Leadership and Management Essay - 1353 Words

In todays world economy companies come and go every single day. It takes good strong leadership and management to guide an organization to success. While many people consider management and leadership to be synonymous they are in reality two different concepts. A person can be a good leader but if he does not know how to manage a company that company will be destined to fail. Also if a person had great management skills but lacks in leadership no matter how good he is if he can not lead his employees towards the goal then it is a failed attempt at success. Management is considered a job description whereas leadership is considered a trait. In this paper we will differentiate between management and leadership. We will also examine how†¦show more content†¦Next a management team will need to lead and control the work force toward the goals set before them. It is through these functions that management teams can direct a workforce using the rules, regulations, and procedure c reated during the planning function. It takes a good understanding of the four functions of management by a management team to create a successful organization. Now that we have a basic understanding of what management is, we can now examine what leadership is. Leadership is defined in two ways one being the process of leading, and the second being entities that do the leading (leadership, 2005). Leadership in the business world is the connection between the leaders and the rest of the workforce who they lead that makes management successful. It is through these connections that people can strengthen a companys workforce to be more effective with the job at hand while also being more focused on the goals that are set by management. Leadership is an ability to get people to follow. An individual who possesses this ability to lead is known as a leader. To have effective leadership a leader needs to give his subordinates a direction to go and be able to motivate those subordinates to go that direction. To be a good leader one must be able to show an understanding of his orShow MoreRelatedLeadership And Management And Leadership1569 Words    |  7 PagesLeadership is about seeking constructive change and management is about establishing order (Northouse, 2015). Warren Bennis (1997) wrote in  Learning to Lead: A Workbook on Becoming a Leader  that â€Å"There is a profound difference between management and leadership, and both are important. To manage means to bring about, to accomplish, to have charge of or responsibility for, to conduct. Leading is influencing, guiding in a direction, course, action, opinion. The distinction is crucial.† (Leiding,Read MoreManagement And Leadership : Leadership1023 Words   |  5 PagesManagement and Leadership In Leadership, Leadership, Leadership Are We All Chanting the Wrong Mantra, the authors says, â€Å"Leadership is simply management of higher level things† (McCormack, 2009, p.1) and that the leader manages the vision, people’s perception and their own behavior (p.1). McCormack continues his analysis by saying, â€Å"There are times when leadership simply cannot take place† (p.2). McCormack appears to believe that organizations and universities should not teach, encourage or tolerateRead MoreLeadership And Management : Leadership835 Words   |  4 PagesLeadership Verses Management The world is made up of leaders and managers. There are leaders and managers in every aspect of life. In many instances leadership and management are referred to as being the same. This paper will evaluate the differences between leadership and management. In today s organizations, leaders and managers are needed in order to operate successfully. Even though managers and leaders are different, they both have many similarities that will be discussed in this paperRead MoreLeadership And Management And Leadership1146 Words   |  5 Pages Leadership and Management Contrary to popular belief, the terms leadership and management are often thought of as hand in hand, but in retrospect they both have very strong different meanings and are not the same. There are some similar characteristics that can very much persuade some that they align in the same manner. They can be notably known as terms that are used interchangeably in the business world. â€Å"Management is a function that must be exercised in any business, whereas leadershipRead MoreLeadership Vs. Management : Leadership And Management1550 Words   |  7 Pagesauthor of On Becoming a Leader: The Leadership Classic, is best known for, that addresses why there is a difference between Leadership versus Management (Murray, What is the Difference Between Management and Leadership?, 2009). Just like most people, I use â€Å"leadership† and â€Å"management† interchangeably because one feels that they are probably the same thing or embody the same characteristics. Further di scussion will provide details on what leadership is, what management entails, and why they are differentRead MoreLeadership, Management And Management1081 Words   |  5 PagesLeadership and Management Businesses require some sort of hierarchy