2. Differences between leadership and management 2. 1 Managers maintain things and leaders change things Studies on the subjects of leadership and management have the underlying difference between a leader and a manager as “managers maintain things and leaders change things.
Gill (2006:26) explains their difference as “Managers plan, allocate resources, administer and control whereas leaders innovate, communicate and motivate” Weathersby (Management Review Vol 88:3) summarises the contrast between leadership and management as: Management is the allocation of scarce resources against an organization's objective, the setting of priorities, the design of work and the achievement of results. Most important, it's about controlling. Leadership, on the other hand, focuses on the creation of a common vision.It means motivating people to contribute to the vision and encouraging them to align their self-interest with that of the organization.
It means persuading, not commanding From these distinctions, management is therefore associated with tasks, targets, policies, adherence to procedures and administration whereas leadership is associated with vision, inspiration and change. Management displays a form of mould that individuals confine themselves to, to achieve the laid out goals of an organisation.To a certain extent it creates a monotonous environment which results in lethargy killing innovation. Leadership on the other hand demonstrates diversity and continuous change which motivates people to change their behaviour in a quest to achieve a desired goal. It does not give a laid out formula on how the goal is to be achieved but leaves room for ingenuity to accomplishing the goals. 2.
6Leaders are visionaries, managers administer someone’s vision. The key difference between leadership and management is vision as noted by Deetz et al (2000:49).The leader clearly sees in his mind the way they want things to be and they articulate this mental picture to followers in a way that the followers can visualise this picture and use their strengths, capabilities and talent in pursuit of the manifestation of this picture. This creates a sense of purpose in the followers which in turn creates energy from within which drives followers to the destiny. Managers maintain structures and develop regulations which administer and give direction on how the set vision and mission of an organisation is to be fulfilled.
. 7Leaders empower their followers, managers control their subordinates Leadership is a process centred on a relationship whereas management involves coordinating activities that reflect the organisation’s purpose as Gill (2006:61) states. The relationship lies in developing people, that is, empowering them so that they can implement the vision that the leader has. Building a lasting legacy involves empowering people and that is what renowned leaders are admired for. In all their pursuits the core worth of their works is that they empowered a people.
Nelson Mandela is an iconic leader because he has persistently sought the empowerment of the people of South Africa; Mahatma Ghandi’s legacy lives on because he pursued the empowerment of the people of India. Mother Theresa is a symbol of true leadership because she passionately lived her life empowering the outcasts of the society. Gill (2006:216) summarises empowerment as Giving people the knowledge, skills, self-awareness, authority, freedom, resources and opportunity to lead themselves. Empowerment therefore creates an environment that nurtures initiative, creativity, innovation as well as responsibility.Individuals realise their full potentials in such an atmosphere and therefore live their lives to the fullest with zeal as they have a sense of worth and purpose in their hearts. Consequently, an organisation’s performance is enhanced and its vision accomplished once the people have a purpose driven life.
Argyris reports one CEO as saying “No vision, no strategy can be achieved without able and empowered employees. ” Management on the other hand does not seek to empower people as its aim is to control and direct activities.In the paradigm of management, empowerment is viewed as losing authority and control over people and resources. Generally, people resent being driven, controlled and being seen as part of company equipment.
This breeds apathy in employees towards the organisation’s intents in the market place and destroys accountability. 2. 8Leaders focus on people, Managers focus on systems and structures. An effective leader focuses on people and therefore empathises with them.
Empathy is the tool of emotional intelligence which successful leaders apply.When individuals realise that their feelings and concerns are being acknowledged they develop a sense of trust which fosters a strong relationship based on loyalty to the leader - that way people’s hearts are worn to the cause of the leader. Thus, shared values are identified that sustain the quest of vision and purpose as Gill (2006:82) alludes to. He further mentions that all visioning, strategic thinking and goal setting without effective emotional intelligence are impotent. In comparison, management focuses on systems and structures and is distant from the thoughts and emotions of individuals.
It applies coercion in its endeavour to achieve results. The law of force has it that where there is force there is a reciprocating resistance. Therefore, managers do not attain the required attitudes and behaviours in personnel that are in line with the goals of the organisation. The most that can be attained is compliance to the regulations than any form of commitment. 2. 9Summary of the core differences between a leader and a manager In essence, management operates in the paradigm of planning, organising and controlling whereas the paradigm of leadership is vision, values and empowerment of people.
Gill (2006:27) summarises the differences between leaders and managers in the table below: The ManagerThe Leader AdministersInnovates Is a copyIs an original Focuses on systems and structuresFocuses on people Focuses on controlInspires trust ImitatesOriginates Accepts the status quoChallenges the status quo Is a classic “good soldier”Is his or her own person. Table 2. 1: the differences between a leader and a manager 3Similarities between management and leadership Despite the differences between leadership and management they have essential similarities: 3. Leaders and managers aim at achieving goals Leadership and management equally aim at achieving goals. The basis of the two is to achieve particular goals though the goals may be set differently.
To achieve these goals leaders and managers need resources. Thus they both mobilise and make the most of the resources required to attain the set goals. Part of these resources is the human resource, on which both depend upon 3. 2 Leaders and managers use power to influence peopleLeadership and management rely on power to move people in a particular course And therefore use the various forms of power to steer people towards a certain goal. Managers, in general use position power which is power associated with their position in the organisation.
Leaders commonly use personal power which is their ability to influence people towards a goal and do not rely on position in an organisation. 3. 3Their credibility lies on competence and integrity Another similarity is that the credibility of a manager or a leader relies on their level of competence and integrity.A leader or manager needs to display a certain degree of knowledge or skill in the area they exercise their influence.
It is therefore paramount to be constantly acquiring knowledge for them to remain relevant to the people and attain respect from them. Besides competence, subordinates and followers should be able to rely on the people who have authority over them. The more reliable a leader or manager is the greater the ability of the individual to influence the attitude and behaviour required to attain the objectives sought. 4ConclusionHaving explored the differences and similarities between management and leadership, it does not mean that management is not a necessity, both leadership and management are important if organisations are to prosper. Management is crucial to leadership as without management, leadership lack structure.
my aspiration therefore is to grow from the current position I am in of a manager and develop into an individual that can inspire people to a point where they achieve the organisation’s goals through commitment and not by compliance.I want to become a visionary and help foster change in my department and organisation. My desire is to empower people to reach their fullest potential and bring a sense of purpose in their lives. I believe that the MBA will develop my leadership competencies through the leadership development course which so far has taught me aspects of emotional intelligence whose principals I have been applying at my work place.
I have begun to realise a developing sense of relationship of trust and openness between my subordinates and me. I therefore trust that by the end of the leadership development course and applying the principals thereof- I will be a true leader 5Bibliography Gill, R. 2006. Theory and practise of leadership. London: Sage.
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