Approach to Managers and Leaders - Essay Example

Questions And Answers Q1. Whilst some managers lead and some leaders manage, there are some leaders who are not managers. Provide examples. Leadership is responsible for “holistic approach” of a movement for which he is working. He has to take care of executing a task and also define how it is going to be executed with respect to ethics, work culture, and above all sustainability. Leadership is one kind of management which is further diverged in four main areas: Management is about organizing staffs, it is more formal and scientific than leadership, it is more rational, structured and centralized, and lastly manager gives no major emphasis on change, and tends to focus on intrinsic working. On one side, Leader tends to bring about change in the system itself for betterment of society, the management on the other prefers stability. Qualities that a leader focuses on are: Showing a way, Venturing and energizing, Dealing with change, Inspiration, Motivation, and Influencing. Qualities that a Manager focuses on are: Implementing vision, Achieving the tasks a leader formulates. Team leadership Vs Traditional Leadership, Solo leader (traditional leadership) plays myriad roles, strives for conformity, collects acolytes, directs subordinates and projects objectives; Whereas the team leadership is about choosing to limit role (delegates), building on diversity, seeking talent, developing colleagues, and creating mission. Running charity organization and a project team in any organization, for example, has different motivation. Leader has a greater role to play in former, while manager can look after the latter. People associated with each other, some of them are not managers in the job position but they are very good leaders and able to achieve the charity objective through various activities and lead team mates towards the same direction. Richard Branson is another example. He is a leader and has lead from the front to place VIRGIN group at the pinnacle, far ahead of the competitors and now he does not need to manage organization or personnel. For him, it is more important to set vision/direction and lead followers in the that direction. And below him, he has group of good managers to manage the organization. There are also some disadvantages of group activity that members face, like pressure to conform to group standards of performance and conduct. Some work groups might ostracize a person who is much more productive than his/her co-workers. Shrinking of individual responsibility is another problem frequently noted in groups. For example, the social loafing means shirking individual responsibility in a group setting. Q2) Do you recognize in those around you in the workplace any theory X and Theory Y leaders? What are the strengths & weaknesses of each of these styles? Yes. For instance, my organization marketing department vice-president Jacob is theory X leader: Jacob: Drives the staffs to work with all ones might. Implements “urges on” type system. With that, in the competition intense market, this procedure enables the company gain the market and holds the share with the large scale enhancement. Theory X Just like Roosevelts old saying “Speak softly and carry a big stick; you will go far” McGregor proposes is behind this kind of radish (incentive reward) adds the big stick-like management. By now administrative personnel’s responsibility and the corresponding mode of administration are: Superintendents role is a guardian, is the direction and guidance. Advantages of theory X are: What the management cares is how to raise the labor productivity, to complete the task; manager`s main function is the plan, the organization, the management, the direction, the surveillance, like the time allowance, the technical schedule and so on. Staff should obey instructions, if the staff violates these stipulations, management uses penalty; and for obeying the rules there are monetary rewards; The management may or may satisfy persons physiological needs as well as safety requirement in each kind of condition. The advantage of management entices for the staff, or punishes depending on the strict system, but it can use any regardless of which treatment stimulates the staff from exterior, enhances their work enthusiasm. Although research on each kind of driving force and the theory itself has occupied the influential status, but the reward and the penalty was still one kind of powerful drive factor. The threat of big stick could also play certain role in the past, like the staff was afraid to lose work, to lose income, the buckle to pay out the bonus, degradation or other penalties. Disadvantages of theory X: The management doesnt consider the emotion, morality and justice to give the humane respect to their staffs; Each employee can obtain carrot, for example, raise in salary according to the period of service and designation, discuss the merit to raise salary on regular intervals, or managements bonus does not rest on their achievement standard, like this is the drive goal. This does not have the drive goal. However, in present society, this management theory is less effective. Moreover, such management is much likely to cause staffs retaliatory behavior. According to Maslow Hierarchy of needs theory, the human has 5 kinds of demand, respectively : Physiological drive, security