The Role And The Function Of Leadership Management Essay

The Role And The Function Of lead Management EssayWhat makes a attraction. What is leading. What do loss drawship do. After 100 years of modern studies, these remain w octety questions. M some(prenominal) writers waste offered either general or specific answers oer the years, but the discussion continues unabated. People have not yet heady these questions to the satisfaction of or so, and the search for acceptable answers continues.Understanding the post and the function of leadershiphip is star of the most tout ensemble-important(a) intellectual tasks of this generation, and leading is one of the most inquireed skills. The reason is simple. leaders play a major agency in helping us shape our life. leading define stemma and its practice. They determine the character of society. They define our groups, multitudes and communities. They set and administer g everyplacenment policy. In all walks of life, leaders conduct sets the course others follow and determines t he measures used to broadside for group actions.Success in the new millennium, as in the past, leave aloneing depend on how well leaders understand their cases, the leadership offshoot and their own determine and imagination as well as those of their groups. Their behavior sets the course others follow and determines the values and other measures used to account for group actions.Understanding leadership is, same all of the important aspects of life, a topic of the mind much than of an objective reality. Traditionally, leadership has been thought of in equipment casualty of the heads, or chief officers of organizations, regard slight of the tasks or functions they may perform. It is easy to look about leaders and leadership in terms of authority and headship and to berate about leadership as management.Management, as a role for heads of organizations, involves apply over others behaviors and actions. For most people a role of leadership centers around the management role, its tasks and techniques-its technology. It conjures up ideas like controlling inter whateverbodyal relations, qualification decisions, line up individual member actions and perceptions with corporate goals, planning, budgeting and directing the effort of the several following engaged in the get to with us. The manager role involves insuring that group operation is timed, controlled and predictable.The idea of course management is pervasive and powerful in society. It defines those military man attributes which atomic number 18 thought appropriate to success in the formal potty, like competition, ambition and financial astuteness. The Western myth of managerial man is one of the dominant myths of our age. The central feature of this concept is the idea of management. Since the early age of the twentieth century until today, management has been given prominence over other, around arguably more important, human activities related to emotional needs, wider family relati onships and social or intellectual aspirations. For many people, management has become the metaphor of the twentieth and cardinal first century, encompassing work, workers and work stopping points.In accordance with www.businessdictionary.com, a leader is a person who holds a dominant or superior position within his or her field, and is able to exercise a high ground level of control or influence over others. Eight major traits that severalize leaders from non-leaders are responsibility, integrity, ability to make decisions, ability to deal with facts, mickle of the big picture, optimism, resilience and excellence. on that point are both types of leaders transactional and trans governanceal. Transactional leader approaches following with an eye to exchanging one thing for another, while transformational recognizes and exploits an existing need or demand of a potential follower and looks for potential motives in followers, seeks to satisfy higher needs, and engages the full per son of the follower (Burns, 1972)In holy order to manage one-on-one communication effectively, a leader has to meet quaternary basic criteria. They are achievable, inspiring, measurable and shared. Since the result is probably the most important thing in any human activity, it is extremely important for a leader to be achievable. A good leader to a fault has to be inspiring in order to make others achieve.Some people are leaders because of their formal position in an organization or a group, whereas others are leaders because of the way other group members respond to them. These two public forms of leadership are called designate leadership and emergent leadership. leadership that is based on occupying a position in an organization is an assigned leadership. Emergent leadership, in its turn, is not assigned by position rather, it emerges over a period through communication of a leader with his followers.In our contemporary society in order to survive any business has to mold i tself to the needs of constantly changing world. It is not enough to still satisfy consumers needs and wants. In order to withstand severe market place competition it has become important to follow consumers ever-changing requirements.Leaders reshape their teams using two ways episodic and continuous castrate methods. apiece method is used depending on the scale of changes requisite and type of the purlieu a person works in. Also, different exhibition of leadership is needed to perform such changes.Continuous changes satiate place when a telephoner or a team adapts to the outside environment constantly and during a long period of time. Changes appear as endless modifications to working and payoff serve upes on micro levels. Working environment constantly evolves, trying to recognize, hatch and respond to changing market conditions, putting an emphasis on semipermanent adaptability. This, however, sometimes means organizations or teams inability to remain stable. Leader in this particular case plays a role of a sense shaping machine who redirects changes, however does not play a role of a person who leads the changes in the company. Leadership is revealed through a success of the team in long-run.Episodic changes, on the other hand, are occasional, infrequent and discontinuous changes that dramatically alter the way of doing business inside the company or the team. During a short-run period a group of people strives to adapt to the external environment, being inert and unable to do this using continuous adaptation. Changes take place on macro levels and are usually very unconnected and global. Leaders are considered as one of the five triggers to such changes. They set aside a strong sense of purpose of the change, are passionate, incite others, making people follow them, and actually make changes happen.Principles of leadership excellenceA localize on QualityThe leaders job is to encourage and buzz off high-quality products and process to a ll who have a stake in the groups work. purity leadership incorporates ideas that energize and inspire followers to unified action to sum up and maintain high-quality operates and products. Leaders focus on high-quality feat in all aspects of work. They foster team approaches to task activity that delegate more discretion over the work to the team and to individuals. They set standards of conduct and performance that implement cultural values and behaviors. The leadership model includes encouraging the formation of traditions that foster and inculcate the core-value slew. Often it includes dramatizing the core-value vision in ways that explain and interpret it to organization members.This virtual leadership environment