The managers monitor but do not get involved in day to day operations with drivers. An office would be different yet again with more a” democratic” or “people orientated” environment with leanings towards more collective goals and each individual contributing their efforts to the team objectives. 1.2 – The differing styles all have their place and trying to input one style into another would not necessarily work. You couldn’t put a people orientated style into a task orientated situation like the one above. Autocratic leadership can cause aggravation and discontent in the workforce.
This research will try to explain the relevance of the leader’s role in the effective governance organisations and how depending the role-played can alter the organizational outcomes. As a second aim, this essay will introduce the concepts “leadership” and “governance” showing the similarities and differences of both concepts to distinguish between its role and development. For this reason, research pretends to discuss these concepts to full understand the significance of governance and leadership within companies. In addition, a third aim was to expose the differences between a manager and a leader because both concepts are interrelated but also
It show a person who the leaders of the organization. Traditionally, organizations have a well defined and highly enforced organizational hierarchy system. These systems give supervisors and management the decision making power and staff the obligation to follow. Many people question whether the traditional method of leadership, is conducive to successful work performance. This form of leadership does not foster creative thinking.
No matter what type of organization managers, regardless of what he was in management levels, all managers need to have some management skills, such as Technical skills, design skills, personal skills. Q2. Explain, in your own words, the distinction between a leader and a manager. The biggest difference between leaders and managers is in the way they motivate the people who follow or work for them. Managers have subordinates, unless their title is given as a mark of seniority and honorary, while leaders do not.
In my opinion, I think that leadership style does have an impact on subordinates’ performance. In this paper, I am going to look at how leader’s traits and situations affect one’s leadership style as well as leadership styles’ influence on employee’s work performance, , according to Trait Theory and Contingency Theory. Leadership Styles and Traits Leaders’ traits take an important part in deciding their leadership style and their influence on followers. The ineffectiveness of the business may be caused by the leaders’ characteristics and personality. The leader may be too inexperienced for the position or too emotionally fragile.
A Comparison of Change Models Ekkapat Panyakaew University Canada West Professor: Michele Vincenti MGMT 643: Change Management 5th May 2013 Abstract Change is a usual task in every organization in order to develop an organization itself or survive in the industry. Since the business world change rapidly these days, a management has to have abilities to handle the organization development properly by applying change theory models with an organization strategy. Therefore, people in an organization can implement with change effectively. This paper will expose the comparison of three broadly used change models: Lawin’s Change Management Model, Action Research, and Positive Model to understand how to practically apply these change models with organization development including strengths and weaknesses of each model. Keywords: Change models, organization development, the comparison of change models, A Comparison of Change Models Lawin’s Change Management Model According to Mindtools.com (2013), the concept of the Lawin’s Change Management model claims that people naturally resist to changes.
Conclusion 13 References 16 1. Introduction Almost organizations have been recently concentrating on people to achieve the organizational objective; moreover, the organization cannot reach their goals without their employees. Therefore it would be very important to have quality human resource with good skills and knowledge. In order to creating good working environment for employees, the organization must have managerial and leadership strategies and the ways which may positively impact on the employees' behavior towards achieving their organizational objectives. Chemers M (1997) showed that leadership has been described as the "process of social influence in which one person can enlist the aid and support of others in the accomplishment of common tasks".
More recent conceptualisations of leadership include contingency theory (), and transformational leadership (). Each of these theoretical models has a contribution to make in forming a comprehensive understanding of the relationship between leadership and organizational change and we shall explore how adopting a definition for leadership or organizational change infers the role of the other. However we define leadership, the concepts of organizational change and leadership can be argued to be inextricably linked. If a leader was not able to effect any change within an organization then it is hard to imagine a way in which such a leader could be effective in their role. Thus organizational change is at the very heart of a leader’s role.
TRANSFORMATIONAL LEADERSHIP Student by name Institution affiliation Course Professor Date Introduction Transformational leadership is leadership that aims at changing an organization’s present reality through the communication of a convincing vision. The objectives of a transformational leader are to change the attitudes, behaviors and motivations of employees under him. According to Bass (1985: pg. 320), transformational leadership is leadership distinguished by the ability to bring about considerable change in employees and the entire organization. Transformational leaders develop visions that can be inspiration to other people.
Besides,(Bass,1998) Transformational leadership motivates and inspire employee by raising their awareness of the value of the task they perform and the importance of organizational goals and by drawing on employee’s intrinsic needs. (Bass and Avalio,1994),Transformational leadership is based on the connections between leaders and other employee and effective transformational leader understand the need and motivations of others and tries to help them reach their full potential . (Bass,1990:Northouse,2004),many contemporary theorists describe leadership as a complex social process designed to influence others, facilities activities and achieve goals within the organization. (Burn,1978:Schriberg & Lloyd,2002),Burn proposed that transformational leadership involves two essential elements, first is it’s relation and second it produces real change. (Schriberg,2002),In broad term, transformational leadership occurs when one interacts