Compare and Contrast the Experts Non Opinion

Introduction

The contemporary workplace is evolving rather rapidly. As organizations are seeking for innovative solutions to overcome the challenges within the business world, most corporations are attempting to apply diverse approaches in the quest of increasing the production level, increasing employee’s commitment and encouraging overall development (Schroeder & Lombardo, 2013). The conventional leadership approach from the top management to the lowest working level in organizations is changing rather gradually into a more cooperative style that empowers workers and shadows the boundaries amid managers and workers (Schroeder & Lombardo, 2013). One of the popular notions seems to indicate that an effective leader is an individual that has the full ability to understand all the worker’s needs and capabilities but also seek to motivate and empower change that in turn leads to better performance, satisfaction, and productivity. Management, supervision and leadership terms are utilized interchangeably, but they hold different characteristics in their functioning in running an organization. While the success of every firm is dependent on the workers, those that are accountable for the efficiency are the supervisors and managers (Harvey, 2002). The two positions are fundamental to every organization as they offer guidance to the involved employee’s teams in pursuing collective goals. Managers are involved in controlling and administering the organization while on the other hand, a supervisor is responsible for monitoring performance and work of the employees. In other words, the roles of managers and supervisors are interconnected and yet different but they are responsible for the success of the company.

According to Schroeder & Lombardo, (2013) leadership can best be described as an act of leading individuals group. Every leader differs from the other due to their personalities and choices to lead. Effective leadership is one with an authoritative character that demonstrates, morality, reliability, and honesty. Effective leaders have the ability to develop and achieve complex goals, taking a swift and active deciding even in challenging situations while accounting for the risks and benefits. Management can best be described as a problem-oriented procedure that is involved in the coordination of different operations of employees to sustain high performance and achievable goals. Leadership and management are related but not the same because one cannot be effective in one without the other (Kourdi, 2015). Any operation that seeks to create a separation amid the two will in most instances lead to the evolvement of more issues. In this context, the manager is responsible for planning, organizing and coordinating operations while leadership is all about inspiring and motivating individuals.

Based on Gayle & Bergsteiner, (2011) the contemporary techniques of management, leadership, and supervision differs from the traditional ones. Most likely, there was an era when managers would not be differentiated from leaders as their objective was to achieve efficiency, but things have changed. In this modern economy, value is mainly generated from the growing knowledge and based on the expectations of these people their roles cannot be differentiated. Employees currently look up to the organization's managers not only to be assigned duties but also to offer a description of the set goals and objectives. On the other hand, managers are also expected to play part in the organization of employees not only with the objective of increasing efficiency but also in the development of skills and achieving desirable results (Schroeder & Lombardo, 2013). Effective management is not all about organizing operations and administering operations rather it is about leading employees on everything that they are required to achieve while maintaining a balance amid productivity and efficiency. An effective manager is definitely a performing leader but the difference is that leaders have followers while managers are involved in monitoring those following (Gayle & Bergsteiner, 2011). An effective business operator is required to have strong leadership and management skills so that they are fully able to encourage their employees to work for the success of the organization. Leadership is mainly grounded on ensuring that people comprehend and believe in the created vision for the goals to be achieved while management mainly deals with monitoring and coordinating daily operations and measuring performance.

Management deals with a more broad focus than supervision which is only responsible for a limited unit (Schroeder & Lombardo, 2013). However, despite their differences, they also have some defining similarities regarding their functions. The effectiveness of a manager within the organization is dependent on the role played by the supervisors. In that, both of them are among the primary stakeholders of an organization as they play part in leading. In addition, they are responsible for encouraging and leading employees for achieving set goals. They also act in the assigning of different tasks to the involved subordinates which help in ensuring that the plans are practical as all the staffs look up to them. The leadership approach of a supervisor is an internal one since they deal with the staffs that operate directly under their supervision while the manager takes an extensive approach since they are responsible to internal and outward operations such as the needs of other stakeholders. A supervisor is in charge of the employees and allocation of tasks while the manager controls resources and coordinates operations with the aim of achieving efficiency (Gayle & Bergsteiner, 2011). In other words, supervision and management roles are part of a company’s accomplishment or failure. Their functions are connected in some ways but differ in terms of duties fulfillment, approaches, power, and personalities.

