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1. Alfie Allen L. Lagsaman II-D
Management and Leadership
Management is efficiency in climbing the ladder of success then leadership determines
whether the ladder is leaning against the right wall. However leaders are only leaders if
people follow them! There are different kinds of leaders and different approaches to take
some more successful than other in achieving business objectives and maintaining good
working relationship with colleagues and staff. If you want to be the kind of leader for whom
people are motivated to work well you need to understand what kind of leadership they
need.
Katz and Kahn (1978) define leadership as “the influential increment over and above
mechanical compliance with routine directives of the organization.” This definition suggests
that leadership occurs when one person in the organization influences other to do something
of their own volition, not because it is required or because they fear the consequences of
noncompliance. It is this voluntary aspect of leadership that sets it apart from otherinfluence
processes, such as power and authority. In 1869 sir Francis Galton, in his book Hereditary
Genius, argued that leadership qualities were primarily based on heredity. As the twentieth
century began, however, this narrow approach to leadership increasingly came under attack.
There were efforts to make the study of leadership more scientific, focusing on the role of
environment as well as heredity in the determination of leadership skills. Sir Francis Galton,
and Katz and Kahn define the meaning of leadership in different way. One author says
leadership is an influential compliance of an individual. He says that the more influential one
person is the more able he can lead people in a group. While another author identify
leadership as hereditary, however his definition of leadership was being attack, because
some people says his explanation needs efforts to make the study of leadership more
scientific. Whether leadership is hereditary or through influential compliance, it really
depends on the group who will be under that leadership. They are the one who could say
either the leadership is good or needs to be change.
Group members are more likely to recognize the need for charge when they are allowed
to identify problems and assess their causes, and are more committed to implementing a
change when they have suggested and evaluated alternative solutions. We are not suggesting
that groups should be the sole voice in selecting the appropriate change strategy, although in
some cases this might be preferable (Vroom and Yetton, 1973). What is being suggested is
that group members be allowed to voice their opinions about a problem and gave a
meaningful say in their solution. Even when the solution that group members prefer is not
chosen participating in the process nay enhance their commitment to implementing the
ultimate solution successfully (Hoffman1979). According to Vroom and Yetton, the group

2. members are more likely to recognize the need for change; they identify problems and make
solutions. And Hoffman also said the same. Members are to implement whatever the leader’s
wants and most of the time; members are the person to suggest whether to change the
strategy or the leader. So, whoever the leader will be, he cannot be good enough if his
members will not cooperate in any implementation he/she had.
One can define leadership as influencing the activities of others toward accomplishing a
goal. And we can define power as a leader’s potential to influence the activities of others
toward accomplishing a goal. Without a source of power there can be no leadership. One can
define two power bases: position and personal. Position power is the power given to the
leader by the organization. It’s the power granted to the leader based on the job title (Tom
Moriarty, P.E., CMRP.). Power is a force of influence and authority.Most leaders wield power,
but how power is manifested and used often differs between leaders. Where does a leader
get power from? Or do a leader’s followers give it to them? Well it’s both. In this post, we’ll
be looking at the five different sources of power a leader can use, with opinion on when
these powers should be used, and perhaps when not (Glenn Leibowitz). Leadership was
defined by Tom Moriarty as an influencing others towards accomplishing a goal. And he also
says that power is a potential to influence. Without that power there can be no leadership.
That’s what Glenn Leibowitz also spoke; power is a force of influence. So whether both of
them you ask about the power of leadership you will get the same answer. One person
cannot be a leader if he doesn’t have the power to influence.
To sum up, leadership skills approach takes into account the knowledge and abilities that
the leader has. A leader can learn certain skills and turn him into a remarkable one. This is a
first approach to conceptualized and create a structure of the process of leadership around
skills. The model describes leadership in terms of skills and therefore makes leadership
available to everyone. This model provides an expansive view of leadership that incorporates
wide variety of components and a structure consistent with leadership education programs.