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Provide a total of three examples. First, of someone who has great managerial skills. Second, another individual with great leadership skills.
Provide a total of three examples. First, of someone who has great managerial skills.
- What are the differences between leaders and managers? What characteristics are similar and what are different?
- Provide a total of three examples. First, of someone who has great managerial skills. Second, another individual with great leadership skills. Third, another person with poor managerial skills. These can be made up individuals or examples you have seen without any identifying information. Discuss how the staff of each individual would be affected by the skills of the leader/manager.
Expert Answer and Explanation
Leadership and Managing
The success of any organization or company is based on the ability of the leaders to meet different operational needs. The daily operations and strategic governance of any company are done through the top management, which comprises leaders and managers. The roles and responsibilities of leaders and managers can be focused on the same mission, but the functionality differs in operations (Grady, & Hinings, 2018).
The debate between leaders and managers is a critical aspect, and while some might use the words interchangeably, there are various operational differences between a leader and a manager. This paper will focus on iterating the differences between a leader and a manager and also depict different practical examples of a good and poor leader or manager.
Leader Vs. Manager
The difference between a leader and a manager can be viewed from different perspectives. Within any organization, different operational needs exist, including production, service delivery, and the customer. The basic foundation of a leader is to be an important link between the different stakeholders and the firm. Leaders are oriented toward creating an efficient environment for operations (Grady, & Hinings, 2018). The differences can be perceived based on their work, authority, approach used, and qualities.
To begin with, the differences between a leader and a manager can be viewed from the meaning of the terms. To be a leader means that an individual has the capacity to influence, guide, or direct the physical behaviors of their followers in a specified or predetermined direction, mainly towards the attainment of a specific goal (Anbu, 2019). As a leader, it is important to be able to demonstrate proper strategies that can influence others to perform better or improve in their current position.
On the other hand, to be a manager means that a person acts on behalf of a company or firm in a representative capacity (Anbu, 2019). In retrospect, a manager has some form of power and represents the firm responsible for the overall management or operations of the employees (Anbu, 2019). As a manager, one is focused on acting in the company’s best interest at all times, including coordination and taking requisite actions if the need arises.
The correlation between a manager and a leader can also be perceived based on their functions or type of work and authority. For instance, a leader is not necessarily a person in a position of power, and their authority is informal in nature. In this regard, the leadership aspect of a person is based on their individual attributes and personal qualities as they relate with others (Anbu, 2019). To be a leader means to be self-aware and make decisions that help the growth of the team and followers.
In this regard, a leader’s work is aimed at providing directions to the followers of employees. A leader helps create attainable and realistic visions and communicates the issues with the employees (Matira & Awolusi, 2020). Leaders also facilitate efficient employee performance through motivation and encouraging the followers to meet their different visions. Manager is different s they have formal authority as they are ranked on a higher positional role within the company (Matira & Awolusi, 2020).
To be a manager, one needs to demonstrate authority and power while ensuring that internal processes run effectively and that the company’s needs are met. In this regard, the work of a manager focuses on formulating an efficient organizational structure and delegating authority or responsibilities among employees. Managers are also critical to the company having the required resources to improve its operational needs.
Be that as it may, the difference between leaders and managers can also be attributed to the management functions of each of the two. While the management function of a leader is only to direct employees and followers, managers perform all the five functions associated with management. Managers help with planning, staffing, organizing, controlling, and directing (Matira & Awolusi, 2020).
These five management functions are important as they help create a basic and fundamental structure of the organization. The role of the management structure within an organization helps facilitate the operations of the company and that all the policies, procedures, and resources are available for an efficient operation.
As a leader, one needs to act proactively and operate both in the formal and informal structures of the organization (Joullié et al., 2021). On the other hand, managers are reactive and only operate within the organization’s formal structure. A leader is required to demonstrate leadership qualities while interacting with others. Leadership qualities are key since they help create a conducive informal environment and proactive approaches. A manager needs to possess managerial qualities but can augment with leadership traits to help improve their performance and general outlook (DiGirolamo & Tkach, 2019).
