Theme 3- Most effective leadership style to managing the work of subordinates….

“No man will make a great leader who wants to do it all himself or get all the credit for doing it”- Andrew Carnegie.

What do you want to be? A leader or a manager?

The evolution of positive psychology has driven to heightened attention in the definite constructs of employee well-being, one of which is work management (Cunningham, Salomone and Wielgus 2015). In this blog we’ll be discussing about some of such leadership and management styles and approaches to administer subordinates. Also, by the end of this blog, readers can think and evaluate on whether they want to be a leader or a manager.

There could be different ways of looking and interpreting the meaning of leadership. But virtually it is ‘a relationship through which one person influences the behavior or actions of other people’ (Mullins 2013: 369). Whereas, management is ‘the process through which efforts of members of the organization are co-ordinated, directed and guided towards the achievement of organizational goals (Mullins 2013: 369).  

 

Fig 1: Similarities of Leadership and Management

(Source: Hatherly 2011)

 

What are the similarities between Leadership and Management?

The few resemblances between Leadership and management are; they encompass working with people, initiate organizational and functional structures, implicate influence and are anxious with ultimate goal achievement and resource allocation (Maccoby 2000).

Although both terms are used correspondingly, management is frequently viewed as describing to people working within an organized firm and with arbitrary roles, in order to accomplish stated organizational objectives (Toor 2011). The significance of leadership depends on interpersonal behavior in an extensive context. It is often correlated with the eagerness and responsible behavior of followers (Mullins 2013: 424). The differences include:

 

Fig 2: Difference between a Leader and Manager 

(Source: Callcentrehelper 2015)

 

  • Leaders access their tasks by directly looking at problems and by formulating new creative results (Toor 2011). They are also facilitative and risk-taking people (Dalakoura 2009). However, managers approach their tasks by creating strategies, guidelines and schemes to generate teams and ideas that incorporate to run smoothly and are involved in decision making and are risk-averse (based on British Navy) (Young and Dulewicz 2008).

 

Further differences can be understood through watching the video below by Scott Williams;

         (Source: Williams 2011)

 

For better understanding, let’s look at Tuckman and Jenson framework (Forming, Storming, Norming, Performing). 

The theory was published by Dr.Bruce Tuckman in 1965 which is a dignified and constructive interpretation for team progress, behavior, accepting and managing groups (Rickards and Moger 2000). 

 

Fig 3: Tuckman and Jenson Framework

(Source: C228online.wikispaces 2016)

 

The brochure citing this model is comprehensive. Conferring to a Google scholar search by Denise A. Bonebright (2008), Tuckman (1965) was quoted in 1196 articles and Tuckman and Jensen (1977) were mentioned in 544 articles. Based on the volume of citations, attempts were made to find how theories were used in current academic and business literature (Bonebright 2010). Richard and Mooger (2000) criticized that the theory lacks an exhaustive explanation of how groups differ over time and is unsuccessful in explaining the effects of team advancement on inventiveness in problem solving

However, by applying this framework, let’s examine the case study named “The team that wasn’t” by Suzy Wetlaufer.

Forming- Eric (director of strategy at FireArt, Inc., a provincial glass manufacturer) wanted an effective team and thus tried getting to know people like Ray LaPierre (who generally did not speak much around the executives, mentioning his lack of education), Maureen Turner (who always complained that the firm lacked appreciating artists) et cetera. Even after three meetings, Eric failed getting everybody on the corresponding side of an issue. Eric prepares agenda for each meeting and tries keeping conversation on track, but, Randy (FireArt’s appealing director of sales and marketing) constantly found ways to disturb the system exhibiting the Storming side. Every members were given chance to express their thoughts which if good were discussed, encouraged and bought to norms. A team with good mix of skills and experience were formed but the performing aspect was weak since members were unaware on how was each wanted to provide and their responsibilities as Eric did not recognize and address them (Wetlaufer 1994).

According to my perspective, democratic leadership styles could be one of the most effective styles for managing subordinates as; it is a style where the focus of power and interactions are higher within groups (Mullins 2013; 377). Here, leadership functions are shared to members and they have higher say in decision making, policy and procedure persistence and managers are more part of teams (MALOS 2012). I would like to be led by Franklin Delano Roosevelt (United States ex-president). He generated organizations and programs to help American workers in discovering jobs which helped pull out depression. It was the distribution of ideas and involvement of people in problem solving and decisions that made him a democratic leader (Bbc 2014).

