Introducing Management Training-Leadership-1

What is leadership ?
        It is the process of influencing and supporting others to work enthusiastically towards  achieving  objectives without the exercise of authority delegated to the leader by any one in an official organizational capacity.
It is the critical factor that helps an individual or a group to identify its goal and than motivate and assist in achieving the stated goals.

Three important elements in this definition:

1. Influence/support
2. Voluntary effort
3. Goal achievement.

       Without leadership an organization would be only a confusion of people and machines. The leadership process is similar in effect that of the secret chemical that turns a caterpillar into butterfly with all the beauty that was the caterpillar’s potential.
Therefore, leadership is the catalyst that transforms potential in to reality.
e.g Bill Gates, Prof.Younus etc.

         Leadership is the ultimate act that identifies, develops,  channels and enriches the potentials that is already in an organization and its people.
What is management ?
 It is the process of directing activities of others, influencing and supporting to work enthusiastically toward achieving the organizational objectives by exercising the authority officially delegated to the manager. Leadership is an important part of management, but is not the whole story. Managers  hold formal position.

Difference between a leader and a manager 

Leader:

1. Voluntarily chosen by its followers. 
2. Don’t have any defined authority. Relies on personal power 
3. Can be removed and replaced by  his followers. 
4. Leader create a vision and inspire others to achieve this vision. 

Manager:

1. Imposed upon his subordinate. 
2. Have defined authority. Such as job title-Supervisor, officer, manager etc.
3. Can not directly be removed by his subordinate. 
4. Manager  have  goal, achieve result by directing the activities of others. 

WHY A MANAGER SHOULD BECOME A LEADER

  

1. When a manager occasionally wants his subordinate to perform beyond the duties specified in their job, and in such circumstances the exercise of authority is impossible.

(This is not always true: subordinates may comply out of fear that, on a subsequent occasion, the manager may legitimately deploy his authority against them).

 2. If the manager doesn’t become the leader  of his subordinates than some one else will step into the vacuum-and this will inevitable mean conflict.

3. In today’s employment climate, ‘authority’ as a means of getting things done is less and less effective.  

  

THE JOB OF A MANAGER

• Planning
• Organizing
• Directing
• Leading
• Coordinating
• Motivating and
• Controlling 

LEADERSHIP ELEMENTS

Leadership is a technique. It does not have any general role. But in case of the successful leaders following 4 elements generally observed.

1. Leader’s power/authority.
2. Ability of judgment of individual motives and their motivators.
3. Creating motivational environment
4. Leadership style. 

LEADERSHIP STYLE

• Many researchers pointed out that the success depends on the leader’s behavior and his leadership style. They pointed out 5 different leadership styles;
• Autocratic
• Consultative
•  Participative
• Democratic
• Laissez-Faire. “Hands-off”

The way in which a leader uses his power also establishes a type of style. All the styles has some benefits and limitations

Autocratic style: In autocratic style the leader centralize power and decision making in themselves. They structure the complete work situation for their employees who are expected to do what they told and not think for themselves. The leader take all authority assume full responsibility. Autocratic leadership typically is negative, based on threats and punishment, but it can appear to be positive, as demonstrated by the benevolent autocrat who chooses to give some reward to the employees.

Advantage of autocratic leadership:

• It is often satisfying for the leader.
• It permits quick decision.
• It allows the use of less competent subordinate.
• It provides security and structure for employees.

Disadvantage: 

• Most employees dislike it.
• It creates fear and frustration.
• It seldom generates the strong organizational commitment.
• It leads to low turnover and absenteeism rate. 

Consultative style: Consultative leaders approach one or more employee and ask them for inputs prior to making a decision. These leaders may then choose to use or ignore the information and advice received, however. If the inputs are seen as used, employees are likely to feel as they had a positive impact; if the inputs are consistently rejected, employees are likely to feel that their time has been wasted.

Participative style: Participative leaders clearly decentralize authority. Participative decisions are not unilateral, as with the autocrat, because they use inputs from followers and participation by them. The leader and group are acting as a social unit. Employees are informed about conditions affecting their jobs and encourage to express their ideas, make suggestions, and take action.

Democratic: Participative leaders clearly decentralize authority. Participative decisions are not unilateral, as with the autocrat, because they use inputs from followers and participation by them. The leader and group are acting as a social unit. Employees are informed about conditions affecting their jobs and encourage to express their ideas, make suggestions, and take action.

Laissez-Faire, “Hands-Off”: This is a style in which the manager tries to avoid being the boss. Such a manager depends on the work group to establish goal and to work out their own problems. What laissez-faire managers fail to provide the group the structure. The group tends to feel lost and will probably by pass the manager, seeking direction and structure from other sources.

Next Leadership behavior

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