Leadership And Management
Management is the act of getting things done through and with people in formally organized groups, it entails creation of an environment in which people can work as individuals and yet cooperate towards the attainment of good goals. In the text, Organizational Behavior, leadership is defined as “the ability to influence a group toward the achievement of a vision or set of goals” (Judge & Robbins, 2009, p. 385).
In a business article by Jim White, PhD., he quotes that James MacGregor Burns defines leadership “as leaders inducing followers to act for certain goals that represent the values and the motivations-the wants and the needs, the aspirations and expectations- of both leaders and followers” (2007). Management is a function that should be undertaken in any organization, while leadership is a relationship between leaders who rejuvenate the organization. Based on the existing knowledge, managers are generally administrators, they design organization plans, lay down budgets and keep an eye on progress.
Whereas leaders directs, guides, motivates and inspire the work of others in attaining specified goals; they get organization and its people to change. Despite the fact that management functions could embrace problem solving as well as facilitation of meetings, it’s not a must
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Personal leadership style In exploring the varied definitions from many sources and my personal view of leadership, I would strive to define leadership as the talent to fulfill positive and effective change in an organization through wise and successful motivation of people within that organization. As a nurse, I have on numerous occasions been placed in the leadership roles. Especially, as a nurse on duty, I have attended leadership seminars and leadership development courses throughout my career.
These courses have led me to obtain various leadership roles and style in various capacities, both as a nurse and civilian. Leadership positions I have served since my schooling and leadership seminars I have attended are valuable in figuring out my current personality and leadership style, but how do I personally and subjectively view myself? Because of my various roles in society as a leader, I have noted that I may take on different roles depending upon which job I am performing, which group I am in or which team I am leading.
In my leadership capabilities, I am a person who is somewhat reserved at first. I am not a person who jumps directly to the head of the group and begins establishing the first line of communication. Typically, I sit back and monitor how everyone is evolving into their roles and what communication is taking place. Once I feel comfortable within that group, my assertive energy slowly emerges. In large group exercises, I have noted many students who stand out as leaders amongst the classmates.
I, on the other hand, have on several occasions established the leadership role, once comfortable, when working within our small groups outside of class. The analysis of my leadership style is that I have also a lack of people-orientation in which I focus less on the needs of the individual members of a group. In analyzing my own personality and leadership styles, I will focus on my own deficiencies. My personality type that may affect the way I engage in organizational behavior with my co-workers is low self-monitoring.
I tend to display my true opinions and emotions when expressing a certain stance or disposition on a subject. Even though some of my opinions may be accurate, I am inconsiderate of the opinions and decisions of others within the group. By evaluating my leadership style, my initial quiet demeanor allows others in my group to assume the leadership role, even though I internally feel I could have done a better job. Because of the fact that I may be slow to respond in assuming the leadership role, I end up feeling frustrated when the leader is not performing to an appropriate personal standard of mine.
This act may become problematic because I may distract from the leader who is assuming their personal leadership role. Aspect of leadership style that I would like to improve Is a person born with potential personality and leadership qualities, or can it be learned? Through research, Judge and Robbins undoubtedly state yes to both questions. Research has found that separated identical twins that have lived in differing households had similar characteristics in both personality and leadership.
However, Judge and Robbins also state that personality and leadership can be learned over time. Although changing one’s personality may be more difficult to accomplish, it can, however, be altered over time. As one determines faults with their personality through assessments such as the Big Five Model or Myers-Briggs Type Indicator, one can then place emphasis on eventually improving their inconsistencies (2009). Furthermore, Judge and Robbins state that leadership can be developed by attending leadership development courses.
They state that by attending these types of seminars, one can “learn how to evaluate situations, how to modify situations to make them fit better with their style and how to assess which leader behaviors might be most effective in given situations (Judge & Robbins, 2009, p. 436). As a potential effective leader of any one of my organizations, some of my desired outcomes or organizational goals are positive productivity of the members within my group, team cohesiveness amidst all members and job/role satisfaction amongst the members.
These objectives could be accomplished if I focus on learning healthier personality and leadership expertise, developing beneficial interactive skills, encouraging strong followership, being productive and portraying a situational awareness within my organizations. By keeping in mind my desired goals and objectives, I will develop a plan based upon the results and analysis of my subjective and objective data. This will update me on my progress. Attending leadership seminars will also help to mould and improve my leadership skills.
By identifying these factors and participating in the leadership programs, then I could structure my leadership behavior to complement my co-workers, and therefore lead them appropriately. Some of these leadership behaviors could be directive, supportive, and participative and achievement oriented Role model The nurse leader I would like to resemble is Carolyn Schultz, professor of Leadership and Management of Nursing at Pacific Lutheran University. She is a very influential nurse practitioner beside her classroom duties.
Her seminars are very educative as they help individuals in nursing fraternity improve their practices. To me, she is transformational leader, as she inspires followers to transcend their own self-interests for the good of the organization and is capable of having a profound and extraordinary effect on their followers (Judge & Robbins, 2009, p. 418). References Fisher, M. L. & Shirey, M. R. (2008). Leadership agenda for change: Toward healthy work environments in acute and critical care. Critical Care Nurse. 28(5), 66-79. Judge, T. A. & Robbins, S. P. (2009). Organizational Behavior (13th ed.
). New Jersey: Pearson Prentice Hall. Pearson prentice hall: Self-assessment library. Retrieved November 8, 2008 from www. prenhall. com/sal Weston, M. J. , Falter, B. , Lamb, G. S. , Mahon, G. , Malloch, K. Provan, K. G. (2008). Health care leadership academy: A statewide collaboration to enhance nursing leadership competencies. The Journal of Continuing Education in Nursing. 39(10), 468-472. White, J. L. (2007). Transformational leadership. Healthy Wealthy and Wise: Business. Retrieved November 17, 2008 from www. healthywealthynwise/transformational_leadership. com