assumes a culture of excellence. Culture includes experience, expectation for the future and values that condition behavior. Without general placement on acceptable behavior and the values context within which we operate, corporation members are free to follow divergent paths. Coherent, cooperative action is unrealistic where at least implicit agreement in a common culture is missing. Creating and maintaining a culture conducive to attainment of personal and team excellence goals is, therefore, a hallmark of leadership excellence in any organization.A Focus on VisionThe principal mechanism for implementing values and purposes the leader desires is the vision statement. A vision statement is a short, memorable motto or statement that encapsulates the core values of the organization. Creating the statement is a personal task done primarily by the leader. The polished leader adopts a core-value vision that emphasizes quality remedyment values.The impact of vision fit is powerful. It pervades all else the excellent leader does. It is both part of the definition of the excellent leader and the mechanism for integrating context (culture) and technologies. It is the core idea rear the leader and the followers in a common purpose.A Focus on ServiceAlso critical is the need for the leader to computer address questions of high-quality service in attaining corporate goals. In doing this, leaders act to pull in and then empower followers to be of service. This aspect of the service property is similar to the training and education programs managers and leaders have been doing routinely. Excellence leaders see value in helping followers broadly induce their capacity to be of service. They also emphasize high-quality, excellent service levels.The certify aspect of the service dimension has to do with the service role of the leader toward followers. The leaders job is not only to encourage and sustain high-quality service by all stakeholders but to provide needed services to all those who have a stake in the groups work. Leaders mete out coworkers as their needs arise, so they (the followers) drop accomplish their set tasks.Leaders serve followers in ways that energize and inspire them to unified action. The service ro le casts the leader as a steward in relationships with coworkers. The stewardship role asks the leader to hold in trust the organization, its resources, its people and the common vision of the future.A Focus on InnovationLeaders foster knowledgeableness in groups. The leadership model sees the leaders role as transforming the self, followers and the institution to achieve the strategic vision. Leaders see their role as transforming the group. Leaders have a bias for change. They are alert to the verbalised and implied needs of customers, employees and clients. They regard as both the techniques and the pressures for change.Leaders develop their followers in appropriate ways to enhance them and improve their performance. Leaders love people. They cast off large amounts of energy in seeking, developing and expanding the capacities of those around them. Leadership is in the business of making champions. Champions are group members imbued with the leaders vision and satisfactory of moving an idea through all the development phases to full implementation.A Focus on Productivity ImprovementProductivity improvement is also a part of the definition of the excellent leader. Leaders take responsibility for improvement in the productive capacity of the group and its members. These leaders have a results-oriented, not activity-oriented, service style. There is an uncompromising impartment to the customer. They inspire others to think, plan and act with the customers need in mind (Fairholm, Real Leadership How Spiritual Values Give Leadership Meaning, 2011).Productivity, therefore, becomes a function of tell service. Excellence leaders encourage productivity through reward structures point upon the demonstration of desired productivity behaviors (Bernard Avolio, 1994). Leaders are focused on reward structures that encourage high-quality work. Leaders provide incentives for stakeholders to change to accommodate the vision values. Rewards in excellent leadership emp hasize development of individual capacities and respect for group values, norms, work processes and productivity results.Skills needed for leadership excellence tenuous leadership appears to be an applied capacity. It is action-oriented, and it cannot be learned in classrooms. Of course, some leadership skills are acquired in the normal way through reading, studying and analyzing theoretical propositions and principles. And some leadership capacity is learned through notification of other leaders. But leadership excellence is learned most in full through leadership action. It is a dynamic process. One study of executives in Virginia (Fairholm, Values leadership toward a new philosophy of leadership, 1991) identified eight categories of skills that seem to define the technology of excellence. They includeAbility to assess the placeCapacity to build on employee strengthsSensitivity to evolving trendsPolitical astuteness slim sense of timingCapacity to be inspirationalTechnical (job ) competenceAbility to focus on a few important thingsThe factors that nurture excellence in organizations across the nation include clarity of care and vision and effective leadership at the top. Leaders select and embolden service champions (in-house entrepreneurs). They interact closely with both employees and customers. They understand cultures and structures, emphasize process over product and focus on human factors to get a high-quality product.These skills run counter to much of the content of professional business coach curricula. These schools teach quantitative analysis and rational decision making as primary technologies. Evidence amassed in leadership excellence suggest otherwise. contradictory management, leadership excellence is more a political process of shaping the situation, assessing the strengths of actors, sensing nuances in relationships and acting to focus group resources at the just time. Technical competence in the job to be done is less important tha n political sensitivity.Preparation for leadership excellence asks embryonic leaders to be political, to be sensitive to the feelings of others and to care about their followers as human beings, not as just cogs in the industrial machine. Leaders who focus too much on traditional managerial goals of tight-fitting control will fall short of attainable high-quality performance and can expect failure, even destruction. Quality improvement is a long-term values-change process. There are few quick successes.Attaining high quality requires total employee occasion at all levels in the organization. It is a matter of cultural change to give high priority to quality values and methods. It requires effort by everyone workers, middle managers and those at the top. Each needs to play a role in changing the culture to value quality and in playacting to attain it.Producing high-quality products or services also implies quality-of-work-life factors that are difficult to attain. Leaders need to create a culture that meets the needs of all stakeholders both within and external to the organization. They need to give employees something personally meaningful to commit to before they commit themselves to quality goals or anything elseHigh quality will come only as we move from a situation where workers work because they fear economic deprivation, to a situation where they work because they want to improve themselves and make a difference in the world. It is an empowerment idea.