of power to be successful. They cannot operate on the basis that everyone has the same job level if they plan to make a profit. However, the individuals that are placed in the higher power positions fall into two categories, leaders and managers. Many would say these are the same thing, when in reality they are not. They are two different styles that are used when operating a business and using the right one at the right time isRead MoreLeadership, Management, And Management876 Words   |  4 PagesLeadership and Management Name Institutional Affiliation Leadership and Management The achievements of organizations depend on their management and the manner in which their leaders conduct several operations within the organization. It is worth mentioning that successful organizations attribute their positive impacts in the market and general employee-employer relation to the influence spearheaded by the management team (Hiriyappa, 2013). This paper narrows down to evaluateRead MoreLeadership And Management And Leadership1173 Words   |  5 PagesLeadership is a term that is often misunderstood and misinterpreted in the business world. In the world of CEOs, CFOs, vice-presidents and managers, it is important to distinguish the difference between what is considered management and what is considered leadership. While these two terms are not mutually exclusive, but it is imperative that they are not comprehended as mutually inclusive either. In this context, I will be comparing leadership and management as presented in the college textbookRead MoreLeadership And Management : Leadership1126 Words   |  5 PagesAs we know that, leadership is nothing. But the influencing flowers. Leadership includes three fundamental clusters of skills creating vision, garnering commitment to that vision, an managing progress toward the realization of that vision. powerful and effective leaders plays very vital role to reach the maximum production for any organization. This is why, Organizational renowned scholars have been studying of this very significant topic of leadership for literally hundreds of years. Because.Read MoreManagement Vs. Leadership : Management And Leadership1061 Words   |  5 PagesManagement vs. Leadership Introduction Presently many of us have learned that managers are primarily administrators who have learned to write business plans, utilize their resources and keep track of progress. We must learn that we are not limited by job title, and that means we can utilize our management skills in any position that we are in. We must also know that we can use our leadership skills in the same situations. On the other hand we have also learned that leaders are people who have

A Research Study On T Test - 1233 Words

Good Morning LV Team Members! We made it! This is our last session and as per your request we will go over the t-test for the last time. T-test can be used to analyze two data sets that are independent or dependent of each other. There are 3 types of t-test: - The t-test dependent, when the same group of subjects is tested at different time interval, different conditions or more than once. It is also known as the t-test for paired samples or t-test for correlated sample (Salkind, 2004, p.184). - The t-test independent: A two-sample equal variance test is performed - The t-test independent: A two- sample unequal variance test is performed I will be using the data from the UC Davis Olive Center reports of 2011 to compute the t-test value.†¦show more content†¦If one has more than two groups to compare then use the ANOVA. There are two way of doing it: the simple or one way analysis of variance due to the presence of one grouping dimension and the other one is called factorial design. The factorial design is complex, it is similar to the simple ANOVA with the addition of more level to the group. For example: number of girls in group1, group2, group 3 would be simple, now when we add to each group another level like number of boys that would make it to factorial because each group would have girls and boys. 4- Once you have selected the right statistical test, in our case the t-test then we will calculate the effect size to find out whether the result is meaningful or not. The t-test helps us to understand whether there is statistics significance difference or not. In our example, we want to find the t-test of independency mean. To calculate the t-test we need to calculate the mean, variance (used to calculate the effect size), SD of each lab results. The t-test could be easily calculated using the excel program using four ranges. The first and the second range would be each group data, then select the number of tail (one tail has a t-test of rejection on one side and two tail would have on each side bell curve) and finally select the type of t-test. One for paired, two for independent with equal variance and three forShow MoreRelatedStatistical Significance of a Study: Development of a Health Model for Older Adults1117 Words   |  4 PagesStatistical Significance of a Study: Development of the model of health for older adults What statistical procedures are mentioned in