In this regard, managers ensure that the company’s internal and external processes are maintained and that the employees are aware of and adhere to the set rules and regulations. Managers also strive to attain efficiency within the organization through effective staffing and resource acquisition. Efficiency helps with controlling and planning activities.
It is important to understand the difference between a leader and a manager as it helps create an effective understanding of how a company operates and why some decisions have to be made (DiGirolamo & Tkach, 2019). The different leadership and management techniques are critical and can help with decision-making and guidance within an organization. As an employee, one would also be aware of who to approach in case of different issues within the facility (Gächter & Renner, 2018). A manager can be approached on the operational aspects, while a leader can be approached in case of any informal or transformation attributes.
Examples of Managerial and Leadership Skills
Great Managerial Skills
An example of a manager with great managerial skill was a head of a renowned company that surprised many with the actions he took in the wake of COVID-19. At the beginning of the pandemic, the manager called for a managerial meeting with all the stakeholders to plan what would happen in the event that the disease poses a risk to the operations of the facility. The manager sought to adopt a new structure that would enable the employees to work remotely.
The manager authorized the purchase and installation of company servers that would allow the employees to connect to the internal intranet and continue working regardless of their physical location. Since the nature of the disease was known, and social distances would be inevitable, the decision to plan ahead and anticipate the worst-case scenario helped the company overcome the challenges that were brought about by the disease. The technique helped the employees adapt to the new circumstances without affecting the business continuity (Gächter & Renner, 2018).
Great Leadership Skills
Mr. John or company X was a team leader assigned to obverse the implementation of a new evidence-based system. During the transition, there was a conflict between two employees who had reached an impasse and would not follow what each other was saying. To address the issue, John sought to first listen to each of the employees and make a decision based on their different perspectives.
It turned out that neither the employees were wrong, and there was an issue with understanding each other. The employees were referencing different guidelines and misunderstood each other in terms of execution. To resolve the issue, the correct guideline was used, and they both agreed to use the correct guideline. The staff would learn how to best address conflict and the importance of effective communication.
Poor Managerial Skills
Mr. M is the procurement officer of company Z, which deals with the packaging and distribution of perishable goods. The company makes use of raw materials sourced from different countries. Following the onset of COVID -19, there was n issue with international logistics, and the production of products and consumption would be affected. The procurement manager failed to plan ahead and went on with normal production and acquisition.
After a while, the company experienced an acute shortage of products, and the current inventory was overwhelmed due to challenges with logistics from the warehouse to the destinations and vice versa. The employees were forced to adapt to impromptu and unplanned intervention, including working overtime and being part of crisis meetings that would have been overcome.
Conclusion
This paper focused on iterating the differences between a leader and a manager and also depicted different practical examples of a good and poor leader or manager. Understanding the difference between leaders and managers is key to growth. Leaders and managers can also benefit by knowing the extent of their roles and responsibilities.
References
Anbu, D. (2019). The role of leaders and managers in Business organisations. Asian Journal of Management, 10(3), 225-228.
DiGirolamo, J. A., & Tkach, J. T. (2019). An exploration of managers and leaders using coaching skills. Consulting Psychology Journal: Practice and Research, 71(3), 195.
Gächter, S., & Renner, E. (2018). Leaders as role models and ‘belief managers’ in social dilemmas. Journal of Economic Behavior & Organization, 154, 321-334.
Grady, C. M., & Hinings, C. B. (2018). Turning the Titanic: physicians as both leaders and managers in healthcare reform. Leadership in Health Services.
Joullié, J. E., Gould, A. M., Spillane, R., & Luc, S. (2021). The language of power and authority in leadership. The Leadership Quarterly, 32(4), 101491.
Matira, K. M., & Awolusi, O. D. (2020). Leaders and Managers Styles towards Employee Centricity: A Study of Hospitality Industry in United Arab Emirates. Information Management and Business Review, 12(1 (I)), 1-21.
