Does a manager have to have quality leadership skills to motivate, establish trust, empower and communicate with employees to run a business properly? Different areas of leaderships include organizational leadership, organizational culture, managerial control and leveraging diversity. Planning is the most important basic leadership skill a manager can have. A business that wants to grow must have an effective plan with the correct leadership skills to motivate and lead employees in the right direction. A manager must be effective and consistent when they are leading a group of diverse employees. Although there are many differences in managing and leading, they are not necessarily two separate concepts. “People look to their managers, not just to assign them a task, but to define for them a purpose. And managers must organize workers, not just to maximize efficiency, but to nurture skills, develop talent and inspire results.” (Murray, 2010, para. 5).
A manager’s job is to ensure that tasks are completed in a correct and timely fashion. A leader’s job is to inspire their followers to achieve a common goal that both the leader and his/her followers share. It is important, however, that a manager develop good leadership skills in order to benefit an organization as a whole. Leadership in management will help employees feel confident in the work that they do, and proud to be a part of the organization they are working for. It will establish trust in the manager, and a passion to want to conclude tasks competently. A manager with quality leadership skills will also motivate employees to follow the standards and guidelines set forth by the organization, creating a better organizational culture, and an efficient workforce. The manager along with leadership is the structure. “Excellent technical skills do not automatically transfer to excellent interpersonal skills.” (Resnick, 2005).
Developing leadership skills in managers require a different set of skills than the ones they likely already possess. Often, managers are more competitive than collaborative. An effective leader must demonstrate authority matched with collaboration. When identifying leadership potential, it is best to train multiple individuals in the skills that need development. This creates more flexibility. Substantial gateway for the top of an organization’s structure is to merge with the lower part of managers that apply quality leadership principles to them, have a better effect on how they want the culture of their company to become. Leading by example and effective communication are key tools that are needed to be an effective leader. Once a manager sets the pace for the culture he or she wants, then, they have to get others on board with their plans for the direction they want to go. A manager has the ability to hire the individuals that fit into the company culture.
Being a manager does not always mean that they earned their position based on their leadership skills. However, a good manager has the ability to be more of a people person and actually listens to what their employees have to say while implementing the ideas of their employees, creating a culture for their organization. A culture change does not happen overnight and can be a lengthy process if not handled correctly. Culture change does come from within and requires the constant effort of everyone involved while having the same goals. The goals need to be clearly defined and acceptable by all who are involved with the manager leading from the front to be able to guide the change in the right direction. Creating cultural change and taking the time to groom their subordinates to become better leaders in the process is a great practice to start from the beginning.
A good manager knows how to utilize control mechanisms that are necessary for a business to run properly. This allows for the goals of the business to be met and determine if the employees are on the right path to reach the goals the company has set for them. The three main managerial controls are bureaucratic, clan and market. Bureaucratic control is a type of authoritative control by creating regulations, standards, and a basic behavior for employees to follow. Companies can utilize Bureaucratic control in a way which could help save the company time when planning strategies to reach their goals. Managers would plan the goals and how to reach them and then relay the strategy to their employees allowing for fewer people to be involved and lessen the time making the plans. Clan control is the opposite of the Bureaucratic control because it does not have a set of rules or guidelines for employees to follow.
Rather than tell employees how to do their job, the company trusts the employees will do what they are supposed to do and will do it well. By utilizing clan control, employers may be able to gain additional goals or ideas on how to reach the goals that have been set because they have the input of their employees as well during the planning process. Market control is more along the lines of Bureaucratic control because there are regulations or standards placed upon the work the employees do. Analyzing the economic information received for the company does this. By using market control, managers would analyze data received to create strategies on goals the company has set. A diversified workforce is one of the most successful strategies in gaining and retaining a competitive advantage.
Since the labor force has become diverse, recruitment of the differencing population also assists in attracting a wider consumer base, which in turn the company becomes more successful. Organizations must understand that diversity begins with valuing differences and believing that a difference does not mean better or worse -just different (Johnston, 2013). And differences can range from seen differences like race, color, gender, age, and physical ability to the unseen difference such as education, social status, religious beliefs, and work experience. Recruitment of a diverse labor force definitely takes a ‘welcoming’ approach. Establishing a universal work environment from consequences for behavior, to photos in a hallway that depict the organizations acceptance and inclusion of diversity; shows employees that even though they come from different backgrounds they’re part of a single team that is committed to goals of the company.
Managers who are affective in managing diversity will have a work force that is more creative, innovative, and better able to solve problems. This is due to the fact that, since people come from different backgrounds they also hold different perspectives on issues. When organizations realize that differences should not just be merely tolerated but valued; then employees become more loyal, productive, and committed. More and more organizations are leveraging diversity; a study by the Work Diversity Network, a national network of professionals and major companies working for diversity in the workplace, stated that women and ethnic minorities represented 70% of new entrants in 2004. In addition, 43% of the workforce was non-Caucasian in 2008 (Clark, 2013).
A diversified organization relates to everyone, applies to most situations, and impacts the continued and future success of a business. In conclusion, businesses take action on the management team, so that their business’ can run smoothly. The four types of leaderships include organizational leadership, organizational culture, managerial control and leveraging diversity. Managers must be able to coordinate workers, and encourage workers to mature into the absolute best employees and present an outcome of a successful team. The businesses take control to put strategies into place; therefore business will have a flowing, well-trained management team. This will help command, control, and manage the behavior of team members and the management team.
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