Leading and managing are two contrasting ways of organizing people (Ratcliffe 2013). The conception of leadership styles and approaches could vary according to circumstances, individual characteristics and have equal advantages and disadvantages. In countries like India and China, people mostly like to be led and monitored by professionals. Whereas, in European countries, people dislike being monitored consistently, rather, everyone takes individual initiative and responsibility towards their target (Trends 2011). Managers need to know what are the preferred learning styles and strengths of each individual team member and the triggers that activate those strengths (Buckingham 2005).

(820 words)

 

 

References

 Afroditi Dalakoura, Differentiating leader and leadership development: Differentiating leader and leadership development: Journal of Management Development: Vol 29, No 5. (2009). Journal of Management Development. [online] Available at: http://www.emeraldinsight.com/doi/pdfplus/10.1108/02621711011039204 [Accessed 11 Mar. 2016].

Ann Hatherly, Eceonline. (2011). Leadership and management : ECE Online. [online] Available at: http://eceonline.core-ed.org/groupcms/view/13898/leadership-and-management [Accessed 10 Mar. 2016].

Bbc (2014). BBC – History – Historic Figures: Theodore Roosevelt (1858 – 1919). [online] Available at: http://www.bbc.co.uk/history/historic_figures/roosevelt_theodore.shtml [Accessed 12 Mar. 2016].

BizShifts-Trends. (2011). Management Styles: U.S., Europe, Japan, China, India, Brazil, Russia. [online] Available at: http://bizshifts-trends.com/2011/01/10/management-styles-u-s-europe-japan-china-india-brazil-russia/ [Accessed 12 Mar. 2016].

Bonebright, D. (2010). 40 years of storming: a historical review of Tuckman’s model of small group development. Human Resource Development International, 13(1), pp.111-120 [Accessed 10 Mar. 2016].

Buckingham, Harvard Business Review. (2005). What Great Managers Do. [online] Available at: https://hbr.org/2005/03/what-great-managers-do [Accessed 12 Mar. 2016].

Callcentrehelper. (2015). Are You a Manager or a Leader?. [online] Available at: http://www.callcentrehelper.com/are-you-a-manager-or-a-leader-75472.htm [Accessed 10 Mar. 2016].

Cunningham, J., Salomone, J. and Wielgus, N. (2015). Project Management Leadership Style: A Team Member Perspective. International Journal of Global Business., [online] 8(2), pp.27-28. Available at: http://web.a.ebscohost.com/bsi/detail/detail?vid=11&sid=01814e68-2376-4252-af23-1d3807b00344%40sessionmgr4003&hid=4107&bdata=JnNpdGU9YnNpLWxpdmU%3d#AN=109299605&db=bth [Accessed 20 Mar. 2016].

C228online.wikispaces.com. (2016). C228online – Group A – Group Development. [online] Available at: https://c228online.wikispaces.com/Group++A+-+Group+Development [Accessed 11 Mar. 2016].

Maccoby, M. (2000). Understanding the Difference Between Management and Leadership. Research Technology Management, [online] 43(1), p.57. Available at: http://web.a.ebscohost.com/bsi/pdfviewer/pdfviewer?sid=01814e68-2376-4252-af23-1d3807b00344%40sessionmgr4003&vid=17&hid=4107 [Accessed 19 Mar. 2016].

MALOS, R. (2012). Web.a.ebscohost. LEADERSHIP STYLES.: Business Source. [online] Available at: http://web.a.ebscohost.com/bsi/pdfviewer/pdfviewer?sid=b7aec191-ca7d-40e9-8fd3-ac90f0bc28aa%40sessionmgr4003&vid=9&hid=4206 [Accessed 12 Mar. 2016].

Mullins, L. (2013). management and organisational behaviour. 10th ed. Financial Times/Prentice Hall, p.369. [5 March 2016].

Mullins, L. (2013). management and organisational behaviour. 10th ed. Financial Times/Prentice Hall, p.377. [5 March 2016].