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FAQs
7 Qualities of a Good Manager
As the famous saying goes, “employees don’t leave jobs, they leave managers.” A good manager is crucial to the success of any team or organization. But what makes a manager “good”? In this article, we will explore the seven qualities of a good manager that can help you become a successful leader in your workplace.
Introduction
A manager is responsible for leading a team, setting goals, and achieving results. While technical skills are important, they are not enough to make a good manager. A good manager must possess a range of interpersonal and leadership qualities that help them guide and motivate their team to success.
Qualities of a Good Manager
1. Strong Communication Skills
One of the most critical qualities of a good manager is excellent communication skills. A good manager is able to communicate effectively with their team members, understand their needs, and provide constructive feedback. This means being able to listen actively, speak clearly, and write effectively.
2. Ability to Delegate
A good manager knows that they can’t do everything themselves. Delegation is a crucial skill that allows a manager to distribute tasks to team members and focus on their core responsibilities. A good manager trusts their team members and gives them the autonomy to complete their tasks while providing guidance and support when needed.
3. Problem-Solving Skills
A good manager is also an excellent problem solver. They are able to identify issues within their team or organization and find solutions to resolve them. A good manager is proactive, takes initiative, and anticipates problems before they arise.
4. Emotional Intelligence
Emotional intelligence is the ability to understand and manage one’s own emotions and those of others. A good manager has high emotional intelligence and is able to empathize with their team members, understand their perspectives, and manage conflicts effectively.
5. Positive Attitude
A good manager maintains a positive attitude even during challenging times. They inspire and motivate their team members to achieve their goals and create a positive work environment. A good manager recognizes the importance of celebrating small successes and creating a sense of accomplishment among their team members.
6. Commitment to Continuous Learning
A good manager is committed to their own personal and professional development. They understand that there is always room for improvement and seek out opportunities to learn and grow. A good manager encourages their team members to do the same and provides opportunities for them to develop their skills.
7. Lead by Example
Finally, a good manager leads by example. They set the tone for their team and model the behavior they expect from their team members. A good manager is ethical, trustworthy, and accountable.
Conclusion
Being a good manager requires a range of interpersonal and leadership qualities. By developing these qualities, you can become a successful leader and guide your team to success. Remember, a good manager is someone who communicates effectively, delegates tasks, solves problems, has high emotional intelligence, maintains a positive attitude, is committed to continuous learning, and leads by example.
Examples of Good Managers in History
Being a manager is not an easy task. It requires a combination of skills, knowledge, and experience to be able to lead and motivate a team to achieve success. Throughout history, there have been many great leaders who have demonstrated exceptional management skills, leaving a lasting impact on their organizations and the world as a whole. In this article, we will discuss some examples of good managers in history who have set the bar high for future leaders.
Introduction
Management is an important part of any organization, and it takes a certain set of qualities to be a successful manager. In this article, we will take a look at some of the most successful managers in history and examine what made them so great.
1. Julius Caesar
Julius Caesar was a Roman general, statesman, and dictator who lived from 100 BC to 44 BC. He is often regarded as one of the greatest military commanders in history, having conquered a significant portion of Europe and expanding the Roman Empire. Caesar was an exceptional leader who was known for his strategic thinking, determination, and ability to inspire his troops. He was also a skilled politician who was able to manage the Roman Senate and maintain control over his vast empire.
2. Abraham Lincoln
Abraham Lincoln was the 16th President of the United States, serving from 1861 until his assassination in 1865. He is widely regarded as one of the greatest leaders in American history, having guided the country through the Civil War and abolished slavery. Lincoln was a skilled communicator who was able to inspire and motivate his followers with his speeches and his unwavering commitment to the ideals of freedom and democracy.