According to Harvey (2002), there are several leadership approaches. Every leader has their sole personality and leading style that determines the effectiveness of their employee’s management roles. However, for one to be considered as an effective leader consideration regarding the situation, those involved and the needs of the organization must be accounted when selecting how leadership is to be approached. The notion that using the easiest approach will lead to high productivity is incorrect. Leadership approaches are not a matter of choice rather the selection is based on the need of the workers which in turn equips them with motivation, thus leading to high productivity (Gayle & Bergsteiner, 2011). In that, depending on the situation one can change the approaches from autocratic to democratic leadership and so on. This means the personalities of those that are involved are also be too accounted for. this is achieved by evaluating their expertise and competence which means that if the workforce is properly trained, inspired and knowledgeable, then it means that the selected leadership should be the one that offers them liberty and independence. However, if the employees have not demonstrated much in regard to being performers or motivated then the leader is expected to opt for a more authoritative and supervisory leadership approach (Schroeder & Lombardo, 2013). Leadership is never easy and thus opting for simple strategies only implies that the leader is willing to fail.

Harvey, (2002) asserts that situational leadership is challenging as it forces an individual to consistently assess the existing situation that incorporates performance, skills, and motivation among employees. In addition, every individual has an approach that they feel is more applicable and in most cases, the appropriate approach is not the same as the one that the leader is personally at ease with. Even though situational leadership is challenging it is more appropriate for use within the contemporary setting. In addition, leadership in itself is challenging and therefore, requires a rather complex approach that seeks to address the underlying issues. Given that one of the major requirement of an effective leader is to be dedicated, practicing such a style will lead to the rise of desirable results. Delegation involves presenting and evaluating the existing issue while allowing the members to play part in developing the most suitable action. This is more of a democratic form of leadership where the leader is involved in sharing his control and power with the workers (Schroeder & Lombardo, 2013). This helps in ensuring that the employees are fully motivated to work to the fulfillment of the set goals by creating a sense of value. Once the employees are involved in decision making this creates more inspiration which in turn improves the relationships leading to high performance and efficiency.

Harvey (2002) notes that delegation should always be followed by supervision. Supervision is mainly focused on monitoring and evaluation that is performed by the leader over the assigned tasks. Any leader that fails to supervise the allocated duties and operation demonstrates an aspect of abandonment of their leadership responsibilities. A proper balance is to be created amid the assigning performance by every employee. Situational leadership is the most suitable style because it acknowledges that the most applicable leading approach might differ based on the existing situation and those that are involved. This approach is not only flexible but inclusive as it seeks to ensure that the needs of the employees and those of the organization are met collectively (Kourdi, 2015).

There are a number of descriptions and definitions of what an effective leader entails but there are some major principles that result in leadership efficiency that can never be ignored. To begin with, leadership is a habit rather than a managerial status (Gayle & Bergsteiner, 2011). This means that leaders should be accountable for decisions and create change within the organization. Leaders serve in encouraging followers to establish and utilize their potentials for growth. In addition, the best way through which a leader that influence the crowd is by acting as the example of the needed change. This means that rather than focusing on telling employees what should be done they should show how things should be accomplished. In other words, leadership implies creating changes which are not just the operation of developing goals but seeking to achieve the set objectives. Communication should remain constant, which is useful in eliminating confusion and encouraging growth since every employee is aware of what is needed from them and how it should be achieved (Mikkelson, York & Arritola, 2015). Also, a leader should have a well-developed vision that is not only feasible but justifiable. With the absence of a vision, all the activities being developed are characterized as useless. Every individual will certainly be committed to their duties but the main thing is to ensure that all efforts are objected at the attainment of the vision. To be precise, Vision is the thing that motivates individuals to act which in turn makes coordination easy. On the ground that leadership revolves around individuals, simply communicates that a leader should focus on improving their relationships with others by engaging employees, motivating them and being the best example (Mikkelson, York & Arritola, 2015). It is worth noting that being an effective leader does not blur one from mistakes, and these should be used as the experience of moving forward. These mistakes demonstrate that the leader is working as needed and efficiency can be achieved with commitment.

With respect to leadership, the traits of a manager and supervisor are different and similar on different grounds. To begin with, an effective manager or supervisor should be equipped with shared communication abilities (Schroeder & Lombardo, 2013). Without the capability of making the set desires apparent, the employees will not understand how the delegated tasks should be accomplished. Another aspect that is of equal significance is the ability to comprehend and account for the employee's responses. In that, an effective manager has the highest ability to communicate the company’s vision to the staffs and describing the best mode through which the goals can be achieved without fail. On the other hand, a supervisor has the responsibility of making direct report to the manager which requires good communication (Mikkelson, York & Arritola, 2015). An effect supervisor relates well to the workers while sustaining open and yet achievable communication grounds that helps in elimination communication issues and encourage progress (Gayle & Bergsteiner, 2011). If the communication is consistent, this means that there is no confusion and the understanding within the workplace is a desirable one. With this, efficiency is the resulting outcome with high productivity and revenue gains.