requirements, love/belonging demand, Esteem demand and self-actualization. The people behavior’s motive at that time is mainly the pursuing higher need, but is not “the carrot” (physiological needs, safety requirement). If managed effectively and honestly, the human nature basic supposition can be changed accordingly. If the human nature basic supposition is invariable, even if management sometimes uses decentralization-like management by objectives, the democratic consultation etc, that is also like “old liquor in a new bottle”, although on the surface is the new likely, in fact its function is not executable. Theory Y Advantages of theory Y: It has its positive one side to persons characteristic supposition, it has provided one kind for the management regarding persons optimism view, but this optimisms strives for staffs cooperation and the warm support. The theory Y can help the HR personnel change the management way for staff, and improve the manager’s effect. Disadvantages of theory Y: No doubt not all people are inborn lazy and irresponsible, but in real life some people tend to gravitate toward intended inactivity, moreover firms are not willing to change. Regarding such people, the management using theory Y will be defeated unavoidably. Moreover, the organizational structure must develop and realize persons wisdom potential, and must provide adequate working conditions. But these kind of appropriate working conditions are not common. To create this kind of working environment, the cost often is also too high. Therefore, theory Y is also not suitable generally. Q3) What are the weaknesses in Fielder’s least preferred Co-worker scale theory? LPC The premise of this model assumed to be in all kinds of different situations on the most appropriate leadership style. In addition, Fielder`s assumptions in the context of personal leadership style will never change. In other words, once you are regarded as a personal guide, will be forever for the regulation of interpersonal orientation, this assumption also applies in the mission-oriented. According to Fielder`s perspective, the individual leadership style needs to be fixed. Hence, there are only two ways to enhance leadership effectiveness. The first method is for the replacement of leadership to adapt to the situations. For example, a group belonging to the leadership of a very negative situation, but the present manager is interpersonal leadership oriented, and then the performance of groups will be replaced by a task-oriented leadership and thus enhanced. The second method is to change the situation to suit leadership, practiced through the mandate of the restructuring, leading to an increase or decrease beyond the control of factors, such as pay, promotion and training, the management of competence. The effectiveness of Fiedler model provides a great deal of evidence to support this theory. However, his theory is not appropriate or desired. For example, we may need additional variables so declare the theory perfect. Moreover, the LPC in the questionnaire design, as well as some technical problems. In addition, assuming that the leadership will not change in order to adapt to their situations and the leadership of a pattern is not consistent with the actual situation. Effective leadership can and will take the initiative to change their leadership style to adapt to the needs of specific situations. Finally, the contingency factors in practice are difficult to assess the quantity accurately. Only some of the missing Fielder`s pattern(s) noted effective leadership to consider situational factors. It is quite subjective that the person taken is least preferred and the person most preferred for the benchmark is different. Interesting is not a reliable instrument of choosing a benchmark. Q4) Consider the key attributes suggested in level 5 leadership and compare them with the traditional successful leadership traits. Is level 5 leadership being practiced in your organization? If not, could it be implemented? Level 5 Leadership is based on the theory of: A selfless conduct, subordinate respects, and a tenacious will to be a leader. A level 5 leader must be able to lead the colleagues to march forward courageously, realize the organization`s set goals. Level 5 leadership is the humble individuality (Personal Humility). However, the intense specialized will (Professional Will) is strange combination, they are stubborn, heartless, besides, and they are also humble. They are soulful to their company, ambitious, but do not allow any proud feeling to become corporate growth shackles. Outstanding regarding the company, but, they actually will give all the credit to the colleagues, the subordinates as in goodwill, or use their clichéd words, “It is purely the luck factor”. Level 5 leadership is a well-trained troop, in this troop, the staff`s thought is unified, and the coordination in decision-making is excellent. Not everybody is required to pass all the 5 levels leadership to be able to arrive at the crown, but in the true sense, the fifth level leader must have other four lower level skill and ability. Darwin E. Smith, named CEO of Kimberly-Clark in 1971. For instance, Smith (who regenerated the story of Kimberly-Clark; being possibly called the 20th century enterprise leaders) guides the enterprise to move forward from a mediocre to one of great company. However, Smith