Running head: leadership vs. management Essay

Custom Student Mr. Teacher ENG 1001-04 1 April 2016

Running head: leadership vs. management

The difference between leadership and management has been a very popular subject for discussion, with various view points on the subject. Some people find the differences leadership between leadership and management to be like night and day, while others see the differences but still find they have some similar qualities and aspects about them. Many seem to agree on some key words that define as well as set leadership and management apart. We will discuss some of those terms throughout this report. By looking at several perspectives, we will take a look at some of the differences between leadership and managers in regards to their relationship with their subordinates and how they carry out their business objectives and strategies. Leadership and Management Styles in Regards to Employees

Leaders and managers both have qualities that each other should possess. For example, leaders should have some organizational and management skills and managers should have some leadership skills. Janet Moye says, “The best leaders are good managers, and the best managers are good leaders.” (Moye, n2004) Having said that, there are some unique differences in the way leaders and managers deal with their followers. Leaders tend to use influence to motivate their employees, where managers tend to use their power and position to get employees to accomplish tasks.
James Kotterman says that Eden and Levitan concluded, “Leadership is the mind of the follower.” (Kotterman, 2006) He also says that Yukl’s findings ere that, “Leadership is very often defined in ways that include follower’s perceptions.” (Kotterman, 2006). Both of these statements imply one of the key terms found when leadership is concerned, which is influence. Leaders tend to have a high concern for followers as their main goal is to gain influence with their followers. Hudson says, “Research suggests that leaders inspire and motivate, clarify priorities, listen to their subordinates, and act on behalf of their workers to address issues that could interfere with their mission.” (Hudson, 2001) Another quality of a leader in regard his relationship with employees is leaders tend to lead by example and not simply force people to do a job. Thomas Nelson shared an example of this quality of a leader as he reflected back to one of his army sergeants who said, “My job is to teach you not only these skills, but to act as an example of them to you.” Thomas went on to say, “Anybody can tell you the right way to do a job, but a leader lives the job.” (Nelson, 2005) Michael Maccoby adds, Good leaders develop trust by walking the talk,” (Maccoby, 2000) In contrast to the leader, managers are not typically known for having a high concern for employees. Managers are concerned that their employees get the job done in a timely, efficiently, and correctly. Kotterman quotes Gardner as saying, “The term manager often suggests a person who organizes functions, allocates resources, and makes the best use of people.” (Kotterman, 2006) This really emphasizes a manager’s style of business – that they make the best use of people. It’s not so much a concern for the people, but the work they can get out of a person. Speaking about managers Hudson states, “The concern for subordinates is low compared to productivity, and they often view people as tools needed to accomplish the work. (Hudson, 2001) To go along with this, David Fagiano says a classic definition of management is, “The ability to get things done through people.” (Fagianao, 1997). To sum up the difference between leaders and managers in regards to their relationships with employees, Moys says it well when she says, “Managers control or direct something, people, a unit, or a project; Leaders influence and persuade.” (Moye, 2004) Weathersby echoes this sentiment when speaking about leadership he says, “It means persuading, not commanding.” (George Weatherby, 1999) Although there are some similarities between leadership and management, there seem to be more terms, qualities, and behaviors that distinguish the two as being different. James Colvard points out some of these differences by saying, “A manager is concerned with doing things right; a leader is concerned with doing the right things. A manager’s critical concern is efficiency; a leader focuses on effectiveness. (Colvard, 2003) Leadership and Management Styles in Regards to Business

The way leaders and managers typically go about accomplishing business is distinguishable by their behavior and outlook. Leaders tend to be visionary, looking to the future to see how they can improve things. Kotterman says, “The leader is concerned with thinking longer term, developing an organizational vision, reaching longer term goals and values. (Kotterman, 2006) Vision is another word often associated with leadership. It shows that a leader is not just looking to fulfill status quo or to just maintain the current standard. Colvard says, “A manager takes care of where you are; a leader takes you to a new place. (Colvard, 2003) Leaders are transformational and innovative. They are constantly looking to stay ahead of the game. Huson states, “The leader is an agent for change.” (Hudson, 2001) Where leaders are looking toward the future and positive changes that can be made, managers are generally not looking to change anything. Kotterman states, “Management is tactical and all about the here and now.” (Kotterman, 2006) Managers aim to keep stability and maintain the current standard of productivity – making sure that the task at hand gets complicated a timely and efficient manner. They are not visionaries, but look to keep consistency in the work that they are accomplishing on a day to day basis. Kotterman says, “Managers have a narrow purpose and try to maintain order, stabilize work, and organize resources.” Kotterman, 2006) From studying several perspectives on leadership and management I am able to determine certain facts that distinguish the two styles. Leaders are described as those who provide a vision and direction, and are influential, persuasive, and motivating. Managers are described as those who are controlling and commanding, and are organized, efficient, and orderly. In response to this, I would define leadership as being visionary, and influences others to follow those visions while proving direction to
accomplish the task at hand . I would define management as management as one who keeps order and consistency, while uses people to get the task done in an efficient and timely manner. Conclusion

In conclusion, I find that leadership and management both have their places, but leadership is superior in many aspects. Colvard says, “Good management is important, but good leadership is essential. Leadership is superior in motivating people to work as followers work because they trust their leader and buy into his or her vision, while managers simply use their power to command followers to complete tasks. Leadership is also superior in regards to business strategy and philosophy. Leaders are always looking for better and more effective ways to improve the business, where managers are satisfied with the status quo, and try to provide consistency and stability in the day to day opersation.

Colvard, J. (2003). Managers vs. leaders. Government Executive, 35(9), 82. Fagiano, D. (1997). Managers vs. leaders: A corporate fable. Management Review, 86(10), 5. Hudson, J. (2001). Leadership and management. United States Naval Institute, 127(10), 106-108. Kotterman, J. (n.d.). Leadership vs. management: Whats the difference?. The Journal for Quality and Participation, 72(15), 13-17.

MacCoby, M. (2000). Understanding the differece between management and leadership. Research Technology Management, 41(1), 57-59.

Moye, J. (2004). Leadership vs. management: special interest group. AAACN Viewpoint, 26(6), 14.

Nelson, T. (2005). Leadership vs. management: Finding the balance. Fire Engineering, 53(1), 93- 96.
Weathersby, G. (1999). Leadership vs. management. Management Review, 88(3), 5.

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