Leadership is not focused on monetary value rather, it is a practice that involves chasing a created vision. Managers same as supervisors should be guided by the capability to delegate. This is because while the supervisor delegates tasks to the subordinates the manager does the same to the supervisors who are responsible for running different units within the organization. An effective supervisor is the one that succeeds in allocating duties to the workers that are equipped fully to handling the selected duties (Kourdi, 2015). The manager, on the other hand, follows the company’s vision to create responsibility and set goals. With proper supervisory delegation then projects become more objective as efficiency and earnings are maximized. This means that being a leader does not comprise of chasing revenue but efficiency which with it comes performance and efficiency which are associated with the revenue increase. On the other hand, with poor delegation and supervision of activities then performance is affected as the set goals will not be achieved thus affecting the general productivity of the company. In other words, the delegation ability by both the supervisors and managers are related as they are the main determinant of failure or achievement. Both of them should also demonstrate confidence and flexibility. This is because different situations are bound to come up this requiring the use of different strategies. Even during a difficult situation, as leaders, they should demonstrate confidence so that the can serve as an inspiration to others (Schroeder & Lombardo, 2013). In that with insecurity, a negative surrounding will be developed as the employees will tend to perceive that the leader is not certain which leads to production decrease.

On the other hand with confidence, comes guarantee and positivity thus leading to better performance. Since supervision is all about interacting with the employee’s humility and patience is necessary because the different personality and diversity create complexity within the environment (Gayle & Bergsteiner, 2011). An effective leader should be principled and trustworthy. In that, as a manager and supervisor one should strive to ensure that the set goals are achieved. An effective leader is an individual that remains on the right track which ensures that he is trusted by the staffs to make decisions even in the most challenging situations. In other words, a good manager or supervisor is the individual who seeks to provide leading skills and act to bring the employees together. This is the individual that possess effective communication abilities, demonstrates no form of favor, dependable, confident, and supple and can efficiently delegate (Mikkelson, York & Arritola, 2015). A leader should also not be overconfident but should be ready to learn while ensuring that the subordinates are treated well. In the contemporary business world, teamwork is vital and thus, good leaders are those that have the ability to establish exceptional strategies of ensuring that the created teams remained intact while directing the members towards the achievement of a collective objective.

In regard to decision making, effective decisions are made within a stipulated plan. Effective leaders are not only focused on making decisions that benefit the company but also strive to create a positive working surrounding where the decisions can be made (Kourdi, 2015). This decision should be made based on the situational approach which involves conducting rather a thorough investigation of the existing situation and coming up with the most suitable alternatives to solve the issues. Once the options have been evaluated and the best option selected the decision should be communicated to the employees to allow them to familiarize with the idea and give their options which are followed by taking an action. Employee’s performance and motivation is the primary priority of supervisors as these aspects determine the general productivity of the employees. This means that for the set goals to be achieved, the commitment of the employees should be gathered first. Motivation is in most cases gained by focusing on the creation of rather close relationships with the staffs which help in understanding both their needs and concerns. In addition, through a democratic leadership, the employees have the opportunity of raising their ideas which makes them feel more valued and motivates them to commit to the organization. The performance of every individual is evaluated by the supervisors but remains the concern of the manager as well as these operations determine the stability of the organization.

In summing up, it is evident that supervising and management roles are closely related to leadership despite the fact that they seek to fulfill different objectives. In order for an individual to be considered to be on the effective leadership, the ability to lead employees effectively is needed. There are a lot of responsibilities that are derived from management and supervisory leadership and team leadership is a necessity. Communication, delegation and supervisory skills are a major necessity in leadership but this does not necessarily imply that the role is an easy one. Situational leadership style is the most preferred approach in the contemporary setting based on its ability to consider the environment, situation, organization, and individuals. In other words, leadership characteristics are uniform across different positions and their application determines the failure or wellness of the organization.

 

References

 

Gayle C. Avery & Bergsteiner, H. (2011). Sustainable Leadership: Honeybee and Locust Approaches. Routledge.

Harvey, A., (2002). The Call to Lead: How Ordinary People Become Extraordinary Leaders.  Cypress Publishing.

Kourdi, J. (2015). Business strategy: A guide to effective decision-making. London: Profile Books.

Mikkelson, A. C., York, J. A., & Arritola, J. (2015). Communication competence, leadership behaviors, and employee outcomes in supervisor-employee relationships. Business and Professional Communication Quarterly, 78(3), 336-354.

Schroeder, D. & Lombardo, F. (2013).  Management and Supervision of Law Enforcement Personnel. (5th Ed.)  Charlottesville, VA: LexisNexis-Gould Publications.  ISBN: 9781422491515.