Management and Leadership of Organizations

There should be a program put into place in order to identify, measure and improve the quality of the management/leadership. The management and leadership intervention provides for managers/leadership to become more effective performance within the organization. The interventions involvement also helps focus on respect for people, a climate of trust and support, openness of lines of communication giving employees importance although interventions are broader in scope that facilitates and affects the hole organization.

The group submission for this week is a summary of five topics from Resilient Leaders that relate to Organizational Management and Leadership. The narrative concludes with three scriptures that group four feels sum up the responsibilities of a leader.

“Performance Management Strategies for Effective Leadership: An Accountability Process” by Gary Ellis, and Anthony H. Normore is an article from February 2015 that covers the importance of effective and organized supervision and management. The article is important to the discussion. The article goes into the detail of the performance management process and step by step details such as determine and clarify objectives, communicate performance standards and other significant steps.

These areas can be improved with “strong and influential leaders.”(Kotter 49) Every company has departments that are led by assistant mangers and department leads. If done correctly and if properly trained, these individuals can be very motivational to staff. Thus helping them to not only meet personal goals but organizational goals.

In Leadership, Leadership, Leadership" Are We All Chanting the Wrong Mantra, the authors says, “Leadership is simply management of higher level things” (McCormack, 2009, p.1) and that the leader manages the vision, people’s perception and their own behavior (p.1). McCormack continues his analysis by saying, “There are times when leadership simply cannot take place” (p.2). McCormack appears to believe that organizations and universities should not teach, encourage or tolerate leadership as a singular function: That they should only embrace it as a single duty within the broader responsibility of management.

Management and leadership are two words that are considered synonymous but describe two different concepts. According to the dictionary, management is the act, manner, or practice of managing; handling, supervision, or control; leadership is the capacity or ability to lead. In many organizations, management is a job description; leadership is a positive trait. The purpose of this paper is to distinguish between the two, to look at the responsibilities that come with leadership, and make suggestions about creating and maintaining a healthy organizational culture.

The biggest issue, elating to the success or failure of any business is management. In fact, the need for high standards of leadership has led to businesses spending millions of dollars every year to shape current employees into future assets. As Althouse et al. state, companies today usually rely on managers to guide the daily process using human, technological, financial, and other resources to create a competitive advantage (206). The traditional method of management involved a triangle shaped hierarchy. At the top of this hierarchy, were the authorities, or bosses. Below them, were managers, and underneath, supervisors and entry-level staff at the bottom (210). However, many companies have started to adjust this system in varying degrees, because as Semler mentioned, it is simply too far from the top of the pyramid to the bottom. In other words, the minor staffs do not communicate enough with the executives (Semler 1). With the move from autocratic, or top down management towards more participatory management style, companies can empower their staff. With increased autonomy, the staffs have more control over decisions, and their motivation increases.

The company employees employ more than 130,000 throughout their portfolio. The company run a very bureaucratic in the hierarchy. Leadership and Management roles have caused ambiguity. The distinction between management and leadership is not always apparent functions such as planning, organising, and controlling are considered within the limitations of management. Leaders on the other hand, are concerned with delivering or supporting the decision, as the name suggests ‘leading’ the objective. It’s claimed that leaders ‘cannot be taught or learned’ (Drucker, 1994) KM can be claimed to make the employee by enhancing the knowledge base of Morrisons. Morrisons staff are often the ones who use the systems which are implemented by head office.

High expectations and efforts are expected from line level officers every day, and the same should be held for upper management especially in their management (organization), communication and leadership skills. There is no perfect method or system to render personnel discipline, rewards, and motivations. Effective organizational leaders have a duty to render decisions that are in the best

Nowadays, with the development of globalization and commercialization, the contemporary business environment becomes more and more complex, chaotic, and dynamic and interactional. Therefore, some leadership and management scholars suggested that some of the conventional approaches to leadership might be ill suited to the current business environment and organizations. In fact, in the early 1990s, some organization leaders had realized that finding a new way to manage their organizations is crucial to survive and coping with the rivalry in the changing environment. And, as Gibb (2004: 743) suggested ‘ during the 1990s, organizations sought to find out the ways of engaging their staff in evolving new organizational cultures and commitments, rather than “ instructing” them in what to think, feel and believe’. Hence, how to mobilize staffs’ intrinsic motivation and make leaders to be more inspirational and effective in modern business environment becomes a popular issue in the leadership and management study fields. Nevertheless, arts-based approaches to leadership have provided a new direction for leadership and management development; because’ arts have a long history of transforming our experiences (cognitive-emotional elations) of the environments which we inhabit’ (Sutherland, 2012:30). Also, some scholars believed that ‘arts-based approaches to leadership provide effective learning through engaging participants in an enjoyable and entertaining environment for

In the case study, manager has resolved this through leadership styles of approaches in regards to the values and principles of an organisational behaviour used in the industry. According to (Stephen, 2006) a leader that engages the whole person’s paradigm of mind, body, spirit and heart get things done through people but not husbanding resources and technology. There are many definitions of leadership and each stresses the importance of a leader to influence and inspire subordinates. (Finkelman, 2012) stated that specifically defined leadership in clinical practices as “direct involvement in clinical care while constantly influencing others to improve the care they provide”. This leadership definition is relevant to the case study through the management approached to the scenario. Health care employees encounter stressful situations daily as their role involves dealing with human lives. To maintain the continuity and excellent services of this workforce, there has to be a leadership that understands their situation and provides a supportive role (Finkelman, 2012). Disability industry is no exception and in any case, needs better leadership as the health care of the clients depends on it and makes most decisions based on the recommendations from their management results. This means that disability industry does not need to get it wrong. This article explores critical analysis of transformational, managerial grid framework (nature of work),

This book is about management, which can be defined management as the art of getting things done through people in organizations. As we will see, management can be an extremely creative endeavour. It can give how managers can also give organizations a sense of purpose and direction. And it will help us understand Wal-Mart’s founder, Sam Walton was fond of saying, to create new ways of producing and distributing goods and services, and they can change how the world works through their actions.

An organisation’s managerial leadership and commitment is defined from the top levels and filters through to the front line worker. Leadership inspires and motivates only when it is consistent. What management do or do not do including providing resources, their personal actions or the method of communication can motivate or demotivate workers (Cutchfield and Roughton, 2014). It has been identified that leadership language, behaviour and trustworthiness shapes the beliefs and behaviours within an organisation. This means that ultimately leaders play a key role and may either promote or detract from a safety culture (Cooper, 1998; NOPSEMA , 2013).

The ability of the organization to be able to meet those opportunities and technical advantages of change the organization should promote training programs that motivate and increase the energy of leadership, allowing administration the tools and the skills to maintain the effectiveness and efficiency of performance. As Shadare (2011) impresses administration (lower, center and best units) ought to be spurred by businesses to partake in

The Internet is already taking its place as a central tool in everyday business life. Each aspect of commerce is changing in light of the new capabilities available. The coming changes are so powerful that it is both terrifying and exciting. The first phase of Internet business has principally focused on the creation of new types of businesses: The next phase will involve the impact of these developments on brick-and-mortar businesses and on the economy as a whole.