Mullins, L. (2013). Management & Organisational Behaviour. 10th ed. Financial Times/Prentice Hall, p.424.[Accessed 10 Mar. 2016].

Ratcliffe, R. (2013). What’s the difference between leadership and management?. [online] the Guardian. Available at: http://www.theguardian.com/careers/difference-between-leadership-management [Accessed 12 Mar. 2016].

Rickards, T. and Moger, S. (2000). Creative Leadership Processes in Project Team Development: An Alternative to Tuckman’s Stage Model. British Journal of Management, 11(4), pp.273-283 [Accessed 11 Mar. 2016].

Scott Williams, YouTube. (2011). Top 10 Differences Between Managers and Leaders. [online] Available at: https://www.youtube.com/watch?v=8ubRzzirRKs [Accessed 11 Mar. 2016].

Shamas-ur-Rehman Toor,Web.a.ebscohost. (2011). Differentiating Leadership from Management: An Empirical Investigation of L…: Business Source. [online] Available at: http://web.a.ebscohost.com/bsi/pdfviewer/pdfviewer?sid=9d0fe58a-0338-4819-8f93-7de76fa020c9%40sessionmgr4001&vid=6&hid=4112 [Accessed 11 Mar. 2016].

Toor, S. (2011). Differentiating Leadership from Management: An Empirical Investigation of Leaders and Managers. Leadership & Management in Engineering, [online] 11(4), pp.310-320. Available at: http://web.a.ebscohost.com/bsi/pdfviewer/pdfviewer?sid=01814e68-2376-4252-af23-1d3807b00344%40sessionmgr4003&vid=19&hid=4107 [Accessed 20 Mar. 2016].

Wetlaufer, S (1994)The Team That Wasn’t. Harvard Business Review, [online] 72(6), pp.22-26. Available at: http://faculty.washington.edu/rsmcpher/Class%20Cases%20and%20Assignments/Team%20That%20Wasnt%20Case.htm [Accessed 12 Mar. 2016].

 

Young, M. and Dulewicz, V. (2008). Similarities and Differences between Leadership and Management: High-Performance Competencies in the British Royal Navy. British Journal of Management, [online] 19(1), pp.17-18. Available at: http://web.a.ebscohost.com/bsi/pdfviewer/pdfviewer?sid=01814e68-2376-4252-af23-1d3807b00344%40sessionmgr4003&vid=21&hid=4107 [Accessed 20 Mar. 2016].

 

 

 

 

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28 thoughts on “Theme 3- Most effective leadership style to managing the work of subordinates….

  1. This is an excellent blog… I liked the way you started off with the definition of both leadership and management which signifies your concern for trying to make the concept more crystal clear for readers who know nothing. The way you cited and referenced were satisfying as it exhibited your research work on the topic. As you mentioned, I agree that leadership styles vary within people and countries and the example of India is true to an extend as I’m an Indian working in the northern part of India.Although the figure of the framework was self explanatory, i suggest that you could have introduced in 2 or 3 sentences about each form. However, the use of language and flow of information were good too. Keep doing good. All the Best!

    Liked by 1 person

    1. Thank you Nijo for such motivating words. There are people who don’t like to be bothered by others about their work and there are people who can;t bother to do their work without a push or support. I think each of them should have a sense of responsibility from within so that they can work without creating much difficulties. Anyways, thank you for the suggestions made by you.

      Like

  2. Yet another good article comes out from the same author! This time about leadership and management styles on leading subordinates! Including the videos and pictures were a good way to easily represent what the author was trying to say.. The criticisms are framework were provocative. I admire your startings as it always have some eye-catching quotes of some great leaders. The way you published your writing seemed quite professional and slightly informal which was good like the question you had put forward at the very end. Keep it up and all the very best for you future blogs.

    Liked by 1 person

    1. I’m extremely happy to see a constant support from you for my blog and looking forward to receiving it in the near future too. I wanted to make my readers to easily catch the concept behind my work and so included pictures and videos which I believe could help explain it more clearly. Thank you for the comment and will try hard to improve my upcoming blogs.

