------------------------------------------------- It is important to firstly define what the difference is between management and leadership. The biggest difference between managers and leaders is the way they motivate people to follow them. Managers have a position given to them by the company. Their subordinates work for them to complete tasks and in turn manage situations as they occur. Leaders on the other hand do not have subordinates when they are leading.
A global leader must be flexible, sensitive to cultural differences, able to handle complexity, and have a willingness to think globally. In your professional field, explain the possible ramifications of not having global leaders In today’s world, it is hard to imagine not having a global leader to represent your business and even the country. Global leaders help keep us connected with countries. The environment in which organizations operate is rapidly becoming a global one (Noe,Hollenbeck,Gerhart,Wright, 2011). By not having a global
The “machine metaphor” refers to an organization with rigid bureaucracies, strict rules, narrowly defined tasks and top down communication (Contu, 2010). This way of management promotes efficiency and easy control over the workforce. But as it involves strict and repetitive tasks, it attracts criticisms. In this essay I will explain the meaning behind machine metaphor for organization. For simplicity, I shall only briefly touch other structures of organization and not argue on the differences between machine organization, Taylorism and scientific management.
Contingency Theories of Leadership To successfully run an organization, many aspects must work together to ensure that everything runs efficiently and effectively. A major part to the effectiveness of the organization internally is leadership among the organizations staff members. But what is leadership and why is it important? We define leadership as the ability to influence group towards the achievement of a vision or set of goals (Robbins et al 2011). Without being able to communicate, direct and inspire people like leaders do, organizations would struggle to be successful as they would not be able to do effectively communicate visions and help overcome hurdles to the best of their ability.
Management and leadership are two concepts often misunderstood and are always perceived to be the same. However there is an underlying difference. The major difference between a manager and a leader and what sets the tone for most aspect of what they do is the way in which they influence, inspire and motivate their workers and followers. It was a popular belief long ago that management was the processes carried out by personnel responsible for an organization or a business entity in accomplishing the organization goals, while leadership the processes of political leaders such as Fidel Castro, Dr Ralph Gonsalves, Gandhi, and Martin Luther King and so on. Even then, though the concepts were misunderstood, there was a difference.
Worldwide Telecommunications Inc. management must identify the immediate need for action and willingly commit to the use of any necessary means of managing the influx of diversity in the workplace. “Even though diversity training may help workers intermingle and coexist with diverse demographics of people, ultimately it does not prepare employees to handle different types of people from varies places around the world when communication and teamwork break-down (Silversparks, 2010)”. Previously, multicultural training has been developed with a focus on cultural concerns often not identifying that when cultures mix in corporate America, conflicts such as tension, breakdowns in communication and
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.
The categories Mintzberg defined are as follows: Interpersonal, Informational, and Decisional. Each level of management requires some of these roles, to a varying degree. “The functional area in which a manager performs his or her job has a substantial influence on the extent to which Mintzberg’s managerial roles are required” (Paolillo, 1987) . Roles in the decisional category are typically for the executive level manager who makes the big directional decisions for a company. These managers would require less interpersonal skills.
Different Types of Leadership for Project Management The types of leadership or leadership styles are considered as the possible success factors for project managers. It is a skill being ignored in training as it is not easy to measure the leadership style of a person in the situations of training. The behaviour of leadership can be considered as autocratic, democratic, and bureaucratic while being dependent on the situation (Nixon, et al., 2012). The following leadership styles are common in the domain of project management: • Autocratic: The manager of a project is expected to make the decisions while dominating the team members. This approach results in the passive resistance from the members of teams while requiring the consistent pressure as well as direction from the leader for getting things done.
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.