Leadership Styles And Their Role As A Strategic Manager Business Essay

Leadership Styles And Their Role As A Strategic Manager note EssayINTRODUCTION-This study is base on lead styles and their role as a strategic passenger vehicle and impact of these leadinghip styles on the over every last(predicate)(prenominal) murder of the organization.Through this study, we go away as well as come to know that how different material bodys of lead style atomic number 18 adopted by strategic contestrs to attain their organizational cultures and prospective.LINK in the midst of strategic MANAGEMENT AND LEADERSHIP-Leaders ar the persons who actually launch strategies for the comp whatever. They invest objective, goals and future prospectus of the fellowship. They are dealing as a strategic manager and leader at the same judgment of conviction. In separate words they are the major s numberholders due to overweight investment in work. After making strategies, leadership forward their close to their subordinate aggroup members and they spend a penny strategies how to achieve those goals.LITERATURE REVIEW-a leader is individual who exercises influence over different throng. (Huczynski and Buchanan,1933)Leadership is a lifting of heap view to a higher sight, the raising of their performance toa higher standard, the building of their disposition beyond its normal limitations (P.F.Drucker,2001)the leader mustiness encounter infective optimism. The net test of a leader is the feeling you go through when you leave presence afterwards a conference. Have you a feeling of uplift and office? (Field Marshal Bernard Montgomery, 1956)In 1986 Peters and Austin highlighted the characteristics of leaders and to a fault compared it with managers (Non-Leaders).LEADERSMANAGERS ho usance necessities to peopleProvide consultancy/solutions to e rattling adept.Flexible to adjust among peopleDont put their selves into formalnessProvide solution at doorstepWork much than another(prenominal)s slip by in contact with e precise(p renominal)(prenominal)oneListen everyoneEasily access by normal peopleFair dealing with all propose good decisionsDont make any discriminationHappy to deal with tough problems of people morose to step to the forecomeProvide simplify directionsTolerance in attitude furbish up oddment relations with peopleStrong faithHe trusts peopleAmbassador of people for critical issuesDont waste time on fruitless subject areasDont like to praise him egotism by othersTakes blame for any computer errorHappy to give credit/ settle with to othersProvide impelling feedback to ameliorate efficiencyGood command on business and getting make for by employeesDont get into formal discussionHappy to work downstairs blackjackOne facet personOpen minded get a line to reduce composingwork milieuEncourage own staff to be promotedMake promises and honour theseDont fox sumptuosity officePriority is political partys successDont diffident to look at from mis drivesSupervise more peopleGive instructi ons to employees most workDont happy to live among peoplePut himself into formalities lag cannot access him easilyWork less than othersDont like to get get with inferior groupsGood communication skillsBiased among employeesSeek declare by groupsOverconfidentGood command to dodge peopleHesitate to take decisionsMostly confusedHaving less patienceDoes not create close relations with peopleMore flexible for seniorsCreate paper environmentHolds decisions and informationWaste time on un-related works and sourcesProminent intense to square off culprits ever find ways to take creditAlways search informationBiased while assigning work horror to all staff membersEvaluate business for his/her benefit only decide to find out new ways to report employeesWrite leng whereforeed formal lettersequivocateshold tactics to handle situation assume mysterious life styleinvolve more paperworkfind break away alternatives in other organizationslack of making promisingseeking for luxury officegive pri ority to him/her selfscare to find and postulate from mistakesLeadership and caution are key players of an organization. Both play a tremendous role in the progression of the fraternity. The below are rough key features of leadership and management working together to achieve strategic objectives.Vision Strategy-Leaders define fancy and make dodging for future goals and prospective. But on the hand, it is the responsibility of manager to make system to attain vision set by leaders. He has to look after all the operational activities of the organization and make staff more fertile and cost-efficient.Change and stableness-Whenever leaders feel, they bring falsifys in organizations and managers arrange st business leader in changing environment of organization and make occupations more silver and optimistic.Energizing and monitoring-Leadership boost up employees to improve their performance and the manager keep an eye on employees performance and utilize gentlemans gentl eman resources in best possible way.To be a successful company, it involves managers and leaders at the same time. But manager should be leader and leaders dont admit to inevitably be manager.National council for education in vigilance leadership published a research project under the act of leadership development best practice guide for organizations (2001). in this publication, they highlighted baseball club principles of best practices under three heading.STRATEGIC IMPERATIVES-Leadership development, to be effective, must be driven from the top with specialist support. It should be designed to support and drive the business, cultural differences and different approaches to development.STRATEGIC CHOICES-An articulated framework for locomote development.Variable amounts of formal and informal development.Grow your own senior people or hire them in.The value of competency frameworks and performance management.Retention and reward strategies.EVALUATION-An explicit and dual-lan e evaluation process-Now a days, organization we find different people withholding different motley of exponents. They perform their duties however they act of behalf of leaders of the company.They use power to be more productive and go forth oriented. in that respect are five phase of powers we find in most of the agreement.Legitimate power-The person who holds this diversity of power is because of his/her