Leadership Styles And Their Role As A Strategic Manager Business Essay

lead Styles And Their Role As A Strategic Manager Business EssayINTRODUCTION-This study is found on attractership styles and their role as a strategic manager and impact of these leadinghip styles on the overall performance of the fundamental law.Through this study, we will withal come to hunch forward that how different kinds of leadinghip style argon adopted by strategic managers to attain their organizational goals and prospective.LINK BETWEEN STRATEGIC perplexity AND LEADERSHIP-Leaders ar the psyches who actually made strategies for the fellowship. They set objective, goals and future prospectus of the company. They are dealing as a strategic manager and leader at the same age. In other words they are the major stakeholders due to heavy investment in business. After do strategies, leading preliminary their decision to their subordinate police squad members and they sack strategies how to achieve those goals.LITERATURE REVIEW-a leader is some peerless who exer cises influence over other muckle. (Huczynski and Buchanan,1933)Leadership is a lifting of nation deal to a higher sight, the raising of their performance toa higher standard, the building of their personality beyond its normal limitations (P.F.Drucker,2001)the leader must have infective optimism. The final test of a leader is the feeling you have when you leave presence after a conference. Have you a feeling of uplift and assurance? (Field Marshal Bernard Montgomery, 1956)In 1986 Peters and Austin highlighted the characteristics of leaders and besides compared it with managers (Non-Leaders).LEADERSMANAGERS deliver the trustys necessities to mass can consultancy/solutions to e really(prenominal) bingle.Flexible to adjust among peopleDont put their selves into formalitiesProvide solution at doorstepWork more than othersKeep in contact with everyoneListen everyoneEasily access by common people reasonably dealing with all own good decisionsDont consecrate any discriminationHap py to deal with tough problems of peoplePersistent to bulge outcomeProvide modify directionsTolerance in attitudeMake close relations with peopleStrong faithHe trusts peopleAmbassador of people for critical issuesDont ache time on unproductive drop deadsDont like to praise himself by othersTakes blame for any mistakeHappy to give credit/reward to othersProvide effective feedback to improve efficiency trade good command on business and getting race by employeesDont get into formal discussionHappy to work under pressureOne face personOpen mindedTry to curb paperwork environmentEncourage own module to be promotedMake promises and honour theseDont have luxury officePriority is companys successDont shy to learn from mistakesSupervise more peopleGive instructions to employees about workDont happy to live among peoplePut himself into formalitiesStaff cannot access him easilyWork less(prenominal) than othersDont like to get rent with inferior assortsGood communication skillsBiased among employeesSeek support by groupsOverconfidentGood command to dodge peopleHesitate to take decisionsMostly conf ingestiondHaving less patienceDoes not create close relations with peopleMore flexible for seniorsCreate paper environmentHolds decisions and informationWaste time on un-related works and sourcesProminentKeen to finger culpritsAl tracks find ways to take creditAlways search informationBiased while charge workHatred to all staff membersEvaluate business for his/her benefit onlyTry to find out new ways to handle employees keep lengthy formal lettersequivocateshold tactics to handle situationhave mysterious life styleinvolve more paperworkfind snap off alternatives in other organizationslack of making promisingseeking for luxury officegive priority to him/her selfscare to find and learn from mistakesLeadership and steering are key players of an organization. Both play a tremendous role in the progression of the company. The below are some key features of leadership an d trouble working together to achieve strategic objectives.Vision Strategy-Leaders define vision and make strategy for future goals and prospective. But on the hand, it is the responsibility of manager to make strategy to attain vision set by leaders. He has to look after all the operational activities of the organization and make staff more productive and efficient.Change and stability-Whenever leaders feel, they bring changes in organizations and managers arrange stability in changing environment of organization and make tasks more smooth and optimistic.Energizing and monitoring-Leadership boost up employees to improve their performance and the manager keep an eye on employees performance and hire human 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 have to inevitably be manager.National council for education in way leadership published a research project under the tit le of leadership development best practice guide for organizations (2001). in this publication, they highlighted nine principles of best practices under three heading.STRATEGIC IMPERATIVES-Leadership development, to be effective, must be operate 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 career development.Variable amounts of formal and sexual 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 shared military rating process-Now a days, organization we find different people withholding different kind of precedents. They perform their duties but they act of behalf of leaders of the company.They use power to be more productive and result oriented. There are five kind of powers we find in most of the or ganisation.Legitimate power-The person who holds this kind 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 produce result according to set schedule.Reward power-Leader has the ability to give benefits and rewards to result oriented employees.Expert power-These people enjoy power because of their skills, expertise and acquaintance. They likewise treated in organization as benchmark.Referent power-There are some people who have desirable resources and qualities. crumble THE IMPACT OF MANAGEMENT AND LEADERSHIP expressive styleS ON STRATEGIC DECISIONS SABRI GROUP OF COMPANIESSabri group of companies was establish 