Managers and Leaders





Managers and Leaders

            Managers and leaders have distinct differences as well as similarities especially with organizational structures and processes. However, the similarities are contained through the scope of executed successes and delivered processes at the end. The view is contained in competence building, balance of power in appropriate measure and control. In addition, there needs to be views on vision, inspiration from each category and elements of human passion. In addition, the similarities are also depicted by the need to develop each of them according to logic and strategic exercises in environments where imagination and creativity can flourish. The use of leadership in the two contexts is through use of power in influencing actions and thoughts. Managers are more concerned with rational and control in the overall process as opposed to leader’s goodwill, tolerance, ability to analyze, tough mindedness and intelligence.

            On the attitudes towards goals, managers have a passive connotation in achieving them while using impersonal attributes. On the other hand, leaders concern themselves with the necessities of goals and desires in the people. Therefore, managers will be keen with culture and history of the process. Managers determine conceptions of work through combinations of people’s involvement, ideas, and strategic making of decisions. Leaders tend to encompass fresh ideas and approaches to work conceptions by opening up to different options. In the latter’s case, the presentation of the ideas and views to the people has to enable excitement and conviction while allowing compromises in values that can reduce conflicts. Managers have limited relations with others and enable their personal sense of self. Leaders determine their essence through cooperation with the people, interaction, and inclusive characteristics. Development of both is difficult as sense of belonging to an organization is limited.

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