2.3 Leadership and management Flashcards
What are the key functions of management by Henri Fayol)
Functions of management: roles and responsibilities of managers
Plan, command, control, coordinate, organize business activities (Henri Fayol)
Planning: Setting course of action to achieve organizational objectives. Setting tactical plans (short term) and strategic plans. (Long term.)
Commanding: Give instructions and orders to their teams and subordinates to achieve business objectives. Enforce discipline in workplace.
Controlling: Performance and health and safety of their teams.
Coordinating: Ensuring all departments strive to achieve goals of organization.
Organizing: Organize resources to achieve corporate objectives.
What are the key functions of management by Charles Handy?
Another perspective (Charles Handy)
General practitioners: Level of staff turnover, productivity, customer satisfaction. If there are issues in the business, managers must fix them.
Confronters of dilemmas: Deal with constant flow of dilemmas
Balancers of cultural mixes: Balance cultural mix in organization to get the best out of each individual.
Believes organization should be flatter - managers and leaders rise above situations to see the “big picture” (helicopter factor)
What are the key functions of management by
Managers shouldn’t get too involved in daily activities of employees - they have more knowledge in certain areas than their line manager or other colleagues. (Peter F Drucker)
Setting organizational objectives: Set/communicate organizational objectives.
Organizing tasks and people: Establish systems (such as appropriate organizational structure) to ensure different functional areas of business are integrated to achieve its objectives.
Communicate/motivate people: Build teams that are motivated to achieve organization’s objectives
Measuring performance: Job performance needs to be measured by extent to which each employee meets objectives.
Developing people: Bring out the best in people.
What is the difference between management and leadership
Leader: someone who influences and inspires others to get things done. Fosters motivation, respect, trust, loyalty.
Leadership: process of influence and inspiring others to achieve organizational goals.
Management (Mary Parker Follett): art of getting things done through people.
Problem solving and decision making; planning, organizing, coordinating human and capital resources to achieve organizational objectives.
Manager: focus on achieving specific goals within a definite time frame
Differences between leadership and management:
Time and devotion - being a manager is a “9 to 5” job, but leadership happens 24/7. Managers might have a shorter term view than a leader would.
Roles and responsibilities - Leaders are accountable for a broader range of things to do. Deal with “what” and “why” and strategic direction of organization. →
innovative thinkers. Managers deal with routine “how” and “when” questions.
Influence on others - Instructions/orders from managers (official person of authority). Leaders inspire and motivate - more socially engaged than managers.
Risk-taking - Managers follow predetermined
rules/policies set by organization. Focus for managers is on accomplishing tasks. Leaders take more risks by challenging the status quo to move organization forward.
Vision - Leaders create culture of hope, bringing people to new places. Managers do well in stable business environments.
what are Leadership Styles?
Ways in which decision makers behave or reveal their behaviour.
What is an Autocratic leadership style?
Autocratic leader makes all the decisions and doesn’t give responsibility to anyone else.
Tells subordinates what to do (doesn’t have managers do it)
Good when decisions need to made quickly, or critical decisions have to be made
Also good when workers are unskilled and depend on directions/instructions of leaders.
Communication is top-down so opinions of workers is ignored. → little opportunity to contribute
Fastest decision making
What is a Paternalistic leadership style?
Leaders treat employees as if they were family members by guiding them through consultation process and acting in the best interest of subordinates.
Build trust with teams/exceptional organizational skills
Negative paternalistic style
- when leader perceives workers as less than capable so leads by guidance and control. (Acting like a father in old days - man of the house)
Positive paternalistic style
- when leader perceives workers as highly capable so nurtures and develops workers. Positive role model
Acts in protective way towards workers. Worker expected to be loyal and obedient.
Appropriate when organizations have culture that allows for this nature (Like Japan or India), or when organizational structure is flatter
What is a Democratic leadership style?
- Involves employees in decision-making process
- Consult staff and consider their views before making any final decision.
- Bring out better morale and job satisfaction as employees are able to express their views and have some input into decision-making
- Sharing ideas → improved decisions
- Efficient when leader can’t always be there
Limitation
- delays decision making
- Not suitable for a very large workforce
- communication severely affected
- Takes a long time to get decisions made
What is a Laissez-faire leadership style?
- Minimal direct input in work of employees
- Allow subordinates to make their own decisions to complete tasks in their own way
- Leader sets objectives, but it’s up to employees to meet them
Can cause high level of motivation - staff feels trusted and valued. They have control over their work and can contribute to the success of the organization
Suitable in businesses that require creativity
Limitation
- coordination and decision making can be time consuming.
- Lack of direct supervision or support.
- Relies heavily on teamwork and goodwill of employees to get their work done and meet goals.
- May encourage slack - they are less productive because they’re not being monitored
- Delegate control and responsibility to employees
What is a Situational Leadership style?
- Not based on any single dominant approach.
- Uses the right leadership style for the right situation
- Managers and leaders must be able to change and adapt to different situations.
Factors that affect situational leadership styles:
- Culture: what type of culture exists within the organization and what are the group norms?
Eg some cultures, you can’t threaten people. - Leader: How much trust do leaders have in employees, how experienced are they as leaders, what is preferred/natural leadership style?
- Organizational structure: Hierarchical structures, tall or flat? How large is span of control?
- Task: what extent are the tasks difficult, urgent, important? Tasks routine and low skill or highly complex?
- Creative - good for democratic.
- Physical task - good for autocratic
- Subordinates: What are level of skills, motivation and unity of the employees? How many employees
Leadership styles depend on:
Traits, personality, experiences of manager/leader
Level of skills, experience, motivation, confidence of employees
Time frame - how quickly decisions need to be made
Task - routine or crisis
Degree of importance of decision - tactical or strategic decision making
