Management Leadership In Practice Salman Ahmed Awan Ahsan

Management & Leadership In Practice • Salman Ahmed Awan • Ahsan Raza • Sawan

• • What is Leadership Traits Tasks Different Leadership Styles What is Middle Management Role of Middle Management Organizational Structure Six Leadership Styles

What is leadership? 1. Process of social influence 2. One person 3. Enlist the aid and support of others 4. Accomplishment of a common task

Management 1. 2. 3. 4. Act of getting people together To accomplish Goals Using available resources Efficiently and effectively Managers do efficiency, leaders create change

The U. S. Army's Eleven Leadership Principles 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. Proficiency Self-improvement Know your soldiers Keep your soldiers informed Set the example Task Train Decisions Sense of responsibility Delegation according to capabilities Actions

Some Traits from Research • • • Building Excellence Character Trust Beliefs Values Skills Honest Competent Forward-looking

Some Traits from Research • • Inspiring Intelligent Fair-minded Broad-minded Courageous Imaginative Drive Flexible

Leadership and Management Tasks

Leadership styles 1. Subordinate participation Authoritarian Democratic Directive Permissive 2. Task/production v relation/people –oriented 3. Transactional v Transformational

Authoritarian Leadership • • • Autocratic Leaders No coordination with rest of the group Clear division between the leader and the followers Takes less time “bossing people around” Should be rarely used

Democratic Leadership • Participative leadership • Sign of strength that your employees will respect – Encourage Employees – Develop plans with employees • Leaders encourages the decision making from different perspectives – Consultative: process of consultation before decisions are taken – Persuasive: Leader takes decision and seeks to persuade others that the decision is correct

Democratic Leadership – It may help motivation and involvement – Workers feel ownership of the firm and its ideas – Improves the sharing of ideas and experiences within the business – Can delay decision making

Directive Leadership • • • Giving directions and guidance Schedules and time lines Unstructured Task Inexperienced follower High control

Permissive Leadership “hands-off” leadership Very little leadership pressure Expected to solve its own problems and accomplish goals Can result in confusion and lack of productivity if members are not organized • Common in young professionals • •

Combination • Directive Democrat: – Makes decisions participatively; closely supervises subordinates. • Directive Authoritarian: – Makes decisions unilaterally; closely supervises subordinates. • Permissive Democrat: – Makes decisions participatively; gives subordinates latitude in carrying out their work. • Permissive Authoritarian: – Makes decisions unilaterally; gives subordinates latitude in carrying out their work

TASK/PRODUCTION VS. RELATION/PEOPLE –ORIENTED • Task-oriented style – Leader helps subordinates figure out what is expected of them – Manages the daily activities of a group toward accomplishing a task – Referred to as transactional leadership • People-oriented style – More supportive role in providing a positive work environment – Workers can maximize their productivity – Referred to as participative leadership

Transactional • ‘Transaction’ • Similar to authoritarian leadership • Primary Characteristics Includes – – Certainty Clear Direction Personal oversight Perceptions of “just” treatment

Transformational • • Charisma The power to captivate and energize a following “The art of mobilizing others to want to struggle for shared aspirations” Primary Characteristics – – – Risk Taking Goal Articulation High expectations Emphasis on collective identity Self assertion and vision

Coaching- a new form of leadership • Involves the executive in long-term professional development and mentoring of employees. • Leaders who score high on the socialized-power motive prefer it under low-stress conditions • Leaders who create high clarity often rely heavily on the visionary, participative, and coaching styles • Appropriated when follower are more responsible, experienced and agreeable. • Provides encouragement and inspiration to help motivate the followers. Facing the Giants. flv

What is middle management? Middle management is a layer of management in an organization whose primary job responsibility is to monitor activities of subordinates while reporting to upper management. Top Level Middle Level First Level

THE ROLE OF THE MIDDLE MANAGER? v. Identification of candidates for management positions v. Appointment of new managers v. Introduction of new managers v. Management development, in particular coaching of managers v. Motivation of managers v. Termination of unsatisfactory management

Can All Middle Managers Be Saved? ØIt will preserve its investment in these long-term employees. ØIt will be utilizing these valuable resources to build the company's future, at the same time demonstrating to its employees and stockholders that it is open to new ideas. ØIt will be sending a clear and important message to all of its employees and stockholders that it is concerned not only with cutting current costs, but in creating a real, exciting, and profitable future as well.

ORGANIZATIONAL STRUCTURES Tall Flat

What motives drive leadership behavior? q. Socialized power means the leader’s strength comes from empowering people. Studies show that great charismatic leaders are highly motivated by socialized power. q. Personalized power means that, the leader draws strength from controlling others and making them feel weak. Personalized power is often associated with the exploitation of subordinates.

The Six Leadership Styles Directive The style in a phrase Underlying emotional intelligence competencies Affiliative Democratic Pacesetting Coaching “Do what “Come with I tell me. ” you. ” “People come first. ” “What do you think? ” “Do as I do, now” “Try this. ” selfcontrol Selfconfidence Empathy, building relationships, Team leadership drive to achieve selfawareness when a clear direction is needed to motivate people in stressful circumstances To build buy-in or consensus To get quick results form a motivated team To help an employee improve performanc e Positive Negative Positive When the style to kick works best start a turn around Overall impact on climate Negative Visionary Most strongly Positive positive