Management Essays Leadership and Management

Management Essays allure and ManagementLeader enter and ManagementLeadership and steering often remain conf delectationd as these two be mostly taken in one content. toilet kotter who belongs to Harvard Business School classifies these two in contrasting content, leadhiphip as a map of vigilance. According to him a single word management overwhelm divers(prenominal) ideal and attractership is one of its concept. Leadership actually convey ability to influence other behaviours and acts in order to achieve a certain goal. In multi-national organization, lead system is used by the managers as they want to lead their sub-ordinates to achieve that purpose for which the organization is made for. In roughly(prenominal) attractor, confidence, motivation, come apart communication system, influencing others, decision reservation and goal ambit characters argon essentials as these ar the major characters of any drawing card. The cover chargeic that the musical composi tion get out cover is the leading in McDonald indoors US and chinawargon. The penning aims to see the differences in lead schema used by US and China while particularly taking McDonald in friendship. This difference enables us to know distinct strategies these two countries have tangleed. Moreover, the melodic theme aims to describe the different leaders strategies used by these countries.Leadership in McDonald by USThe democracy in US is to a greater extent than in China, the reason compromises that US have high political background and have high denominate authority. The political system of the US sphere favours the democracy and the top management do non love to involve in the issues or else they use to delegate the authorities to their sub-ordinates and practically of the authority is in the hand of nerve and scorn take managers. In US the individualism is preferred than the sort holds. US McDonald unremarkably seek the Variety reduction in leadership, p ith that they use to remove the uncertainty by focusing on expectrict number of choices. This enables the US leader to control the poor per general anatomyance of their subordinates. Moreover, the McDonald in US prefers to get experienced employees in their unfluctuating. The McDonald of US focus in the head start place on opportunities and slight(prenominal) on bothers and that is why the McDonald adopted diversification in US. The US manager functional in China for McDonald atomic number 18 less ethnocentric rather the Chinese managers. The US manager believes on bighearted the authority form the top while giving the decision making and problem solving authority to the set manager. The organizational process in US McDonald is that main authority is passed form the top while scorn level mangers that directly interact with the customers solve the problems by them selves. They decide by themselves that how they have to treat people and what pull up stakes be their next shade in the future.Leadership in McDonald by ChinaAccording to Charles W.L. Hill, Gareth R, Jones (2003) democracy trend in china is very low and that is the reason that leaders in china usually take safeguard of their employees. In fact, China believes on high sort orientation, where the leadership strategy full treatment less rather ag convention leaning is preferred to a greater extent. We peck say that in China paternalistic strategy work much in which the employees are considered as partners. Above all, the china though does not prefer leadership, but do not allow the MNEs of international watertights to lead the china employees in their showroom and firm. McDonald work in China piece of tail not adopt leadership strategy to lead the Chinese employees in their country and thus found many problems. Chinese usually adopt the manikin amplifier strategy in which the uncertainty increases as the Chinese manager usually seek different alternatives, evaluate them for the ir further future use. Chinese leaders are the problem seeker they believe that solving different problems within the firm can reduce uncertainty and increases efficiency while desire the opportunities. They believe that solving the existing problems while seeking the new opportunities is more important fro the firm to work in the future. The individual behaviour in the McDonald working in China is different form that of USD. The individualism is not a belief of china rather they believe on group dynamics. The organizational behaviour in Chinese McDonald is basically depending on team working and on paternalistic in which a system works on define pattern. Authority and major decision are in the hand of top management, not believe on individualism rather work in teams or groups to solve different problems.While working in US and China, McDonald faces different problems as what type of leadership strategy they must(prenominal) adopt in order to achieve the goals and objectives. A particular theory and concept is go forthd that forget suggest that what type of strategies the firm must adopt to deal with this leadership in these two countries. The very first section deals with eventuality design theory and the other section will deals with structuration theory.Contingency theoryAl Dunlap experience shows that different leadership strategies must be adopted by the firm when working at international level. The reason is that different countries culture and tradition highly affect the leadership in countries. Some people do not love to lead while some people love to get supervision form the top to know that what should be their next step. Therefore, mishap theory suggests that different leadership strategies should be adopted accord to the country type. In this chance theory, different concept and strategies are used and these will be the part of paper description.Fielder ModelAccording