has not been recognized much by others, he also rather prefers shunning public adulation. Smith is a typical level 5 leader, the fusion of extreme humble individuality and the intense specialization and will, who is an organization leader, organizes people and resources toward effective and efficient pursuit of predetermined objectives. Yin & Yang and Level 5 leadership Demonstrates a compelling modesty, shunning public adulation; never boastful. Acts with quiet, calm determination; relies principally on inspired standards, not inspiring charisma, to motivate. Channels ambition into the company, not the self; sets up examples for even more greatness in the next generation. Looks in the mirror, not out the window, apports responsibility for poor results, never blames others people, external factors, or bad luck. And finally, creates exceptional results by acting as a catalyst in the transition from the good to the great. Demonstrates an unwavering resolve to do whatever must be done to produce the best long-term results, no matter how difficult. Sets the standard of building an enduring great company; will settle for nothing less. In my organization, there is no level 5 leadership being practiced. In Big organization the ranking is fair. Similarity, the drive is important. Level 5 strong will power, don’t be a charismatic leader, but you can be very shiny person, yet very strong. And quickly look out the window, not in the mirror. Q5) How can you recognize differences in cognitive style (cognitive distance) in the workplace? How can you adjust to those differences? Where Dr. Leonie Intuitor feels persons take large amount of info without considering data, intuitior looks for the information relevant to the details. Her husband Old fashioned and poor. Accessing details like accountant type people with thinking process you can assume that you understand everything what she is saying. Within work situation Getting information and value information can be totally different. Can people think the situation which you work with some one is totally different? Try tailor to present in the way to be we would line with. It is big barrier. Example, it can be very painful and difficult, a lot of hard work to realize the way to present the staff will not be received or understood, persuade their perceptive, has to valuable and benefit them, properly reminding conscious and yourself with the person, and sequence bit by bit the differences are. Q6)Consider a time when someone has, in your view, over-reacted when you have given them feedback or made a personal remark. Was their sensitive line breached? Both ways, if the person doesnt think he deserve the point he will challenge. In some department there are long serving staff who have invested countless hours of their lives in the work, you try to give feedback to them, they take it personally and emotionally. They think they havnt done well enough during 25 years. Good or bad, it is the only way to promote transformational change, people go for hooking, all of us have friend`s feedback and new directive by breaking the barriers of taking ourselves too seriously (we should try to see the bigger picture, not only about us). Through the informal getting, what the company move on, is very different with what we are doing now. Told them Respective profession. Deal approach worth something is really doing well. Q7) What are the environmental factors which would shape a person’s leadership characteristic in their early years? (Hints: the connections while in childhood and the person you are now) A leadership technique applied by an individual basically is the result of years spent on development of common sense and the upbringing that the individual experienced. Hence the parental factor comes into play during the initial years of an individual in which he/she draws conclusions about life according to the people present around (the parents). The qualities (i.e. values, attitude, independent thinking & communication skills) inculcated from parents as well as schooling constitute the majority of leadership ability of a child. Also, the environment and experience plays a critical role in shaping the mould for the easy formability of leadership concepts. For instance, children of social workers will follow analytical thinking with least difficulty than, say, those of a daily wager. However, leadership is not that much objective too, it gets its essence from situational factors that cause us to change our surroundings for better. Q8) How much influence did these factors have a producing the person you are now? Now to account for my own leadership style that I would like to recall a simple fact of life that- “A newborn chick has to struggle itself to break free from the eggshell to come out”. The crux of the fact is that ACTION is the fundamental requisite for leading any group. Action generates further ideas that could not be thought of while sitting idle. Considering that the chick decides to stay idle and wait for someone from outside to break up the eggshell, and then it might get stuck there for so long so as to die. At a deeper level the above example demonstrates the consequences of delay to take cue of the problems that we encounter in life. Our previous life experiences can be put to a greater use in categorizing the leadership style that is more suitable to