the study? The research focused on the integration of various phases with the aim of achieving the goals and objectives in relation to the research questions. In the first phase, the research study integrated Statistical Packages for the Social Sciences (SPSS) Version 17.0. The main objective of this statistical analysis tool was to offer critical analysis to theRead MoreHeart Disease Prevalence On Healthy Vs Unhealthy Diet1087 Words   |  5 PagesIn every statistical case a basic study is useful to provide to show the public of how results get determined and show relationships. The example of a t-test will be shown in this assignment with my research topic of heart disease prevalence on healthy versus unhealthy diet. Since my basic study is the current heart disease topic of healthy versus unhealthy diet, it will be depicted on a t-test. How the study will be conducted and the subjects will be explained in more detail. The independent andRead MoreThe Effects Of Structured Work Experience On The Work Readiness Skills Of Students With Disabilities Essay925 Words   |  4 Pagesâ€Å"mental retardation, learning disability or emotional disturbance†) (p.61). The study explored whether the implementation of a work readiness intervention would affect work readiness skills of students with disabilities (Pacha, 2013). Moreover, the study also examined the effect of other factors, such as program type, number of contact hours and type of disability on student outcomes (Pacha, 2013). In appraising this study, the author provides a clear and concise statement of the problem. The researcherRead MoreStatistical Tests and Meta-Analysis1280 Words   |  5 Pagesinference listed attached flowcharts. (1) Chi-square tests. (2) One-sample t test. (3) One-sample z test. b. Describe in detail each method and how you could use this method in health care administration. (1) Chi-square tests. This nonparametric test procedure operates by tabulating a variable into different categories and then computing a corresponding chi-square statistic (Chi-square tests, 2007). This so-called goodness-of-fit test is used to compare the observed and expected frequenciesRead MoreThe Purpose Of This Quantitative Study Was To Determine1620 Words   |  7 PagesThe purpose of this quantitative study was to determine incongruities of perception regarding principal leadership styles by comparing elementary and secondary principal self-assessments to assessments by both elementary and secondary faculty and staffs. Principals from both the elementary and secondary setting completed the Vannsimpco Leadership Survey as a self-assessment of their leadership styles. Additionally, the subordinates of these principals completed the same survey assessing the principals’Read MoreThe National System Of Innovation1702 Words   |  7 Pagesscience and technology research; educate scientists and technologists needed by governments and business. Governments in turn play the role of designing intellectual property rights (IPR) system for universities and business, commission science research e.g. for defense purpose, subsidize business RD and finance universities. Businesses then play the role of conducting RD to develop commercial products, lunch innovative products and start up new firms to exploit new science. The study therefore, estimatesRead MoreA Student Survey of Mechanics Test Data870 Words   |  4 PagesThousand-Student Survey of Mechanics Test Data for Introductory Physics Courses (A Research Journal Critique) In partial fulfillment of the requirements in Physics 501: Theoretical Mechanics during the First Semester of the school year 2008 – 2009 Maria Jocelyn T. Claridad Master of Arts in Science Education with Specialization in Physics Prof. Antriman V. Orleans October, 2008 Interactive-Engagement vs. Traditional Methods: A Six Thousand-Student Survey of Mechanics Test Data for IntroductoryRead MoreCommon Tests of Reliability882 Words   |  4 Pagesmost commonly used to refer to the degree of consistency with which measurement can be conducted, and it focuses primarily on the instruments used in research. In this most simple consideration of reliability, a researcher must demonstrate that an instrument yields consistent results. The attributes of instruments must not produce variability in research outcomes that could be misconstrued as changes to the variables being measured. Two common data collection methods are referred to in this paper: SurveysRead MoreThe Social Interaction And Anxiety Scale1348 Words   |  6 Pagesthat, we performed a t-test to compare the mean social misperceptions of people with low anxiety compared to those with at least mild anxiety. Subsequently, we performed a one-way ANOVA to compare social anxiety levels against people with low, normal, and high social misperceptions in each of the three groups. Finally, we executed a Post Hoc test to determine the relationship of the three different levels of misperception groups with social anxiety. Results The correlation test between the SPINSUMRead MoreQuantitative And Pre Post Test Design Essay856 Words   |  4 PagesThe quantitative method for this study is being used because of the statistical, arithmetical, or a numerical study of facts gathered through surveys, and questionnaires (Babbie, 2010). The quantitative will allow to measure before and after. This quantitative research is significant because it will statistically show the number of teachers that improve with a before and after test design. The methodology will be a Quantitative Quasi-Experimental Pre-Post Test Design. According to Yin

