The Importance of Leadership Management

Introduction

Leadership and management are two words which cannot be separated while discussing the running of an organization. Leadership management is the social and managerial influence where an individual or a group of professionals aid or support others to accomplish a similar task. Leadership management involves creation of a way whereby people or employees in an organization make things to happen in a professional manner. Organizations are considered to be like systems and they require leaders to offer guidelines in the way they are managed. This paper will discuss the roles played by management leadership in an organization (Yukl, 2006). It will also focus on the leadership in action stimulation with regard to the organizational structure and its size. The paper will in detail highlight the significance of various changes instituted by the management to increase profitability and efficiency among employees and other staff members. The management has the responsibility to empower employees in order to improve the standards of the organization. Further more the management is obligated to improve the communication channels between the junior employees and their seniors hence bridging that gap and ensuring proper delivery of services (Yukl, 2006). The management practices which are carried out in organization are also discussed in the paper.

Discussion

Departmental and Organizational Cultures

Organizational cultures define the psychology, experiences, attitudes, values and beliefs of persons or individuals in the whole system or organization while departmental culture only focuses on the cultures in a specific department within an organization (Yukl, 2006). Organization culture is also defined as the norms and the collection of values that groups and people share and monitor the way they relate to one another and with other people who are outside the organization. In an organization there are different types of cultures and they are as follows:

  • Clan culture: – This is a type of culture in a department or organization where leaders perform their duties as father leaders to employees.
  • Adhocracy culture: – This culture creates dynamism with leaders in the work place through flexibility and focusing on the external factors thus stimulating innovation and creativity.
  • Market culture: – It is the type of culture which creates completion among employees in a department or among other organizations with leaders being the hard drivers (Yukl, 2006).
  • Hierarchy culture: – Leaders perform their duties as coordinator in a structured and planned way in the work place.

There are various methods used to develop or enhance culture change in departments and organizations. Psychological approaches have also been used to enhance culture change to bring specific results for example “fifth discipline” and directive communication (Black, 2003). To bring culture change in an organization it is important to formulate a plan and a clear strategy of performance. The strategy involves the behaviors changes that must be imparted to the employees. This strategy provides the direction and attitude and culture change. Another method to bring culture change in an organization is by developing of legal sensitivity and proper ethics. Culture change in departments is very vital and inevitable and it is the obligation of the management to ensure that this is done. Employees and the stuff usually resist change but it is the responsibility of the management to ensure that they convince the employees to oblige (Yukl, 2006).

Empowerment of employees

Employees’ empowerment refers to the increase of economic strength, spirit, social and responsibility of staff in the organization. Empowerment tends to develop and increase the confidence of individual workers in their personal capacities hence increasing the profitability of the business. Empowerment of employees in the work place involves the following capabilities:-

  • The ability to make personal or collective decisions
  • Having positive thinking on the ability to change
  • Ability to make decisions through proper access to important information
  • The ability to overcome stigma and increase personal positive image

Managers should share information with other employees even though they are their juniors; this will effectively open up the knowledge of employees and help in lifting up their morals. By sharing information with everyone the management will ensure that the employees are getting the perfect picture of the organization and updated news that are happening. By sharing company’s information with everyone the management is able to win the trust of employees (Black, 2003). The management should also restructure their old hierarchy so that they can bring on board new self managed teams which will be reliable and effective other than the use of dictatorial rules which later destroy organizations. The company should also reduce the levels of management hierarchy to make it easier for the employees to communicate easily with the senior managers by so doing the management will be empowering its employees. Less structured organization help in rapid response of emergencies that may erupt in an organization. It is also important for the organization to create autonomy throughout the boundaries. This key of empowering employees enables them to openly report to their seniors on any information they have without fear. If an organization uses the three mentioned structures the employees will be fully empowered (Cardy, 2008).

Management practices

Management practice is a method or technique which is believed to be effective in delivery of specific results compared to other methods. Management practices can also be defined as the best ways of accomplishing a particular goal with less effort and offer best results, based on repeated processes that have been proved over a long period by many people and organizations (Cardy, 2008). The most efficient management practice is the business change analysis which is a technique that integrates all the activities in an organization into one system thus making it easy for the senior managers to operate efficiently. This practice ensures that all roles of managers, their operations and technology they use are propagated by the requirements of the company. This practice enables the management to indentify and recommend the most important activities thus preparing a proper sequence which will be able to maximize benefits and be cost effective. This management practice is good because it can be applied in every business unlike other practices that are for specific types of businesses.

The effects of new size and structure to the organization

The management should cut down on the number of employees to accommodate the new structure recommended earlier in the discussion. These changes will have an adverse effect to the employees and groups in future since some of them will lose their positions and jobs (Black, 2003). Teams are formed by employees and if employees are fired the teams will also be affected negatively. In the removal of some unnecessary structures in the management hierarchy will have a positive effect to the organization since there will be proper communication channels and this will enhance the fight in discrimination of employees. The size of the organization will be of benefit to all, since the organization will be able to cut costs and expenses.

Conclusion

In conclusion, the performance of a company is solely dependent on the decisions which are made by the management. If an organization has poor leaders then it is doomed to fail because they will make rogue decisions which will have a negative impact to the company. The organizations structures should be altered due to the changes in time so as to accommodate new ideas. To increase profitability in an organization, the management must ensure that there are proper and clear channels of communication; this enhances the building of trust between the employees and the organization’s management (Black, 2003). Organizations should also allow individual employees to apply their skills to increase flexibility and enable creativity in work which will lead to innovations. It is important for the management to empower its employees in order to provide them with proper attitudes so that they can make appropriate decisions for the company (Cardy, 2008). Finally the management should make sure that it uses appropriate best practices in management to effectively manage the employees and the organization.

References

Black, J. (2003). Organizational Culture: Creating the Influence Needed for Strategic Success, London UK, London Press.

Cardy, L. (2008). Management: People, Performance, Change, 3rd edition. New York, New York USA.

Yukl, G. A. (2006). Leadership in organizations (6th Ed.). Upper Saddle River, New Jersey: Pearson/Prentice Hall.

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