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 assumed to be the main decision maker of the organization especially when heavy amount of funds are required.If we analyse the structure of Sabri Group of Companies (SGC), consequently we realized that it fits in one of the structural form of total heat Mintzberg which is Simple 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 team managers. By having this simple structure, management can respond 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 principlesExtent of controlCentralizationDissect ion of labourDepartmentalizationBy having extent of control, the total number of people will be de termined according to the size of the work so they can be effectively managed. All subordinates have been assigned their tasks and they perform their cursory tasks according to given format. This activity leads to little 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 organized way.As management needed, it assigned some departmentalization tasks and people having same kind of skills in one department work together. They also share their experiences and learn from others.TASK 2A VISION OF LEADERSHIP police squad WORKAUTOCRATIC LEADERSHIP-Management observed that market is going to very diversified and versatile because it decided to go for diversification. It took very coarse decision and decided to launch new brands and it also rebranded all its existing products. By analysing future growth, company took this step and company put pressure to team 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 team 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 advisory-Although leader has to authority to take final decision. But it seems to be looking better to get consent from other team members. By this exercise, the morale of the only team gets high and everyone feels proud to be a part of new strategic decision. These activities also result in to develop nurturing self-esteem, developing mutual trust, inviting participating. egalitarian LEADERSHIP-This organizations leadership strategies are very much close to democratic leadership. While launching new or revise existing policies or deciding to go for diversification, it discu sses 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 cant 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 enthusiastic and perform in positive ways. Everyone feels that his act is very valuable to company thats why his sense of responsibility increases and perform for the betterment of the company.SITUATIONAL LEADERSHIP-According 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 F ROM PAKISTANHe has established 40 companies. He owns the Muslim 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 developed 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 setter player in each sector declared above.Common goal-Nishat group has established group of people who work for them. They clearly shared their vision 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 ideas for future tasks. All persons are very supportive to each other.Improved return on change investment-They are very innovative 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 data-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 informant and make future strategies accordingly.Faster response to dispute 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 enhance and give our interpersonal skills. Not only they work for productivity of company but also at the same time they grow themselves.Bring solution-They are the actual representatives of leaders. They always bring solutions rather than contacting le aders 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 solve 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 employees to be like them.Management grid-Task preference-Management is very much concerned about 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 giving them cerebration 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.KEY 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 broad but he shared and explained it with his team members to make it more effective and realistic.Determining and overseeing the courses of action-He does no let people free 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 continuous organization process-Being the leader of the organization, he gets involve themselves in all the processes of the organization. He i s 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 made retention policies for productive employees.Achieving a tonicity of life in the organisation-He tries to develop quality culture in his organization. He believes that quality culture leads to produce quality employees. Although it is not easy to establish quality environment in spite of appearance organization but he still treat it at priority.Partridge observed (1989, p205) thatManagerial work across all levels is characterised by pace, brevity, variety, and fragmentationit is hectic and fragmented, requiring the ability to shift continuously from relationship 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 right track towa rds their goals.PlanningOrganisingCommandingCo-ordinatingControllingMANAGEMENT BY OBJECTIVES (MBO)-This idea developed by Peter Drucker (1940s and 1950s) and he stated this in his book the practice of management (1955).Setting objective for the organisationOrganizing the workMotivating the employeeJob measurementDeveloping peopleSet out their clean 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 change 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 BEHAVIOUR OR RELATIIONSHIP BEHAVIOUR. On the following grounds, leaders decided that which leadership sytle they have to use.Delegating combat-readySellingTellingWright and Taylor in 1984, developed a check list 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 background 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 in that respect be for the problem? How can it be puzzle out?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 degree of employees originally 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 encouraging 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 motivating 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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