The Racism of “Diversity” Free Essays

This summary was from an article entitled â€Å"The Racism of Diversity† written by Peter Schwartz on December 15, 2003. It was taken from Capitalism Magazine made available in the internet, the URL of which is http://www.capmag. We will write a custom essay sample on The Racism of â€Å"Diversity† or any similar topic only for you Order Now com/article.asp?ID=3399. The author is the chairman of the board of directors of the Ayn Rand Institute. The aforementioned article dealt specifically on the distinction of racism vis-à  -vis diversity in the school setting particularly in universities and colleges. Many school administrations have differing views about diversity and racism bringing along a positive and negative connotations depending upon how one interprets it. But the bottom line is, diversity can be constructive if it suggests integration of races in order to learn and understand the races of other people. However, it is said to be destructive if diversity â€Å"propagates all the evils inherent in racism† as stated by Schwartz in his paper. Along this line, the admission of multi-racial enrollees in an educational institution may have interesting and disparaging effects for contrasting races or skin color. Because of the mixing of races in one school, racial division is highly emphasized thereby causing segregation of residence halls, cafeterias, and organizations. Diversity in this sense is not helpful to solve the problem of inter-tribal conflict but instead underscores the differences between races. On the other hand, diversity is also deemed to be an excellent learning method inside the school to rule out individualism and foster unity and understanding. It provides a channel in which a race can express itself for the alien tribes to appreciate the ethnicity of a certain group of people because it is believed that one’s colors determines one’s ideas and perspectives of things in one’s environment. At present, the issue of â€Å"color-blindness† or being non-discriminative in terms of skin color remains a controversial issue in universities and colleges. â€Å"Diversity† advocates are moving toward better grasp of this subject matter, however, the long-time history of racial discrimination has indoctrinated and passed on from one generation to another. One’s bloodline speaks louder than words despite the fact that it is not a person’s fault to be born in a particular race whether one is brown-eyed or green-eyed. The sole purpose of this paper is to remind the readers that racial diversities are still existent among our learning institutions and it has tremendous effects on students and on how they deal and treat one another. Education through diversity is very ideal but very hard to comprehend because of things that cannot be changed. This change does not take overnight to be materialized, but it takes further orientation, education and re-orientation to instill its importance in the hearts and minds of people. How to cite The Racism of â€Å"Diversity†, Papers

Gender Pay Gap

Question: Why it is still gender pay gap common and what are the solutions? Answer: Introduction Major social, demographic and economic changes have bought few essential transformations in the society in last few decades. One of the most significant changes it had bought is the massive invasion of women in the workforce. With the increasing trend of inclusion of women in the working field there is a continuous focus on the gender pay equality as well. The progress of women in the workforce is directly linked to the noteworthy advancement of women in the educational field. However having a remarkable educational qualification does not give the women the desired advantage in income (Dipboye and Colella 2013). Several researches in the field have indicated that there is a clear indication of the increased participation of women in the labor force due to acquiring higher education and making substantial earning. Yet it is still a challenge for women workers to earn as much as the men workers earn. There is a remarkable trend all around the world, even in the developed countries, tha t even if women are well educated and participate actively in the workforce, they still earn less than men. For instance, in Australia, women earn around 80% of wage men earn (Newman 2014). This gender pay came has been persistent and it is puzzling through the equality ratio. A huge range of rules and legislations have been implemented to deal with such issues all around the globe. The essay will try to identify the comprehensive motives for the obvious existence of inequality in payroll on the basis of gender. In the ancient