use. However, if we are still not able to reach to a solid consensus about the solution, then we can follow up with a “brainstorming session”. However, keeping a daily log of our lives helps us a lot in keeping track of where our life is headed to. And hence helps in weeding out the obstructions present in the way of achieving our aim. And also, writing is a good way to stimulate learning and critical thinking. In the end, I would like to take side in saying that, “a calm mind can overcome even a storm”. Problems and hindrances are a part and parcel of life which induce maturity as well as builds experiences of life over the years. Case study southwest Q1) From a leadership theory perspective, explain Mr. Kelleher’s statement in the first paragraph that “if you an environment in which people truly participate, you don’t need control.” employee initiative? Mr. Kelleher’s Practices super-leadership. One of Profitable airlines in the US. Southwest Airline is a budget airline manages to create a unique position for them within the airline industry. comparison with delta, northwest and the united, they only competing the price alone, compare themselves not just airline industry but clients transport industry as well, in such way whereby makes senses not just drives there, on top of the southwest airline, it is properly may not be as cheap as U drive but it roars the price drive the airline. Yet it is much cheap than Delta and United. In that way to manage stay the profit. offering low fares to its passengers by eliminating unnecessary services and avoiding the now-discredited "hub-and-spoke" scheduling system used by other airlines in favor of building traffic in such secondary airports as Albany, Chicago-Midway (instead of Chicago-OHare) and Orange County. Q2) Was Kelleher an influential and powerful man? Why? Discuss this from your knowledge of sources of influence and cite passages in the case to back up your assertions. Some characteristics that I cited are as below: Intangible side. Very informal, doesn’t wear a suit, quite rogue, chapmen and charisma. He practices super-leadership i.e. lead staffs to lead them. Emotion is a very influential and powerful tool. Capacity is so high. Gives proud competitive advantage. During his tenure as CEO of Southwest, Kellehers colorful personality created a corporate culture which made Southwest employees well-known for taking themselves lightly—often singing “in-flight announcements to the tune of popular theme songs”—but their jobs seriously: Southwest has never had an in-flight fatality. He has an unshakeable / firm management principle, namely not at all when will esteem one kind of corporate culture, to its opposite nod. A staff of about 15 per cent in the upper companies, many companies known as the "good work" they like Magicians and star, normally played exemplary role. Category C staff also accounted for about 15 percent, but staff at Class A at the other end. These people do not know the attitude of, or ability, it seems that not competent work, you always need people with pull even pushing organizations can keep up with the rhythm. And in between, we call Class B staff. Most managers believe that Type A staff usually have very good self-management, do not bother to separate leadership. C type of staff do not always rush times, the need to constantly supervise. All managers generally continue to encourage the category A staff, awards, the category C staff constantly criticized, guiding, and requested them to the same category A staff. For category B employees, managers often ignore their existence, this is the unforgivable mistake. According to Harvard Business School professor Thomas (Thomas J. DeLong) in the "Harvard Business Review" article found, the staff loyal to the B category, silently, the corporate culture is the real carrier; the company is truly the "heart and soul." Especially in the company of difficulties, such as merger and restructuring period, the company has a bearing on the success or failure. In category B employees, a lot of people more than the outstanding category A staff, but might naturally do not love publicity, or are unwilling to do so star, like the lives of ordinary light. Thomas said: "These people represent the companys view, as the big ship ballast." Southwest Airlines to the United States as an example, in 2003, the companys public demand for 2,900 posts, but received 149,000 in the curriculum vitae. With the words of Thomas get a job in Southwest Airlines is more difficult than into Harvard. C & S is yearning for equal degree, in 1980, the market value of 40 million US dollars, by the end of 2003, the market value of the company reached 14 billion US dollars. This three companies of the strengths of the team is not because of all category A staff, but companies pay particular attention to the management of B type of staff, to avoid any unfamiliar breeding flu, the team no one slid into the C category, and the timely removal of category C staff, and maintain the morale of the whole team and centripetal force. Case study JetBlue Airways Q1) what factors are driving change in the Airline industry? How will these impacts on future attractiveness in the industry? Q2) How has David Neeleman done as CEO of JetBlue? Q3) What was necleman’s Original strategic vision for Jetblue? Is his present vision different from that of 1998? Read More