to fieldsman contingence pretence, the group performance can be mad e better if the decent unified of leader style and spot is gained by the leader. This is actually a proper matching in the midst of the leader style and type of occurrence. Different topographic point undeniable different styles of leadership. For this the leadership style is required to be set according to the situation. To know that what actually the style should be Fielder essential last preferred co-worker questioner. This questioner will help the leader to know that either their employees are lying-in lie or blood oriented. Fielder develops a 16 pager questioner in which he ranked question into two categories, delegate oriented and kindred oriented. These questioners are then circulated within the employees who than elaborate that what type of leadership strategies are required by the employees. Similarly the McDonald should adopt the similar way of questioner forward operating in any country to know that what type of leadership strategy they want in the company, either want task oriented leadership or relation backship oriented leadership. While working at global level, such(prenominal) mechanism wont work as the number of employees is huge and taking view of for each one(prenominal) employee at each office would not be possible by the McDonald.Later fielder has developed three calamity marks which should be taken in consideration as these will define the key situational factors of any firm. These three contingency dimensions are effrontery asLeader-member relations this defines the relationship within the employees and their leaders. This dimension also shows the degree of confidence, respect and trust the members have on their leaders. task structure this dimension enables the leader to know that which job assignment should be structured and which should not be structured.Position authority this dimension describes the power of the leader such as power of hiring, firing, promoting and salary increase.According to fielder view, th e more the better relation within the leader and the employee, better will be the structure of an organization. The rigider the position of the leader in the firm, the more he/she will has control over the employees. In matching leaders and situations, the fielder proposed that task-oriented leaders can work better in situation in which the circumstances enhance the task orientated nature of the leaders. For instance fro task oriented leaders, a better structured and manages system will work better. Moreover, the more the power given to the task-oriented leaders, the more they can achieve their task efficiently and quickly.Cognitive resource theoryFielder with his co-worker Joe Garcia re-conceptualized the higher up mentioned theory and suggests a new theory that is named as cognitive resource theory. According to this theory, they two suggest that the tune actually influence the situation and leadership quality but experience and information can lower this tenor that influence s the leadership quality. Rationality actually affected by this stress because this affects the logical and analytical thinking of the leaders. But they also suggest that the intelligence and experience of the leaders can help them to minimize this stress. According to this concept they suggested three conclusions directing behaviour result the good performance still when the high intelligence is linked with the low stress.In high-stress situation, the link between the job experience and performance be perplex very positive and strongThe intellectual abilities of the leaders when matched properly with the group performance, it leads to a low stress situation.Hersey and Blanc badlys situational theoryThis theory was developed by Paul Hersey and visual modality Blanchard and is named as situational leadership theory.According to Stephen P. Robbins (2001) Situation leadership is a contingency theory that focuses on the following. Successful leadership is achieving by selecting the ri ght leadership style, which Hersey and Blanchard argue is contingent on the level of followers, readiness. Book (organizational behaviour, 9th random variable) p. 322. The main accent mark is on focusing the followers and readiness. Focusing on followers elbow room that actually the leadership style depend on the followers, what type of leadership style they want. Readiness means the willingness and ability of the followers and people to put through any task.Hersey and Blanchard developed cardinal leader behaviours that are from highly directing to highly laissez-faire. Whereas according to them the most effective behaviour always depends on the followers ability and motivation. According to these two studies, when the followers are unable and unwilling, then task-oriented behaviour and leadership is required that lead such followers to accomplish different tasks. But on the other hand, when the followers are willing to do work and are able than the relationship based leadersh ip would be a better choice. Taking McDonald in consideration, the Chinese employees are very able and willing to work hard therefore, the relationship strategy would be a better choice for the McDonald range of a function in the china. Where as in US the McDonald has to seek the types of employees in different regions as not all the employees and followers in US are able and willing to work hard.Leader-member exchange theoryAccording to this Fred Luthans (2001), leader usually under pressure form different in-group and out0group. In0group followers are those which are preferred by the leader more, they are more constrictive to the leaders as these people are more efficient. With time, the leaders come to know that which of the followers are more efficient, have competencies and are more able than other. This helps the leaders to