times the women usually stayed at home and took care of the family, while the men used to take the economic responsibility. The increasing participation pace of women in the workforce has boosted because of establishing few regulations which had removed the remaining obstacles in the women employment and allowed them to work in diverse industries. After the First World War I, the problem of labor shortage had triggered the issue of incorporating women in the workplace who can replace the men fighting in the war (Cha and Weeden 2014). From the very beginning there had been a clear inequality in the wages of women. Several campaigns formed by different women associations triggered the issue of having the equality in payment. Supporters of the campaigns all over the world promote the theory of comparable worth in this matter, which says that there should always be an equal pay for the jobs which comprises of similar responsibility and skills and this equality should occur at all the places regardless of the market values (Christofides, Polycarpou and Vrachimis 2013). However, still in the twenty first century, there is apparent gender pay inequality all over the world. While in many situations people are happy with the apparent diminution of the wage gap based on gender over the few last decades, the scenario still remains a reason of concern. It is a notable fact that the choice of career for the women and not being well represented in several occupations contribute to the difference in wage between the men and women. If historically observed, there has always been a major professional segregation between the two genders (Haslam et al. 2014). Women have always chosen a narrower form of occupation than the men. This had also led to a subtle stereotype in workplaces. Several researches on the gender pay gap had indicated that among many reasons such as career and choice of education, different work expertise, pay discrimination is generally seen to be more obvious than the subtle stereotyping in work which leads to gender bias. Even if both the female and male managers tend to show the gender bias in payment and hiring process, also in the occurrence of the wage gap across all the occupations and industries (Foley et al. 2015). This trend suggests that the discrimination in payment is an outcome of cultural and historical b eliefs which is mostly common to the world. The most notable factor that may explain the gender pay gap is the working hour difference in women and men. In most of the cases women tend to work in the part time and temporary jobs. However, even if the full time, responsible jobs are considered, it has been proved in many studies, that the median earning of women is approximately 75 percent that of a man. This point out a considerable pay gap exists between women and men. Also there is a factor of vertical segregation that arises in both the private and public sectors when men are located in a higher position like managerial roles or executives and their subordinates are women. Women are generally given fewer opportunities to engage in promoting to higher positions, as a result to that women are restrained their flexibility upwards to the organizational hierarchy and there is a tendency of under-representing them in the senior positions (Beaurain and Masclet 2016). This common phenomenon is called the glass ceiling effect which refers to the artificial obstacle on the basis of organizational bias which prevents the qualified individual from moving forward in the organization and into managerial positions. This factor contributes more ti the gender pay gap. The family obligations such as giving birth or taking care of children and other family members, there are a huge percentage of women who do not participate in the permanent jobs; rather they prefer cart time and flexible jobs. This factor has been found in several studies that indicates that around 36 percent of women become absent to their work places due to pregnancy (Guner, Kaya and Snchez-Marcos 2014). It is also indicated in studies that married men tend to work longer hours than the married women. There is n doubt that part time jobs pay way less than the full time jobs , therefore the uneven participation causes women to be categorized in the lower level of income group with adequate chances to sharpen their skills and promotion opportunity. Another factor that adds up to the gender pay gap that is the educational ways that women and men take in their higher education and passively affects the earnings in the work place. Historically it has been seen that men tend to opt for science subjects while women opt for education and humanities (Geoffroy and Chamberland 2014). However, this is another stereotype that has been made for decades that women are not good at science subjects; rather they are more comfortable in humanities. Therefore the pay in the male occupations is higher than the female occupations. Many educationists agree that there is an active gender discrimination which is partly accounted for most of the gender pay gap. Several companies advertize for vacancies listed