Leadership Dynamics

Difference between leadership and management

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Leadership is an attributional and a personal talent that is about inspiring people to pool their efforts together towards achieving common goals and objectives (Rosenbach and Taylor, 1998, 1). A Leaders empowers individuals and encourages them to overcome their rank and position within the organization to associate themselves and their colleagues with specific works, duties and responsibilities by setting directions, building commitment and taking challenges (Day and Halpin, 2004, 3). The most important aspect of a leader is his ability to command implicit faith, confidence, and respect of his followers, irrespective of his position and power in the organization. On the other hand a manager is a functional entity in the organization whose duties primarily concern with maintenance of procedures and protocols and his main goal is to ensure that organization set goals and objectives are timely met and delivered. Where a leader motivates the employees by setting personal examples, a typical manager commands employees to work to attain objectives by principle of reward and punishment. A leader can take decisions that are quite unconventional, innovative and on the spot to resolve a deadlock, while manager exhausts all the standard procedures in such cases and if still unable to solve it, they escalate it to their superiors for guidance and directions.

Most relevant qualities of a leader

Within every social, institutional or organizational structure, a leader is always looked upon the person with abilities to broach reconciliation and resolution in situation of conflict. A good leader exercises his control over most complex, demanding and otherwise impossible condition by exhibiting personal integrity, ethical and moral traits and values that other can relate to and get inspired to include them in their personal conduct (Laurie, 2000, 53). Another very crucial characteristics of leadership is that it produces new leaders from among the followers and hence, through a multiplier effect, results in empowerment of individuals and communities. Leadership helps the followers to discover and grow their internal abilities and encourage them to become an integral part of the process, not a mere tool. This causes a reinstating of self pride and confidence among followers and it earns leaders willing obedience of people who realize the integrity of the leader in creating a just, legitimate and encouraging environment where they see themselves as valued members and in turn lend their unconditional support to the joint cause under the leadership (Messick, 2005, 81)

 

However, a possible danger associated with leadership is that with almost unqualified respect and command leaders enjoy over their followers, there are chances that it can make dictators out of them by placing absolute control and power in their hand. Due the inherent dangers associated with power which makes it a hard to resist temptation, the ultimate goal of a leader can change from one of  become the ultimate goal for a leader from the tool helping to achieve the goals.  Therefore leadership demands that power be shared with others so that it can grow(Champy and Nohria, 1999, 165).

Charismatic leadership

Often there are leaders who gain widespread following due their charismatic personality. They are gifted with power of hypnotism and their followers willingly follow the leader on any course that is proposed before them. But such leadership is inherently dangerous due to two reasons. (a) Charismatic leadership is characteristically non-inspirational. As it an individual phenomena, it can not be passed down and therefore it can not act as an example for others to follow. (b) Charismatic leadership can easily lead to violation of moral and ethical values among the followers, because it blinds followers’ abilities to discern between right and wrong.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Reference

Champy J, Nohria N, 1999, The Arc of Ambition: Defining the Leadership Journey, Perseus Books (Current Publisher: Perseus PublishingCambridge, MA.

Day DV and Halpin SM, 2004, Leader Development for Transforming Organizations: Growing Leaders for Tomorrow,  (edit) David V. Day, Stanley M. Halpin, Stephen J. Zaccaro, Lawrence Erlbaum Associates,  Mahwah, NJ.

Laurie DL, 2000, The Real Work of Leaders: A Report from the Front Lines of Management, Perseus Books (Current Publisher: Perseus Publishing, Cambridge, MA

Messick DM, 2005, The Psychology of Leadership: New Perspectives and Research, (edit) Roderick M. Kramer, David M. Messick , Lawrence Erlbaum Associates, Mahwah, NJ

Rosenbach WE and Taylor RL, 1998, Contemporary Issues in Leadership, (edit) William E. Rosenbach, Robert L. Taylor, Westview Press,Boulder, CO.