Management Vs. Leadership

MANAGEMENT VS. LEADERSHIP

Management and leadership have many similarities, yet there are many differences that separate a manager from a leader. Merriam-Webster defines leadership simply as “the office or position of a leader,” “the capacity to lead,” or “the act or an instance of leading.” They also define manager as “a person who conducts business or household affairs,” “a person whose work or profession is management,” or “a person who directs a team…” However, Merriam and Webster do not define “leadership” as it should be. A leader must ensure a healthy organizational structure, as does a manager, but there is more to being a leader than conducting business or household affairs. Although both roles require similar skills necessary to be effective, one attribute definitely separates a leader from a manager: passion.

A good leader can be defined in terms of transformational leadership. According to Loperena, transformational leadership is defined in terms of the leader’s effect on followers. The followers feel trust, admiration, loyalty, and respect toward the leader and they are motivated to exceed expectations (Team Leadership, 2004, p36). A leader has followers that truly believe in the missions or goals bestowed upon them. The leader, as does his/her followers, has a passion for the common goal they stand for.

Not only does a leader have to be effective, he must be inspirational to his followers, motivating them to strive toward the organization’s goal at their fullest potential. A leader strives for change and inspires others to promote development and more efficient means of success. A leader must show that his compassion for the people and “the cause” is true; this is the key to acquiring trust and high moral.

A good manager can be effective and produce results, but he/she still lacks those qualities that would make him/her a true leader. A manager can go to work everyday wanting to do a good job, but not necessarily have deep feelings or concerns for the organization, its people, and their goals. A manager can care for his or her employees, but not have real compassion for the organization’s people and common goal. A manager can educate his/her employees and help them to progress as individuals into better employees, but he/she does not inspire them to strive for further organizational development and success or believe in a common goal or interest. A manager does not strive for change and development, but to only enforce policies and procedures already set forth by precedence. A leader is a visionary while a manager is, in essence, a follower of a higher power.

Roles and characteristics that ensure a healthy organizational culture. A leader has several roles and responsibilities to ensure a healthy organizational culture. First of all, a leader must create and maintain a safe, comfortable environment for members of the organization. This environment is built on the basis of trust and respect for fellow members. A leader must ensure that all members are considerate of other members’ cultures, beliefs, and practices. If there is tension between diverse cultures within the organization, efficiency is lost.

A leader must be willing to stand up for his or her followers. If people cannot trust their leader to stand behind their actions, they are not as willing to take the risks that can make or break an organization. People must feel confident that under any circumstances, their leader will back up their actions and vice-versa. If members of an organization, including the leaders, cannot count on their fellow members, the organizational culture will crumble. Leaders and followers alike must have the assurance of each other to maintain a safe, stable organizational culture.

Leaders maintain healthy organizations by inspiring members to develop themselves as individuals and professionals. True leaders motivate followers to develop personal skills that will promote