separately for women and men, where the mens pay is greatly higher than the women. In most of the situations the skills of women are undervalued and in some cases unrecognized, which is caused by the social stereotype of gender discrimination and the perception that the capabilities of women are less (OReilly et al. 2015). Moreover, in many situations women and men having same skills, work experience and educational qualifications are treated unequally in a same job role. However, it is illegal to discriminate anyone from being employed in any occupation in the developed countries, yet the gender discrimination and biasness initiate most of the gender pay gaps. No matter it is unintentional or intentional, the social gender discrimination and bias is the most crucial element in the perseverance of pay gap bet ween women and men. There might be few limitations that might block the way of equality in gender pay, but there are numbers of benefits that can be gained if the gender pay gap is absent. The increase in the pay will lead more empowerment of women and will help to reduce the chances of violence, harassment and other exploitations at the workplace. In addition to that, it will bring an optimistic effect to the families which ultimately will improve the economical situations. Also if there is a equal pay in the organizations, the staff productivity and morale will increase and absence of employees might be decreased as well. However, there are always interventions of the government implementing the fair pay regulations among the employees, though several academicians claim that only the legislative reformation is not sufficient. There should be non discriminatory policies and practices in the work place and the policies should be cautiously designed and well implemented and should also be monitored to bu ild a positive image to the employees. For that reason the human resource management team should play a crucial role in making the decisions to support the strategies. It is recommended to the organizations to use systematic and constant procedure of evaluation system of the potential candidates and the employees as well to tackle the gender based inequalities. There may be a model approach can be introduced in the organizations to evaluate the probability of the gender bias. Both the female and male recruiters should be involved in the selection process so that female candidates do not face any discriminatory process. There should also be mentoring programs with the help of professional consultants for the female employees to encourage them to take an active part in participating in their jobs and applying for the senior positions. In consequence of the increasing staff morale at work the organization may build a healthy and positive image with growing competitive advantages in the market. With the sincere help of community, government and the management of the organizations, it can be believed that further decrease in the gender pay gap is possible. Reference List and Bibliography Beaurain, G. and Masclet, D., 2016. Does affirmative action reduce gender discrimination and enhance efficiency? New experimental evidence.European Economic Review,90, pp.350-362. Cha, Y. and Weeden, K.A., 2014. Overwork and the slow convergence in the gender gap in wages. American Sociological Review, 79(3), pp.457-484 Christofides, L.N., Polycarpou, A. and Vrachimis, K., 2013. Gender wage gaps,sticky floors and glass ceilings in Europe. Labour Economics, 21, pp.86-102. Dalton, D.W., Cohen, J.R., Harp, N.L. and McMillan, J.J., 2014. Antecedents and consequences of perceived gender discrimination in the audit profession.Auditing: A Journal of Practice Theory,33(3), pp.1-32. Dipboye, R.L. and Colella, A. eds., 2013.Discrimination at work: The psychological and organizational bases. Psychology Press. Foley, S., Ngo, H.Y., Loi, R. and Zheng, X., 2015. Gender, gender identification and perceived gender discrimination: An examination of mediating processes in China.Equality, Diversity and Inclusion: An International Journal,34(8), pp.650-665. Geoffroy, M. and Chamberland, L., 2014. Mental health implications of workplace discrimination against sexual and gender minorities: A literature review.Sante mentale au Quebec,40(3), pp.145-172. Guner, N., Kaya, E. and Snchez-Marcos, V., 2014. Gender gaps in Spain: policies and outcomes over the last three decades. SERIEs, 5(1), pp.61-103 Haslam, S.A., van Knippenberg, D., Platow, M.J. and Ellemers, N. eds., 2014.Social identity at work: Developing theory for organizational practice. Psychology Press. Koch, A.J., DMello, S.D. and Sackett, P.R., 2015. A meta-analysis of gender stereotypes and bias in experimental simulations of employment decision making.Journal of Applied Psychology,100(1), p.128. Newman, C., 2014. Time to address gender discrimination and inequality in the health workforce.Human resources for health,12(1), p.25. OReilly, J., Smith, M., Deakin, S. and Burchell, B., 2015. Equal Pay as a Moving Target: International perspectives on forty-years of addressing the gender pay gap. Cambridge Journal of Economics. 39 (2) pp. 299-317