Analysis of Leadership and Management in Contemporary Organizations

This essay critically examines the concepts of leadership and management, exploring their links and differences, with a focus on practical application within a contemporary organization. The assignment fulfills the requirements of CORP 2165, analyzing leadership principles and styles to achieve organizational objectives. The essay discusses two key leadership principles: hiring and developing the best talent and being bias for action, supporting organizational values. Furthermore, it analyzes two leadership styles, democratic and strategic leadership, and their effectiveness in meeting organizational goals. The analysis includes relevant theories and literature to support the arguments, providing a comprehensive overview of the subject matter.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of Student
Name of University
Author’s Note

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Links and differences between management and leadership
Management can be described as a certain process which deals with setting as well as
achieving various goals of a certain organization with help of the functions used by them. The
functions include organization, training as well as monitoring, evaluation of performance,
coordination, forecasting and some more similar functions (Renz and Herman 2016). Leadership
could be described as a certain ability of an individual in influencing for making other
individuals to follow the leader. This further includes the ability of guidance, human side of the
entire business for a teacher. The interest in the concept of leadership had raised at the initial
stages of the twentieth century (Bush, Bell and Middlewood 2019). Traditional theories of
leadership had focused on numerous qualities or skills that are different between leadership and
skills whereas various subsequent theories concentrated on other aspects like skill levels and
situational factors.
There are numerous similarities between the roles of leadership and management. The
basic concerns of leadership as well as management is allocating numerous resources that
already exist in such a way that they could be utilized in an efficient manner (McCaffery 2018).
They aim in sharing goals of the needs of maximizing the profit and hence establish a certain
robust bottom line of a certain organization. One of the most important function of leadership as
well as management include influencing individuals to perform in better or worse manner. One
more similarity include the working relations of management as well as leadership (Gopee and
Galloway 2017). Both of these involve working with numerous individuals, it further deals with
being ahead of various individuals along with determining ways to improve the business.

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Figure 1: similarities between leadership and management
(Source: Willis, Clarke and O'Connor 2017)
They usually have numerous similarities that tend to confuse people and think both the
posts to be same but in real life scenarios, there are some aspects according to which these posts
are similar and according to rest of the aspects they are completely different (Thorpe 2016). The
terms leader and manager are usually utilized for designating the same person who has the ability
to lead, they tend to represent various realities that are different in nature and the vital difference
among them is the way by which they motivate individuals around them. The basic difference
between being a manager and a leader is the fact that manager is a career and leadership is
usually a calling. Leader is an individual who is followed by people on their own choices but a
manager is an individual should be followed (Amanchukwu, Stanley and Ololube 2015).
Manager might have obtained this particular post of authority with the help of loyalty and time
provided to the organization not due to the skills of leadership that he or she consists. It is not

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mandatory for a leader to possess organizational skills but the vision that he has would help in
uniting people around him (Hallinger, Wang and Chen 2015). Leadership and management are
completely different motions which are utilized interchangeably.
Two leadership principles which support the values of organization
Hiring as well as developing the best: leaders tend to increase the bar of performance
with each and every hire as well as promotion. They tend to recognize individuals with numerous
talent along with moving them across the entire organization (Diamond and Spillane 2016).
Investing more in the hiring of better people would help British Expertise in having a particular
structured process of the purpose of hiring for the purpose of ensuring the fact that they acquire
the best people for the vacancies (Bolden 2016). This would result in obtaining maximized
outcomes for British Expertise as the quality followed by an organization for hiring had direct
relation with the revenue of British Expertise in two ways, these ways include the significant
result of hiring individuals who are not a perfect fit for the post or who do not have the necessary
skills for the post (Armstrong 2016). One more way include the positive impacts of recruiting the
perfect employees.
As per a research that has been carried out by various researchers, it had been found that
hiring employees who has the ability to deliver top performance would result in the outcome of
increased productivity of up to 300 times along with the positive impacts on the business
(Fischer, Dopson and Fitzgerald 2016). The value that would be provided by a better hiring
process to British Expertise include maximum productivity. Running a certain hiring process
result in pulling high level of members of the team out of their everyday schedule and hence
have these individuals review numerous applications and hence carry out the interviews (Weiss,

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Tappen and Grimley 2019). A fast as well as thorough process for hiring allows an organization
to go back to the functions besides attaining better efficiency.
Being bias for action: being bias is an important leadership principle that must be
followed that can implement numerous strategies for the purpose of helping an individual as well
as his colleagues in reducing the bias in important areas (Muethel and Hoegl 2016). This would
further help the organization in improving the experience of the employees besides the customer
experience along with the outcomes obtained by the organization. The decisions that are
undertaken within an organization are mostly biased on the data that is qualitative in nature from
numerous sources such as reviews obtained from employee performance as well as employee
surveys (Hallinger and Chen 2015). The organization is supposed to evaluate what has to be said
and hence initiate unintentional bias. Intentional bias must be avoided by the leaders’ within the
organization. As per a certain research that had been carried out, it had been found that women in
workplace tend to get 2.5 times of feedback regarding aggressive communication and around
1/3rd feedback relevant to the outcomes of the business.
Being bias helps an organization in bring about different information together along with
bringing different individuals together. Leadership tends to decrease the actual as well as
perceived bias, this increases the engagement among the employees along with initiating
innovation (Swanwick and McKimm 2017). The most effective method for increasing diversity
includes sponsorship where a certain individual who is in a high post advocates for an individual
along with the ability to develop the skills and hence achieve exposure. Biases can be maintained
within the actions that are undertaken by an organization (Pardey 2016). Bias can be reduced
with the use of various steps including offering training for the awareness of the same, labelling
he types that might occur within the organization and creating the structures that are to be