position in organization.Coercive power-This type of power mostly production managers hold because they use it to control people and puddle result according to set schedule.Reward power-Leader has the ability to give benefits and rewards to result oriented employees.Expert power-These people extol power because of their skills, expertise and knowledge. They likewise comprehended in organization as benchmark.Referent power-There are some people who have desirable resources and qualities.ANALYSE THE IMPACT OF MANAGEMENT AND LEADERSHIP STYLES ON STRATEGIC DECISIONS SABR I GROUP OF COMPANIESSabri group of companies was pissed in 1960 and now it has largest distribution networks in signage media all over Pakistan.It is one of the most diversified businesses in Pakistan. This is also the first company in Pakistan who fixed manufacturing flex substrate plant. organizational charthttp//sabrigroup.pk/LEADERSHIP AND MANAGERIAL STYLE IN SGC-It is very settled organizational structure. Although it is a family business and the most eldest person is mis taken to be the primary(prenominal) decision maker of the organization especially when heavy amount of funds are required.If we analyse the structure of Sabri Group of Companies (SGC), then we realized that it fits in one of the structural form of Henry Mintzberg which is unbiased Structure. Small companies operate like this structure and SGC is one of them. Owner his self makes most of the main decisions but he also gets consent of his squad managers. By having this simple structure, management can res pond quickly to any problem.Although it is not very big organization but it has established its decision making structure. Their decision making structure is involved the following principles boundary of controlCentralizationDissect ion of labourDepartmentalizationBy having extent of control, the congeries number of people will be determined according to the surface of the work so they can be effectively managed. All subordinates have been assigned their tasks and they perform their daily tasks according to given format. This activity leads to diminished interaction between employees and supervisor and supervisor can supervise more employees in same time.All the staff members have been assigned their tasks and jobs very clearly and they perform their work more effectively and well unionized way.As management needed, it assigned some departmentalization tasks and people having same kind of skills in one department work together. They also circumstances their experiences and learn from others.TASK 2A VISION OF LEADERSHIP TEAM mouldAUTOCRATIC LEADERSHIP-Management observed that market is going to very diversified and versatile then it decided to go for diversification. It took very absolute decision and decided to launch new brands and it also rebranded all its lively products. By analysing future growth, company took this step and company put pressure to squad members to product positive results.THE PERSUASIVE-As company has taken the decision at its own now it felt that it has to motivate its squad members to produce good results. It put a lot of efforts to share its vision and future prospective with employees. Without having a clear picture of companys objectives, team members cannot produce as per desired level.THE CONSULTATIVE-Although leader has to authority to take final decision. But it seems to be looking repair to get consent from other team members. By this exercise, the morale of the whole team gets high and everyone feels noble-minded to be a part of new strategic decision. These activities also result in to develop nurturing self-esteem, developing mutual trust, inviting participating.DEMOCRATIC LEADERSHIP-This organizations leadership strategies are very much close to democratic leadership. While ingress new or revise existing policies or deciding to go for diversification, it discusses with its group/ team members and get their consent. All the team members play a very vital role to attain the future prospective of the company because all know the importance and worth of these prospective. Through this company hawk only come out with effective decision and policies but also it know the implementation of the decision? All members have already taken precautions and threats to attain this target. All the group members become very much burning and perform in positive ways. Everyone feels that his act is very important to company thats why his sense of responsibility cast ups and perform for the betterment of the company.SITUATIONAL LEADERSHIP- check to situation and importance of the task, leaders appointed other persons as a leader for a specific task. By doing this, not only they handle situation with very positive way but also they set examples for other that they can also lead other people if they have the ability to do so.MIAN MUHAMMAD MANSHA YAHA FROM PAKISTANHe has established 40 companies. He owns the Moslem Commercial Bank is also setting up a $ 17m paper mill. He is one of the richest Pakistanis around.NISHAT GROUPIt is a group which established and genuine by Mian Mansha. Nishat group is a leading organization which is serving in Textiles, Cement and Financial Services. It has assets of over Rs.300 billion (US$ 5 billion), it is also one of the top five leading companies of Pakistan. It has the privilege to be largest and trend typesetter player in each sector stated above.Common goal-Nishat group has established group of people who work for them. They clearly shared their visi on and goals with team members. They prepared them so well to accomplish task collectively.Broad knowledge and prospective-All team members of this company are very skilled persons. They use their skills to make task easier and also share predilections for future tasks. All persons are very supportive to each other. improve return on change investment-They are very mod persons and in true sense they are the key players for implementing strategies. They always in search of finding ways and means to make positive change in organization. They also seek ways to reduce companys investment and use current resources in better ways.Better use of facts and entropy-team members effectively use available facts and data in very efficient manners and make realistic policies. They try to reduce hypothecation environment. They use data as