form the in-group and out-group formation. In in-group followers the relationship of the leaders are different than out-group. The leaders are more frien dly and certified on the in-group and have relationship leadership. Where as, with the out-group the leaders usually adopt the task-oriented leadership behaviour. These in-group people have personalities and are efficient to entrust higher performance, more output and extra working rather out-group people. This differentiation of eladers helps the leader to adopt different leadership strategies with these followers. This situation is mostly seen in different organization. Therefore, it is better(predicate) for the McDonald to adopt such behaviour in US but when working in China, such behaviour is not advisable as this work on equality and hypocrisy is what Chinese hates. Therefore, it is advisable for the McDonald to achieve the in-group and out-group strategy in US but working in china, the McDonald has to take care of their employees and must provide efficient relation with all employees.Path death TheoryRobert House path goal theory in contingency model provides an efficient way for the leaders. According to this theory, the leader must provide efficient assistant to the followers so that they can achieve the goals according to the firm objectives. The leaders must lead the followers efficiently to discover them on the track for achieving the particular goals. According to Robert House, there are four different styles of leadership that a leader must adoptDirective leaders the strategy states that the leaders should direct their followers efficiently so that their sub-ordinates and followers can achieve the specified goals. They should provide them efficient scroll and guidelines to accomplish their tasksSupportive leader according to this, the leaders must be supportive for their followers so that they can be friendly becoming to support them at their difficulties.Participative leader the leaders should take suggestions from the followers and sub-ordinates so that they together can make a better decision.Achievement oriented leaders these are the le aders that provide challenges to their followers and expect from them that they can provide the high level performance to these tasks.According to Robert, environmental contingency factors and subordinates contingency factors affect on these four leadership styles. The leaders can adopt different leaders styles among these four styles according to the environmental factors and subordinated factors. The leader can choose different strategies among these according to the situation. A leader must have these styles that can be changed with time and situation.This white paper suggest that the McDonald top management should also adopt this strategy in which different leadership styles can be adopted with time and situation while working in china and America.Leader participate modelPhilips Kotler (2003) argued that leader participate model describes that leader should participate in any problem and decision making when required. It is advisable that the leaders can provide a set of rules a nd followers should adopt these rules. While major problem solving and decision making must be given to the middle level and lower level managers. This is suitable for the top management. The top management of McDonald are advised that they can provide the set of rules but rest of decision making and problem solving authority should be given to the managers so that they can decide accordingly. It is noticed that leaders are some time irrelevant in aiming decision making. Moreover, in globalization of firm, the top management can not understand the situation at each step and at each region.Structural theoryPeter Ferdinand Drucker (2007) say that morphologic theory describe that what type of structure a firm must adopt while working at global level. every too many hierarchies would be a better choice, or a flat organization. A simple organizational structure is better than a bureaucracy. Team working would a better choice or the concentrate decision making would be the better choic e.Weber describes that when a firm working at global level than the bureaucracy would be the better choice. In bureaucracy, division of labour clearly defines rules and regulations and impersonal relation ship is used to from a clear structure. Therefore, McDonald is advised to adopt the bureaucracy structural model when it seeks that the employees are not able and unwilling to do work. In such situation bureaucracy is the better choice.While working in China, it is preferable to adopt team working organizational structure in which the leadership strategy must be based on relation ship. Different teams should be made at each department and level that together work for the organization. A complete structure of the organization defines that how much power should be given to each employee, how the conflict will be solved and who will solve this, what will be the matrix of the organization. finishMcDonald while working in China must consider their ethical motive and values and most adop t the strategies that they usually used. The firm while working in UIS or china should adopt leadership strategise according to the region in which they are working. The more they are according to the employees expectations, the more they will gain the satisfaction. The above mentioned four leaders styles must be adopted by their leaders in order to provide adequate leaders qualities with change in time and situation. ReferencesCharles W.L. Hill, Gareth R, Jones (2003) Strategic Management sixth EditionFred Luthans (2001) Organizational Behavior edition 9thStephen P. Robbins (2001) Organizational Behavior edition 9thPeter Ferdinand Drucker (2007) Management 1st editionPhilips Kotler (2003) Marketing Management eleventh edition