Which personal style should managers adopt to ensure success? What is the most effective approach to managing the work of subordinates? These questions have been extensively researched and debated over the last century, and while the general consensus has moved away from ‘command and control’ to management and leadership towards more consultative and participative approaches, there is no single ideal, as the best approach may vary according to circumstances and individual characteristics (CMI 2013).

Management and leadership two things that are very important to an organization yet while it is something that most would expect to work in tandem it rarely happens like that. However, for an organization to prosper and to enable the maximum productivity, innovation and creativity from its workers the two things must work together. Therefore, people who work in these organisations these look at more than a task, people now more information than ever before and are more educated than any previous era. Therefore, people look at managers to give them a purpose where they able to maximise the results as well as try to improve the skills of the workers to develop better results. This is echoed by Pete Drucker, management guru ““The task is to lead people. And the goal is to make productive the specific strengths and knowledge of every individual.” Therefore, companies need leaders who are good managers as otherwise the company will struggle to establish its strategic vision, for instance, if it has a vision to be a sustainable company then workers will look to be led by the people above to follow the example which is the managers so they need to be able to act sustainably as well as making others follow the same thing as well.

 

I agree with most of the statement that has been provided as each person that comes under your control is completely different and has very different characteristics to all the other ones you have managed before. Therefore, while one approach may be applied to 5 people and be able to get the best out of them there is no guarantee that will work on the next branch of people who come under your control. An example is this would be Roy Hodgson as when he was the manager of Fulham he did great as he took less talented players and gave them organisation and discipline which acclimated them in going to the final of the Europa league the sister tournament of the champions League. However, he then became manager of Liverpool where he had to work with more talented players and these players already had the organisational skills and it was shown that he was unable to improve the team as his repertoire did not enhance these players and the players did not respect him either as they thought nothing he did was helping so he got sacked after 6 months with Liverpool 12th in the league a position of disgrace for them. Therefore I think all leadership and management techniques need to be adaptable and as the football example, showed that to succeed at a small club like Fulham requires many different attributes than a top class club like Liverpool as the levels of talent you are managing are different at each club and therefore it requires a different approach to manage these different levels of talents successfully.

  – Roy Hodgson

 

In terms of being led one of my examples is Reed Hasting CEO of Netflix the reason for that is the very different approach he takes to leadership in many ways it is the ultimate libertarian model of leadership in that he does not believe in micromanaging every detail of the employee. But instead he looks at more of an overview role and much more interested in the strategy of the company and instead lets the employee think and act for themselves when it comes to work. For instance, Netflix “doesn’t restrict the amount of work days “(Hastings, 2012) or “stock market options“(Hastings, 2012) and that their approach is about “freedom and responsibility” (Ltd., 2014) and to attract the most talent they view that “we’re unafraid to pay high” (Hastings, 2012). Another ethical leader that I am an admirer of is Tony Hsieh head of Zappos an online shoe retailer, which has been voted no 6 in fortune magazine top 100 best companies to work for (fortune, 2014). The CEO views that “your culture is your brand” as they believe that if they treat employee right the rest like “great customer service, or, building a great long-term brand, or passionate employees and customers — will happen naturally on its own ” (The Huffington Post, 2014) they are so confident in this motto that they offer employee after 2 weeks of training £2000 to quit if they view that the company is not the right fit for them.

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Therefore,there is no right to approach leadership as everyone is different and that for some people might prefer the more authoritarian style or others might like the more consensual style. Furthermore, workers are now more educated and with the rise of the internet have more information and access to data than ever before therefore less likely to accept a much more dictator style of it. Therefore the most important attribute a leader needs, therefore is to be able to adapt to adapt to different workers, cultures, societal views and if he can do that than people more likely to be want to be led by him.

 

 

 

References

Fortune , (2014). Zappos.com ranked No. 6. [online] Available at: http://archive.fortune.com/magazines/fortune/bestcompanies/2011/snapshots/6.html [Accessed 26 Aug. 2014].

Giang, V. (2012). INSTANT MBA: It’s No Longer Beneficial To ‘Manage’ People. [online] Business Insider. Available at: http://www.businessinsider.com/instant-mba-its-no-longer-beneficial-to-manage-people-2012-1 [Accessed 26 Aug. 2014].

Hastings, R. (2012). How to Set Your Employees Free: Reed Hastings. [online] Businessweek.com. Available at: http://www.businessweek.com/articles/2012-04-12/how-to-set-your-employees-free-reed-hastings [Accessed 26 Aug. 2014].

Ltd., W. (2014). Reed Hastings, Chairman/CEO, Netflix – World of CEOs. [online] Worldofceos.com. Available at: http://www.worldofceos.com/dossiers/reed-hastings [Accessed 26 Aug. 2014].

The Huffington Post, (2014). Zappos CEO: Your Culture Is Your Brand. [online] Available at: http://www.huffingtonpost.com/tony-hsieh/zappos-founder-tony-hsieh_1_b_783333.html [Accessed 26 Aug. 2014].

 

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