Management and Leadership Skills and Theories Paper Example

Paper Type:  Research paper
Pages:  7
Wordcount:  1696 Words
Date:  2022-11-28


It is very challenging working collectively in a team; hence it needs a big range of management and leadership skills for an individual to reach at a conclusion an operational management and leadership ability account. Wheelmen claims that for the most excellent practice that entirely shows group member's abilities, varieties of management forms should be applied in many situations. Leadership activities create knowledge significant, and that can help identify leadership activities which create competitive power to a company (Kumar, Jain, & Tiwary, 2013).

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Great employees take time refining what they know best. Employees are not concerned with being well rounded. However, teams need to be well rounded. Workers strength falls under the four domains that include; Executive, a discipline and focused team that is responsible, deliberative and helps in making choices and decisions; Influencing, conducted by employees that are activators, turning thoughts into actions, commanding and communicating; Relationship building, employees in this domain are adaptive and goes with flow. They upbeat and make the other employees happy about whatever they are doing. Strategic thinking; this domain contains employees that are futuristic and inspires others with their future vision.

Ways of Identifying Strengths and Weakness of Workers

Weaknesses and strengths play a crucial role in defining who individuals are, as workers and as leaders. Identification steps include; Being direct, being real, and, showing a human side, Examining user profile, Listening and objective observation, Playing brain games, putting in check the social intranet actions


It is vital for an organization to motivate its workers. Maslow, Herzberg and McClelland theories expound content of motivation. They explain the aspects that motivate workers and are disturbed with the assumed procedures that affect behavior. Most of the time, fear of salary cuts and redundancy forces employees to uphold their effort even if they do not get motivations. The absence of motivation leads to minimal efforts and commitments at work.

2.1. The Role of Leadership in Worker Motivation

Motivation is essential since even for the greatest ultimate level, it is costly getting alternative staff than the existing one. Mayo management theory suggest that staff are motivated far more by relational elements such as attention and camaraderie than by monetary payments or environmental factors such as lighting and, humidity among other (Pirson, 2017). Therefore, workers need to be involved and be made happy meaning they will serve for a more extended time at the organization.

2.2.1. How to Motivate Employees

Motivation brings positive outcomes and satisfaction. Workers also find these factors inherently rewarding. Motivational factors include Recognition, sense of achievement, responsibility, growth and promotional opportunities and meaningfulness of work


Leadership is the act of leading workers in an organization in achieving specific goals. Currently, leadership is not natural. According to Storey, (2016) organizations, leaders are required to motivate workers through organizational limits, improve competence, and achieve development. Outside, they meet a severe and globalized atmosphere; leaders have to achieve the desires of government, accept competition and encounter the anticipations of other shareholders.

3.1. Challenges Leaders Face

Leaders face many challenges in their working environment, these include; Challenge of creating the applicable skills like management of time and making; The challenge to inspire and motivate workers; The task of developing workers, coaching and mentoring workers; challenge of building a team; The task of managing, organizing, considering, and, leading at work.


A manager is a title used in many organizations to provide a worker with duties and responsibilities to head job, units and other employees. Managers have extensive duties and job responsibilities for workers and function, overseeing and motivating workers to detect the development in an organization

4.1. Challenges Managers Face

Management has its portion of advantages and prizes. Managers are generally in a strong position to lead and influence change. However, being a manager is not easy; they face with many challenges like; challenging workers performance problems; terminating workers; creating the correct employing decision; wrong or unethical doing; confronting organization bosses and solving team conflicts.


Demotivation is a state or situation of being discouraged or not having a robust reason to perform or complete something; it is an absence of interest in and eagerness about your work

5.1. Causes Employee Demotivation

Employers have a specific amount of responsibility to motivate and to consider the wellbeing of the workers. For a group to work best, all participants need to be thoroughly engaged and wholly committed. However, some employees may lack motivation due to factor like; lack of flexibility at workplace; interim goals with no career vision; feeling not valued, all workers should be respected; no development opportunities, regular training might boost workers motivation; Conflict at the workplace, this is hugely detrimental; unrealistic amount of work, workers should not be overloaded with work since it might lead to stress and motivation loss.