3. Steve Jobs
Steve Jobs was the co-founder and CEO of Apple Inc., one of the most successful and innovative companies in history. Jobs was known for his vision, creativity, and ability to inspire his employees to achieve great things. He was also a master marketer who was able to create a strong brand identity for Apple and maintain a loyal customer base.
4. Mahatma Gandhi
Mahatma Gandhi was a political and spiritual leader who led the Indian independence movement against British rule in the mid-20th century. Gandhi was known for his nonviolent resistance and his commitment to social justice and equality. He was an exceptional leader who was able to inspire millions of people to join his cause and bring about significant change in India.
5. Martin Luther King Jr.
Martin Luther King Jr. was a Baptist minister and social activist who led the Civil Rights Movement in the United States during the 1950s and 1960s. He was an exceptional leader who was able to inspire and motivate people of all races to join his cause and fight for equality and justice. King was a skilled communicator who was able to deliver powerful speeches that continue to inspire people today.
6. Winston Churchill
Winston Churchill was a British statesman and prime minister who led the country during World War II. Churchill was an exceptional leader who was known for his courage, determination, and unwavering commitment to victory. He was also a skilled orator who was able to rally the British people and inspire them to fight against the Nazis.
7. Jack Welch
Jack Welch was the CEO of General Electric from 1981 to 2001 and is widely regarded as one of the most successful and influential business leaders of his time. Welch was known for his aggressive management style and his ability to turn around struggling companies. He was also a strong communicator who was able to articulate his vision and inspire his employees to achieve great things.
Three Things Your Manager Should Start Doing: A Guide to Effective Management
As an employee, you rely on your manager for guidance, support, and feedback. A good manager can make all the difference in your work life, but not all managers are created equal. If you find yourself struggling under the management of a subpar boss, you may be wondering what you can do to improve the situation. While you can’t control your manager’s behavior, you can suggest some positive changes that they could make. Here are three things your manager should start doing to be a more effective leader.
Communicate More Effectively
One of the most important qualities of a good manager is effective communication. If your manager is not communicating well with you and your team, it can lead to confusion, misunderstandings, and even resentment. To be a more effective communicator, your manager should:
Be Clear and Direct
Your manager should be clear and direct when communicating with you and your team. This means using language that is easy to understand and avoiding vague or ambiguous statements. Your manager should also be direct and honest when giving feedback, even if it is negative.
Listen to Feedback
Effective communication is a two-way street. Your manager should be willing to listen to feedback from you and your team and take it into consideration when making decisions. Encourage your manager to solicit feedback and create an open and honest environment where everyone feels comfortable sharing their thoughts and ideas.
Provide More Support and Resources
Another important quality of a good manager is providing support and resources to help you and your team succeed. If your manager is not providing the support you need, it can be difficult to perform your job to the best of your ability. Here are some things your manager should start doing to provide more support:
Set Clear Expectations
Your manager should set clear expectations for you and your team, including goals, deadlines, and performance standards. This will help you understand what is expected of you and ensure that everyone is working toward the same objectives.
Provide Adequate Resources
Your manager should provide you and your team with the resources you need to succeed, including tools, training, and support. If you don’t have the resources you need, don’t be afraid to speak up and let your manager know.
Encourage Career Development
Finally, a good manager should be invested in the career development of their employees. This means providing opportunities for growth and development and supporting your career goals. Here are some ways your manager can encourage your career development:
Set Goals and Objectives
Your manager should work with you to set goals and objectives that will help you grow and develop in your career. These goals should be specific, measurable, achievable, relevant, and time-bound (SMART).
Provide Feedback and Coaching
Your manager should provide regular feedback and coaching to help you improve your skills and performance. This feedback should be constructive and focused on areas where you can improve.
Conclusion
In conclusion, if you find yourself struggling under the management of a subpar boss, don’t despair. You can suggest some positive changes that your manager could make to become a more effective leader. Encourage your manager to communicate more effectively, provide more support and resources, and encourage your career development. By doing so, your manager can create a more productive and positive work environment for you and your team.