Define leading and and how is applied in management…………..

Introduction

Leading is the application of manipulation or persuasive nature to drive workers or employees in achieving organizational objectives. Managers must be in a position to influence workers to desire to play a part in attaining the goals of an organization. There are three constituents that compose of an effective leading function in management. In this task all the components are going to be analyzed to establish what qualities of an effectual manager in leading employees to the achievement of organizational goals. Besides, the theories of leadership are going to be analyzed to determine which theories are best applicable under certain conditions. The process of leading is one of the chief keys in assisting the organization to catapult towards the goal achievement (Dessler, 2002).

Theories of leadership in management

There are various theories of leadership developed by different scholars which various managers can adapt to perfect the leading function.

Trait theory

Trait theory is all about the characteristics a manager possesses in executing his management function. A manager can have the following traits; an urge to lead, drive, motivation, integrity and honesty, self-assurance, flexibility, knowledge and intelligence. Most of these traits are inborn. Some managers are introverts, others are extroverts, some are thinkers as opposed to feelers, and some are sensors while others are judgers and perceivers. However, all this traits must be accompanied by power. Without power or authority then a manager can not perform the leading function (Dessler, 2002).

Behavioral theory

This theory differs from trait theory in the sense that trait theory is inborn while behavioral theory is acquired through training and learning. From the various studies conducted on this theory, it emerges that, in being good leaders, some managers are good in initiating work through proper work organization, while others are good in making friendships and creating groups that are solid in achieving desired goals. Besides, there are managers who are employee oriented, where they put their focus on team work and higher job fulfillment through group productivity. Yet some managers are production oriented where related to low productivity of the group and low employee satisfaction (Williams and McWilliams 2010).

Moreover, some managers are participative in nature as they involve the employees through groups to solve a particular problem. They make the group to feel as part of the management. Other managers are authoritative as they prefer to have solutions to the problem by themselves on the basis of their knowledge and understanding. There is another group of managers who are delegative in nature as they permit employees to make decisions though they may guide them where necessary (Dessler, 2002).

In addition behavioral theory can be viewed in the form of managerial grid which consists of 9 possible arrangements placed on a grid. 9, 9 is best manager team management, 9,1 is task oriented, 1,9 is a country club manager who has concern for people but not productive, 5,5 is a middle range manager and 1,1 is a disappearing manager with low concern for people and low productivity.

Contingency theory

It is sometimes referred to as situational theory of leadership. It comprises of other sub theories such as; Fiedler’s contingency leadership theory who uses authority position, the structure of the task and relations of the members to solve managerial issues. There is path-goal theory of leadership, which relies on the notion that an employees’ ability or desire to accomplish a task is what determines how well he or she will do the task regardless of the motivation available. Leader-member exchange theory stipulates that the various leadership styles can be used with similar working groups to achieve same results. A good manager must be able to combine the different theories to effectively lead employees into attaining organizational goals (Mannion, 2009, p. 641).

Components of an effectual leading function

In leading function the manager must: Motivate employees, influence employees and form effective groups.

In motivating employees, the manager affects the morale of employee within the department and the entire organization. The managers create an environment that promotes new ideas and innovations and the input of employees. Employees will be more willing to share ideas and make efforts to establish better ways to upgrade organizational processes, if they are made to have a say in the organization. This can be effected through reward systems such as monetary and benefit incentives to the employees if they record good performance (Williams and McWilliams 2010). A good manager must develop early short term and long term goals of which if attained, a reward is accompanied.

A good manager must influence the employees through effective communication. This entails, sharing of information as to what he expects of them, the current changes in the company and he or she must lead by example, to direct them on how to carry out the tasks. Moreover a good leader will inspire employees by making them feel they are the keys to most decision making. This may be through team work, by allocating groups and assigning them with tasks, a manager can easily encourage innovation and creativity as everyone feels part of the group (Allio, 2009, p. 5).

 

 

 

 

 

 

 

 

 

           

 

 

Reference lists

Chuck Williams and Alan McWilliams, (2010), Management Function, Leading, Asia Pacific

edition, MGMT

Dessler G.A, (2002), Framework of management, Prentice Hall, New Jersey

Kieran Mannion, (2dership … for success“, Leadership & Organization Development

Journal, Vol. 30 Iss: 7, pp.639 – 648

Robert J. Allio, (2009) “Leadership – the five big ideas”, Strategy & Leadership, Vol. 37 Iss: 2,

pp.4 – 12

 

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