      Like

  3. This is very a useful and detailed piece of work. I am a person from science background and know nothing much about the leadership and business aspect. The way you explained made me get a better knowledge on what exactly you meant people to know through this blog. Since you have referenced them, your research capabilities and urge for details can be easily assumed. I too admired the democratic leader Franklin Delano Roosevelt for the way he behaved and worked for public. The only recommendation I have is, more suggestions or recommendations could have been posted for managers for their betterment. Thanks and well done for this blog culcroshny.

    Liked by 1 person

    1. Thank you Alan and I’m indeed pleased to hear from you that my blog was understandable for you. I know, Franklin Delano Roosevelt a leader whom I admired as well. There could be criticisms against him but I believe there is none who is that perfect without any defect in this whole world. And once again thank you for spending time for my blog.

      Like

  4. A great article demonstrating a good understanding of the core values that differentiates a manager from a leader. I am impressed by the ‘simple to understand’ illustrations that you have used to depict this complex relationship.

    Liked by 1 person

  5. Hi Roshny

    First of all I liked your logo which itself gives a glimpse of what you intend to express through this blog. I too used both the terms leadership and management correspondingly but was unaware of such huge distinction between them. I agree to you that democratic style of leadership is more likely to be able to manage subordinates but, it depends circumstances and individual characteristics like how you mentioned about the Asian and European countries. Well, i recommend you to explain the figures you post like the 1st figure. It wouldn’t be easily understood by all so if you select an image, make sure you explain them. I admire the way you ended the session with a question which urges people like me to participate in this. I guess everyone would suggest to say being a leader as leader leads based on strengths and not titles. So, anyone and everyone can be a leader

    Liked by 1 person

    1. Hi Mr. Joshi Chacko Lonthyil

      It actually makes me overjoyed on receiving such positive and encouraging feedback from you. Plus, it makes me more pleased to know that the wrong concept of leadership and management in the minds of people could be changed and and I’m happy that you expressed it frankly. It makes me glad to receive an answer for the question I asked at the end and I too guess everyone are leaders. Thank you sir once again.

      Like

  6. Hi Roshny,
    Your blog was quite engaging and thoughtful. Thank you for such exhilarating work. Although leadership and management are not the same thing, I believe they must go hand in hand and any effort to separate the two is likely to cause more problems than it solves.
    I liked the way how the case study was connected to the framework and it’s critical review. The leader whom you dream of being led was also an added advantage to your work. There were very few areas where you used some strong words which for a person who isn’t that well known to English would find a difficulty with. Irrespective of that I personally loved this article.
    Eagerly waiting for your further updates
    Keep going on.
    Thanks.
    John

    Liked by 1 person

    1. HI Mr. John,

      I’m happy to receive your feedback on my blog and take it positively. I will surely look upon that so I can reduce or avoid the high tough jargon’s to make it more simpler. Thank you for the feedback and will certainly improve on it. I hope to upload my next blog soon and thank you for such great support.

      Like

  7. ” Hi Roshny

    The topics you choose for blog are really interesting.. Even though the terms leadership and management are used interchangeably, people actually didn’t know the actual difference. I think your explanation plus the video makes it really clear. Their difference could be easily understood by just looking at the figure you have applied which explains it all. I’m contented to learn new new frameworks through your blog which cites examples making it easier. I think you could have included some more recommendations for a good manager and leader in your conclusion part. I would like to answer the question you asked below and that’s I like to be a leader. It’s because I believe If your actions inspire others to dream more, learn more, do more and become more, you are a leader.

    It shows that you have worked well to produce this blog. Keep up the good work. Looking forward for more blogs.

    Liked by 1 person

    1. Hi Sudhi,

      Thank you for those inspirational words. I would definitely try working on my own views and recommendations for managers and future leaders on my blog. I’m happy that I can hare some of my knowledge to people around me. I would take into consideration all your feedback’s on this and my further blogs.

      Like

  8. Hey Roshny

    I am quite impressed with the structure of your presentation and the reason for being led by the leader whom you inspire. I too agree that democratic style is an effective and efficient way to manage people as it gives an equal opportunity in decision making and a voice to express ones thought. I certainly inspire to being a leader than manager as you asked because, leadership is the capacity to translate vision into reality and I believe everyone is a leader from within. I have a small suggestion to make. You could have made a bit more explanation on the case study applied to framework.But, other than that it was a good work.

    Thank you for such inspiring thoughts and all the very best.