5.2. How to Increase Motivation in the Department

Motivation leads to desirable results and eagerness of the employees to work to their maximum. Ways to increase motivation include; recognizing great work done by an employee and rewarding where possible; setting small and measurable goals to the workers; celebrating results of every worker, this encourages employees to work harder; being transparent, transparency and trust encourages an excellent working atmosphere; Provision of a sense of security, health and wellbeing of the workers will bring additional morale.


Developing leaders and leadership are primary elements to enhance learning and teaching in higher education. Leadership models and traits needed by leaders to effectively lead organizations in this era of appreciated efficiency and accountability to persist in being subject of considerable study and discussion. Equally, in higher education leaders and leadership is vital to enhance the governance, teaching, relevance, learning and success of higher education institution Hofmeyer, Sheingold, Klopper, & Warland, 2015).

6.1. Significance of Leadership change in Higher Learning Institution

The leadership of Higher Education establishments has been set under increasing examination since the 1980s with the extension of understudy numbers, changes in financing, expanded marketization, and, understudy decision and proceeding with the globalization of the sector. In this atmosphere of progress Higher Education organizations, it is necessary to change leadership to create suitable atmosphere for these new conditions.


Making a decision is a necessary part of the administration. Essentially, making a rational decision is a crucial role in management. Decisions determine both administrative and management activities; it is a way of action intentionally selected from a group of alternatives to realize managerial goals.

7.1 Decision-Making Outcome

Leaders can either consult or make a personal decision for employees to follow. The outcome of a decision made depend on the type of leadership, whether it is dictatorial, federal, constitutional, or democratic. Employees follow the work formula and set up all through.


Subordinate is an employee working under rules and regulations below another employee who is superior or higher in office, and subordinates should respect their bosses in an organization since they usually have better education and more experience compared to the subordinates. Bureaucratic management theory asserts that designated roles for employees and management grounded on hierarchies which streamline authority and make it precise who is in charge and who is not (Sturdy, Wright, & Wylie, 2016).

8.2. Subordinates and Decision Making

Nevertheless, Weber's theory cannot be reduced simply to a mechanical, systematized approach to managing human beings in an organization, all employees should work as a team to achieve the goals and objectives set, and these goals are distributed and set to the departments that consist of the head of the department to the lowest rank in the hierarchy. Therefore, every employee is required to know understand the organization's goals and above all feel as part of a bigger picture of organization they are working for. Besides, subordinates should be part of the decision-making by either representation or consultation in order to attain the targeted goals.


A leadership style is the techniques and methods used by leaders to provide direction, implement plans, and motivate employees. There are different leadership style such e.g. delegating, democratic, transformative, authoritative, transactional, and visionary among others.

9.1. Transformational leadership

Transformational leadership concentrates on the progress and development of employees by naturally motivating, treating employees accordingly, being a role model inspiring and creating a vision for the workers. Leader's viewpoint on the world is optimistic. Transformational leaders give workers a chance to take on responsibility whenever their talents are drawn on. This style of leadership is applicable where change and unity are required to be made from a long-standing mission and vision.


Different leadership styles offer a choice that enables to learn how to adapt one's leadership style to the environment in which they must lead. Shamir and Eilam-Shamir (2018) point that knowing the features of each leadership style is essential so that one can identify either own leadership style as well as those of others, and develop the characteristics of a leadership style necessary at a particular time and place which is vital to any authentic leadership approach.

10.1. Comparison between Transformational and Laissez-Faire

In enhancing the performance of students, transformational leadership is essential and useful since it concentrates on the student's growth and development. Teachers motivate the students, treat them equally and act as a role model to and a mentor to the students resulting to better academic performance and results while for laissez-Faire leadership teachers is a handoff and allows the students to mo0st of the work on their own with no proper guidance. Other research claims that this method of leadership in a school leads to student's low performance.


Hofmeyer, A., Sheingold, B. H., Klopper, H. C., & Warland, J. (2015). Leadership in learning and teaching in higher education: Perspectives of academics in non-formal leadership roles. Contemporary Issues in Education Research, 8(3). Retrieved from:

Kumar, K. K., Jain, K. K., & Tiwary, R. R. (2013). Leadership activities and their impact on creating knowledge in organizations. Retrieved from:

Pirson, M. (2017). A Humanistic Perspective for Management Theory: Protecting Dignity and Promoting Well-Being. Journal of Business Ethics, 1-1...

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Management and Leadership Skills and Theories Paper Example. (2022, Nov 28). Retrieved from

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