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followed by the organization. The initial step that could help in providing maximum value to
British Expertise include offering awareness training (Donate and de Pablo 2015). This is done
for the purpose of acknowledging the fact that everyone is aware of it and this could be done
with the help of offering an awareness training. This particular training would provide numerous
employees with a safe position to know regarding the unconscious bias along with the ways by
which they can recognize their biases and hence be mindful regarding combatting them in the
process of decision making (Hallinger, Wang and Chen 2016). This training would individually
provide value to the organization by creating organizational conversation regarding the biases
that are present within the organization and the methods that would be utilized by the enterprise
as a whole could be undertaken for the purpose of reducing them.
Two leadership styles which help the organization in achieving objectives are as follows
Democratic leadership: democratic leadership deals with the leaders undertaking decisions on
the basis of the inputs provided by every member. Everyone has their own call on the final
decision along with having their equal say towards the direct of the project (Amanchukwu,
Stanley and Ololube 2015). Democratic leadership is considered as an effective style of
leadership which helps in achieving the objectives of the organization. This is considered to be
very effective because it helps the employees who are at low levels to exercise their authorities
which they would be needing for future positions that they would be holding (Willis, Clarke and
O'Connor 2017). This style of leadership further resembles the way by which decisions can be
undertaken in the board meetings of the company. This particular leadership style would help a
certain organization in encouraging the members in participating into various decisions that
require to be carried out.

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It tends to create a form of shared leadership in which all the team members are invited for
sharing the knowledge, opinion and experience that they have gained from a particular project or
a certain situation (McCaffery 2018). After the feedbacks have been received, the leader
undertakes the required decision. this particular leadership is very easy for team members to
practice hence it does not require additional effort for getting used to this leadership style and
they can concentrate more on attaining the objectives of the organization. It further helps in
resolving numerous complex issues along with building a team based relation (Willis, Clarke and
O'Connor 2017). This leadership style improves the knowledge of the entire team. The most
important function of this leadership style includes the fact that this helps the employees to
obtain job satisfaction. This is because people realize that their experiences are being valued then
this gives them personal satisfaction above the work that is being done (Renz and Herman 2016).
This particular leadership style further tends to foster passion which further improves the overall
quality as well as quantity of work in numerous employees.
Strategic leadership: this particular leadership is also considered as one of the most
effective styles. Leaders who follow this kind of leadership sit at intersection between the main
operations of a certain organization and the growth of the opportunities (Bush, Bell and
Middlewood 2019). The leader tends to accept the pressure of interests that are executive in
nature along with ensuring the fact that present work conditions stays stable for everyone. This
particular leadership style helps an organization in meeting their strategic goals because they
help in distributing responsibility among the members (Amanchukwu, Stanley and Ololube
2015). Strategic leaders tend to gain their knowledge with the help of practice which needs an
enough amount of autonomy.

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Top leaders tend to push power towards down throughout the origination and hence
empower individuals at every level for undertaking numerous decisions. The distribution of the
responsibilities provide potential leaders the chance to have an idea of the results that are
obtained if they take certain risks. This further helps in increasing intelligence, resilience as well
as adaptability of the entire organization as time passes by. This is done with the help of
harnessing the knowledge apart from the hierarchy of the traditional decision making (Diamond
and Spillane 2016). One more reason for which strategic leadership style is used include the fact
that it gives a certain framework for the purpose of decision making. A particular strategy tends
to provide a specific framework in which all the staffs could carry out operational decisions on
regular basis and hence understand the fact that these decisions are supposed to help British
Expertise in attaining a certain direction. Strategic leadership further tends to provide a vision of
the entire future and hence confirming the values as well as purpose of the entire organization
along with meeting the objectives of British Expertise (Weiss, Tappen and Grimley, 2019). This
also tends to clarify threats as well as opportunities besides determining numerous methods for
the purpose of leveraging strengths along with mitigating the weaknesses. It also helps in setting
a framework as well as boundaries in which the process of decision making can be carried out
(Hallinger and Chen 2015). This leadership style helps the organization in allowing the entire
board as well as their staffs in taking part in the process of decision the strategies that would be
used by the organization, this helps them in understating the direction, why that particular
direction has to be chosen along with the benefits associated with the direction.

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