Although we cannot give a specific definition for leadership and management, there is a unique opinion in the heart for each person. In my opinion, they have the similarities position, but they also have a lot of differences. Firstly, on the similarities, leaders and managers usually play the same role in the organizations. In the business, their position bring the same supervision and power for them. In addition, in the companies, the manager must be a leader, because they need the power to use the management role. Another reason is that both of managers and leaders involve a decision-making process (Gordon, 2014).
Moreover, on the differences, the largest distinguish is the focus. Leadership is focus on leading people, then the followers will following them. The orientation of leadership is people-oriented, in addition, their power comes from the charisma and influence. Thus, the followers admire the leaders, and they will want to help the leaders to get the achievements (Lopez, 2014). On the other hand, management is focus on managing work. Their orientation is task-oriented, then they order the subordinates to get the results. Furthermore, their power come from the formal authority and position (Diffen.com, 2015). The second difference is about the right things or things right. The leaders always want to keep the followers, because if the leaders want to get successful, they need the helping hand from the followers. Then, the leaders will do the right things to attract the followers. However, the managers just want to finish the work, they only involved the results. Thus, in the general, the managers use their way to control the subordinates to work. The managers do the things right (Torres, 2013).
On the general, there are five methods for managing the subordinates, they are Laissez-Faire, Autocratic, Participative, Transactional, and, Transformational (Johnson, 2015). Although the laissez-faire style is useful to improve the employees’ working enthusiasm on teamwork and commitment, the leaders lack straightforward controlling for the worker, and the feedback also cannot transmit to leaders. In addition, the autocratic managing method is centralization of authority. The main influencing factor of the development process for organizations is the leaders’ decisiveness (Uche.C & Timinepere, 2012). Compare with the first and second managing methods, transactional leadership and transformational leadership easier to enhance the productivity and efficiency. Because the transactional leadership uses the material rewards to encourage the employees, such as bonuses, while the transformational leadership uses the mentally rewards, for example, through communication and high visibility (Buble, Juras & Matic, 2014). In my viewpoint, I think the most effective approach is participative leadership, because the employees can participate in the management for the company, this will satisfy the employees from both of material and mentally. In addition, the managers also can get the feedback from employees on immediately.
However, the difference companies have the difference situations, so it cannot find that one style can apply to all the companies. Moreover, according to the ability and character of leaders, they also will choose the difference leadership styles. As the CMI (2013) said that the best approach should according to circumstances and individual characteristics, and I very agree with this viewpoint. Although in my opinion, I think the best approach is participative leadership, this style cannot use on all organizations. Getting the feedback from each employee is a very democratic way, but when the companies need to make a decision in a short period, this style will meets a big challenge. I consider that Steve Jobs – the ex-CEO of Apple and Larry Page – the CEO of Google are the profit leaders which I want to work for. Certainly, they use the different leadership styles to manage the employees. Steve Jobs as a transformational leader, the Apple is focus on the innovation and high technology, then Jobs always encourage the employees to propose the new ideas (Steinwart & Ziegler, 2014). However, the Larry Page is more laissez-faire leader. The corporate culture of Google is not giving employees too much restrains when they develop new ideas (Thompson, 2015).
If I as a team member, I want to Larry Page be my leader. Despite I prefer like Jobs on individual, the laissez-faire leadership can give me more motive power to working. I hope the leader can support my new ideas, because I always can get some new points when I was working or studying. The innovation ability of employees is a very important factor for the development of companies. The leaders support for the innovation is same to improve the development. In addition, when the employees can get the sustain from leaders, it also helpful for improve the working enthusiasm.
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Thompson, S. (2015). Google’s Business Leadership and Organizational Culture. [Online]. Available at: http://smallbusiness.chron.com/googles-business-leadership-organizational-culture-58108.html [Accessed 10 Jun. 2015]
Torres, S. L. (2013). Leadership vs Management: Differences and Similarities. [Online] creditunionbusiness.com. Available at: http://www.creditunionbusiness.com/2013/09/19/leadership-vs-management-differences-and-similarities/ [Accessed 10 Jun. 2015].
Uche.C, N., & Timinepere, C. O. (2012). Management Styles and Organizational Effectiveness: An Appraisal of Private Enterprises in Eastern Nigeria. American International Journal of Contemporary Research. Vol. 2. No. 9.