life-altering decisions that can
impact the well-being of the entire organization. They have to be assertive but in the right way.
No leader can lead if he or she is not inspiring to others. He should constantly motivate his
subordinates and radiate positivism wherever he goes. This approach should not only be visible
in his words but also actions. Subordinates will always look up to their leaders for being driven
and passionate about their work. Hence, it is the task of the leader to stay dedicated
(Schoemaker, Krupp and Howland 2013).
A leader should identify the potential of their teammates in order to bring greater
productivity through their plans. Some important interventions like regular appraisal, good
incentive policy and adequate promotions, regular assessment of the performances of the
professionals motivate the leaders and the managers to attempt a collaborative approach to
engage with all the professionals (Amanchukwu, Stanley and Ololube 2015). Counselling and

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indulging in frequent group discussions helps the employees to capture their emotional quotient
for a long term growth of the company. Empowering the employees and delegating the
appropriate functions helps the employees to master their skill and hone in their respective field.
It also essential for leader to meet the requirements of their management plans which needs to be
executed in a phased manner (Eden and Ackermann 2013). The management plans need
integrated with the objectives of the organization so as to strike a correct balance with the culture
and aim of the organization. An organization is build up with vision which must be realized and
visualized by the employees as well as it will bring cohesion of the employees with their
organization. The managers should play a pivotal role to maintain the stability in the
organization in order to sustain in an ethical manner.
A leader the drive the organization towards doom or at the apex of success hence while
recruiting the parameters must assessed for the job. A potential candidate then should be trained
for enhancing and honing their skills because retaining an employee is equally important for the
company who has invested in training and coaching of the employees (Johnston and Marshall
2013). However, despite the various challenges plaguing any organization the leaders and
managers should combat them with vigor which will be the truest quality and essence of the
organization.