reference and make future strategies accordingly.Faster response to take exception and opportunities-They are very flexible to modify themselves according to situation. They are happier to face new challenges and enjoy opportunities. In their opinion it is a way to arouse and utilize our interpersonal skills. Not only they work for productivity of company but also at the same time they grow themselves. contract solution-They are the actual representatives of leaders. They always bring solutions rather than contacting leaders and seeking for solution. It is their duty to handle situation without wastage of time. The progress of company is very much dependant on their turns.Behavioural approach-The leadership of this company is very much close to behavioural approach because most of the decisions are based on real time situations and leaders are keen to gain problems by interacting others. Leadership is also interested to understand other people behaviour and convert it for productive purpose. It may be related to interpersonal skills by directing and providing them proper training. Leaders proof themselves as roll model and motivate e mployees to be like them.Management power grid-Task penchant-Management is very much concerned approximately its tasks completion and productivity. They have zero tolerance in this regard.People orientation-This organization knows the importance of teams members and it tries to establish very good relation with its co-workers / managers. sometimes it get involved with its staff members by creating emotional environment and enceinte them thought that they are the main key players for the organization and people work as its their own company.This organization is the mix of different kind of leadership styles. Top management changes its leadership style according to the need of the company. identify TASKS OF CORPORATE LEADERS-Sharing vision and objectives-Mian Mansha has developed a team who works according to his vision and action plan. Although his prospective is very bighearted but he shared and explained it with his team members to make it more effective and realistic.Determini ng and overseeing the courses of action-He does no let people quit to do all the tasks at their own. He also evaluate all the tasks and give opinion on them. He also help subordinates to make their action plan more effective and efficient.Leading a consecutive organization process-Being the leader of the organization, he gets involve themselves in all the processes of the organization. He is a keen researcher to dig out methods to improve procedures.Promote and Manage valuable knowledge-He is very much concern about managing employees. He encourages and promotes efficient employees. He has make retention policies for productive employees.Achieving a musical note of life in the organisation-He tries to develop feeling culture in his organization. He believes that quality culture leads to produce quality employees. Although it is not easy to establish quality environment within organization but he still treat it at priority.Partridge observed (1989, p205) thatManagerial work acros s all levels is characterised by pace, brevity, variety, and fragmentationit is hectic and fragmented, requiring the ability to shift continuously from alliance to relationship, from topic to topic, from problem to problem.THE FUNCTIONS OF MANAGEMENT-Every management has 5 main functions to establish. If he/she successfully develop these areas then they are on rightfulness track towards their goals.PlanningOrganisingCommandingCo-ordinatingControllingMANAGEMENT BY OBJECTIVES (MBO)-This idea developed by Peter Drucker (1940s and 1950s) and he stated this in his phonograph record the practice of management (1955).Setting objective for the organisationOrganizing the work propel the employeeJob measurementDeveloping peopleSet out their break up objectivesMake plans to enable objectivesImplement those plansMonitor and evaluateWHY DO LEADERS ADOPT DIFFERENT STYLES?In 1976, F.Fielder argued thatit is easier to change someones role or power, or to modify the job he has to do, than to cha nge his leadership style.P. Hersey and K.H. Blanchard argued thatA leaders strategy should not only take account of the situation, but also thee maturity of those who are led.The leaders have TASK deportment OR RELATIIONSHIP BEHAVIOUR. On the following grounds, leaders decided that which leadership sytle they have to use.DelegatingParticipatingSellingTellingWright and Taylor in 1984, developed a checklist to help leaders to improve employee performance.What is the problem?It is the responsibility of leaders to take necessary action to find out the problem. It should be considered the know the soil of problems then get some solution.Is it serious enough to spend time on?Management evaluate problems then take actions accordingly. If management find out to solve this problem is useful for company and it is not wastage of time then they treat it as most important task and solve it as early as possible. Because employee performance is directly related to production.What reasons may the re be for the problem? How can it be solved?They also highlighted some alternatives for the problems solving and implement one best to fit it.Evaluating of the leaders performance-There is also a need to evaluate leaders performance. Because they also have to assess their selves with the passage of time. They develop strategies to grow and establish themselves. They are the persons who create directions for whole organization.Emotional intelligence-Companies conduct 360 detail of employees before sending him/her on any training. As companies know their employees better ways then they motivate their values, and goals. Their goals should be settled in supporting environment and there should be supportive policies to attain personal goals and objectives. There is also a need to provide models to employees to enhance their interpersonal skills and increase morale.According to Daniel Goleman, emotional intelligence isThe capacity or recognising our own feelings and those of others, for motive ourselves, for managing emotions well in ourselves and in our relationships.The ability to perceive, to integrate, to understand and reflectively manage ones own and other peoples feelings. 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