Management And Leadership

Management and Leadership Paper The difference of management and leadership is a question that is being discussed more and more in today's corporate environment. Different views and roles in a business, both share a common bond in the corporate structure. The key distinction between is the way they impact the corporate structure. Persons in a leadership role, set strategic goals for the company; while management implements these goals and aids them to fruition. Strategic goals are defined as broad statements that the organization ultimately wants to achieve with their vision and mission. These goals are typically long-term objectives that may take ten years or longer to achieve. Management takes these long-term goals and divides them into smaller more defined objectives. Leadership typically looks at the bigger picture while management concentrates on smaller objectives in order to assist leadership in accomplishing their long-term visions. Many would argue that these goals are the most important aspect of a business, however there are many moving parts that come together to make a successful business operate. Motivation is a huge aspect of management role. In order for managers to become or remain successful, they must find creative and effective ways to motivate their employees. Unlike leaders, managers have subordinates to oversee working hand in hand with to accomplish leadership's goals. Effective motivation is vital to the success of a manager. On the contrary, leaders may look on a larger scale, because they do not have any subordinates to supervise. Managers are paid to get things done, as they are subordinates too. They focus on accomplishing specific objectives where they need support from their s... ... middle of paper ... ...remain strong, it must have a strong base that begins with their employees. Companies must be able to attract or retain talented employees or their base will slip out from beneath them. This becomes a chair reaction from the bottom with the employees to managers all the way up into leadership. The moment talent begins to exit the business; more stress is put on the managers. They begin to shift their focus from managing projects to actually doing the tasks themselves in order to meet the high demands of a project being done on time. When managers have their focus taken away or when they are put under enormous stress, project quality / effectiveness deteriorates and the ripple effect is felt even at the leadership level. Being able to attract and retain talented employees and having a high employee engagement level keeps the corporate pyramid strong and thriving.