    Liked by 1 person

    1. Thank you Ms. Margaret Joseph for such encouraging words. I am also happy to hear your view on the topic. I would certainly try improving my framework such that it becomes in an uncomplicated way for readers to accept the concept. Thank you once again for your support.

      Like

  9. Hi Roshny,

    I believe having a great idea and assembling a team to bring that concept to life is the first step in creating a successful business venture. Ones business and employees are the reflection of himself and if a honest and ethical behaviour is made which is the key value, your team will follow suit.

    Well, I liked the way how you possed a question at the end which shows an interactive style and the video made a crisp and clear evidence for the difference between a leader and manager. Though you have included recommendations on what a manager should know, I think you could have fitted in some more suggestions. Overall, it is an impressive piece of work and waiting for more blogs from you.

    All the best!
    Thank you

    Joseph C Lonth

    Liked by 1 person

    1. Hi Mr. Joseph C Lonth,

      Thank you so much sir. I would keep in mind to include more recommendations in my upcoming blogs as my word count restricts me in this. Once again thank you sir for your valuable suggestions and I will definitely keep all these in mind.

      Like

  10. Hi Roshny,
    I loved the way you have written about leadership and management.It is really easy for a person like me who has no knowledge about this topic to understand it and get a good overview of it.However, I felt that if you give a small description of the differences you are talking about before the video it would build up a bit more curiosity for people to watch the video.other than that your images and the way you have referenced are brilliant

    Liked by 1 person

    1. Hey Ashna,

      I’m really happy to hear such sweetened words from you. I’ll certainly keep in mind the suggestions recommended by you. I would try eliminating all such mistakes in my further blogs and will try making it more engaging.

      Like

  11. It was a good work Roshny. It’s the first time that I’m reading your blog. For a starter like you, this attempt is quite brilliant. I honestly think people should know how to be a true leader and a better manager. By learning everyday and being an effective listener, the leadership qualities within make you stand out in crowd. To be frank I haven’t even heard about such frameworks and by going through your blog, I’ve got an idea on what it is. The use of pictures and videos were apt for your description. The starting phrase of you blog was an eye – catching quote. Thank you for such delightful work and expecting more such blogs from you. Good luck.

    Liked by 1 person

    1. Hi Joel Jose,

      It absolutely makes me overjoyed to know that my blog could share some knowledge to you. I agree to your point as well that people should know to become a true leader and a better manager who could guide and solve problems of their subordinates and peer group. Thank you once again for being kind to go through my blog.

      Like

  12. Good topic with excellent presentation.

    The effect leadership style has on subordinates depends on several variables including the personality of the leader and the individual team members. Typically, authoritative styles produce vastly different results than cooperative styles. Research indicates the most-effective leaders are those who are knowledgeable about the individual personalities that make up their team. This is integral to meeting the challenge of developing a leadership style that has the effect of building solid teams and motivating high-quality subordinate production.

    I inspire the way you expressed your interest on the leader by whom you wish to be led and the reason behind it. I guess that if you could have applied that framework (I think it’s the leadership style framework) to your case study, it would have been more apt. But, the way you applied your framework was good as well and good to read.

    Liked by 1 person

    1. Hi Mr. Mathew Chacko,

      Thank you so very much for those invaluable suggestions and comment. I actually wanted to apply the framework you mentioned but, then changed my mind to include it later on and finally ended up in this. But, I’m really happy to receive such feedback’s which I believe would be like a backbone for me to improve my upcoming blogs. Once again thank you for such support sir.

      Like

  13. Well written piece. Indeed leaders and managers have similar characteristics and unique differences in managing subordinates. However could you outline the most effective approach to manage subordinates in the current world today?

    Liked by 1 person

    1. Hi culcsiawr,

      Thank you for the comment and I personally think that by motivating your employees, they can perform better. Motivation does not mean just money. Rather, by just appreciating their hard work, providing them with more responsibility and empowerment, et cetera, they get more motivated. I hope I have answered to you question. Thank you once again for your view and the question you brought forward.

      Like

  14. Good work. I like the application of Tuckman’s theory.
    You divided the details as differences, similarities and followed by the framework which gives a better understanding and easy for us to read. A nice work again!

    Liked by 1 person

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