Management and Leadership
Within every organization there are managers and there are leaders. By definition, managers have people who work beneath them, unless their title is honorary and given as a mark of seniority, in which case the title is a misnomer and their power over others is other than formal authority. Managers have a position of authority that is given to them by the company, and their employees must work for them and largely do as they are told. Management style is transactional because the manager tells the subordinate what to do, and the subordinate does this because they have been promised a reward which at minimum is their salary for doing so (Leadership vs. Management, 2010).
Leaders do not have subordinates or at least not when they are leading. Many organizational leaders do have employees that work for them, but only because they are also managers. When these leaders want to lead, they have to give up formal authoritarian control, because to lead is to have followers, and following is always a voluntary action. Telling people what to do does not motivate them to follow a person. A good leader has to appeal to them, showing how following them will lead to their hearts’ desire. They must want to follow a person enough to stop what they are doing and perhaps walk into dangerous situations and do things that they would not normally consider doing. Leaders with a very strong charisma find it easier to attract people to their cause. As a part of their influence they typically promise transformational benefits, such that their followers will not just receive extrinsic rewards but will somehow become better people (Leadership vs. Management, 2010).
In order for managers and leaders to have a successful organization, they must follow the set of objectives. These include: leading, changing, creating a shared need, shaping a vision, mobilizing a commitment, monitoring progress and changing systems and structures. Managers engage with employees in order to pursue joint goals of an organization as leaders give a specific action in a relationship of a mutual stimulation and elevation that raises the level of employee conduct. Managers must come up with a way that promotes a two way communication and the exchange of information and ideas. Leaders and managers must create and maintain a commitment with fellow employees on an ongoing basis that leaders play the major role in maintaining and nurturing their relationship with employees by giving them their wants, needs and other motivations to create and maintain a healthy organizational culture (Smith, 2008).
Globalization is the progression by which the experience of everyday life, marked by the dispersion of commodities and ideas, is becoming standardized around the world. Factors that have added to globalization include increasingly sophisticated communications and transportation technologies and services. It has also included a mass migration and the movement of peoples, a level of economic activity that has outgrown national markets through industrial combinations and commercial groupings that cross national frontiers and international agreements that reduce the cost of doing business in foreign countries. Globalization offers enormous potential profits to companies and nations but has been complicated by widely differing expectations especially surrounding that of management (Globalization, 2010).
Managing in a company that has gone global can often be a very difficult challenge for all who are involved. It is often very hard for a manager to be successful when they are managing locally and all within on location but when things get spread out globally is becomes even that much more difficult. The task of keeping track of everything that is going on and making sure that everyone is on the same page become very hard to do. There are many things that have to be taken into consideration when a company decides to go global. The first thing is that there is more than likely going to be a time difference between where the company headquarters are and where many of the workers might be. A second problem can be seen in the differences in cultures. This is especially apparent when looking at management styles. What might be considered acceptable in the United States might often be a cultural nightmare in another country. Trying to manage personnel in other parts of the world also brings about issues with communication. The ways in which people communicate is very different around the world. Again, something that would be perfectly acceptable here may often be seen as offensive in another part of the world.
A leader and manager must evaluate organizational competencies and intellectual capital and create and integrate models in order to establish a framework for application of duties to the employees so as to create a good healthy working condition. This will help to motivate all the employees to do their best at the work that they perform. An organization has to focus on determining different approaches in order to attain objectives while leaders and managers give the capability for a sustainable growth. Leaders and managers have to learn to overcome obstacles if they hope to implement any new strategies successfully (Smith, 2008).
Leaders and managers within an organization often use certain factors to create a healthy organizational culture, such factors are social factors, physical setting, technology, organizing arrangements and individual behavior. Leaders and managers must have increased resources, perceptive knowledge, and superior talent along with enhanced capabilities in order to continue facilitating processes toward attaining the ultimate objectives, discovering and commercializing safety of the organization. These various activities require managers and leaders who have the significant of strategies implementation and core competencies and organizational capabilities that create values to changes of the organization (Smith, 2008).
Managers and leaders are responsible for establishing systems and procedures which facilitate effective and smooth running of an organization. They set up controlling systems and procedures which are used to ensure that the organization is controlled and disciplined. Management guarantees that in an organization that the rules that are set up adhere to the organization to function optimally. The management procedures include heading and leading the management, organizing the management and planning how to handle the management. The management of a company mainly involves establishing directives and creating a vision for the company. It involves also modeling the vision, forming teams, influencing them and aligning people to achieve the goals that have been set down. Leadership has the responsibility of inspiring people and producing meaningful changes in the company. Leadership is as a result responsible for positioning people and organizations for useful change. Therefore it ensures that the company does the right, in its strategies. Leadership requirements include a sound understanding in order to create goals and vision of the company and work towards achieving them. Good leadership entails the ability to articulate a vision, align the people’s talents and efforts of the company’s direction and keeping them focused on the set vision by motivating and inspiring them (Smith, 2008).
Leaders and managers are both very important aspects of any organization. These are the people that make things happen while ensuring that the rights are being done in order to make the company successful. Whether the company is strictly domestic or whether they have crossed the global boundaries these are the people that run the show. It is very important that these people know where the company is and where it wants to go so that they can help to facilitate the process of getting it there.
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Smith, Robert. (2008). Roles That Managers and in Creating and Maintaining a . Retrieved February 28, 2010, from Article Click Web
Smith, Robert. (2008). Strategies That and Leaders Can Use to Create
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