Summation Paper: Concepts Affecting My Company
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Summation Paper: Concepts Affecting My Company
Robert R. Edwards
School of Business, Liberty University
Author Note
Robert R. Edwards,
I have no known conflict of interest to disclose.
Correspondence concerning this article should be addressed to Robert R.
Edwards.
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Introduction
The authors of the course textbooks, Satterlee and Dees, examine
various concepts related to leadership, resilience, and guiding followers
during workplace crises. This paper will explore three essential concepts I
have learned about leadership styles and management principles throughout
the course—emphasizing their significance for my future leadership role and
organization. The course has provided me with a comprehensive
understanding of these concepts, reinforcing my knowledge.
I will focus on three key areas: leadership, management, and
followership, and how their collaboration has influenced my organization.
Additionally, I will propose changes to my employer's management and
leadership styles based on these concepts, which have the potential to
significantly improve the current employment situation.
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Concepts Affecting My Company
Leaders, managers, and followers each play vital roles in an organization's success. While
leaders and managers often receive more recognition, the importance of followers should not be
overlooked. Their contributions, along with those of leaders and managers, significantly
influence the organization's short-term, mid-term, and long-term objectives. Acknowledging this
not only highlights the value of every individual within the organizational structure but also
emphasizes the importance of effectively managing these relationships to make each member
feel integral to the organization's success.
It is essential to understand that "leadership" and "management" are frequently used
interchangeably; however, they represent distinct roles. According to Satterlee, "Management
includes planning, organizing, leading, and controlling human and other resources to achieve
goals efficiently and effectively" (Satterlee, 2013). Many scholars argue that leadership and
management are fundamentally different. Yet, some view them as synonymous or suggest that
leadership is a component of management, implying that the two are inseparable. Understanding
the distinctions and overlaps between these concepts can be quite beneficial (Collins et al.,
2023). The relationship between leadership and management is not merely a dichotomy; it is
complex and multifaceted, offering a rich field for exploration.
Both leaders and managers strive to achieve organizational tasks, but they do so in
different ways. For instance, a manager may use formal authority to establish a project team,
while a leader might employ social influence to inspire the team toward a common goal. In
summary, managers and leaders collaborate to accomplish organizational objectives. Managers
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help leaders implement their ideas by optimizing processes, while leaders assist managers in
controlling risks and advocating for change.
In my experience with the U.S. Navy and my current role with the U.S. federal
government, I have observed that very few middle or upper-management individuals can
differentiate between leadership and management. Among those who can, many do not
effectively apply these concepts in practice.
Effective leadership and management in the federal government are crucial for ensuring
that agencies operate efficiently and effectively while remaining adaptable. The need for skilled
leadership and management in government is pressing, underscoring the significant
responsibilities held by leaders. Capable government leaders inspire others to contribute to
building a shared vision for their community and guide employees in navigating challenges and
making informed decisions. Leadership training programs, such as the Federal Leadership
Development Programs, expose participants to leadership responsibilities and assessments to
identify their strengths and development needs.
However, government leadership and management face challenges, including a lack of
continuity, insufficient resources, and limited adaptability. These issues can negatively impact
staff motivation, funding, and the ability to implement change. For example, frequent leadership
turnover can complicate change efforts and hinder momentum.
From a biblical perspective, leadership and management are fundamentally rooted in
"servant leadership." True leaders should prioritize serving others, placing their needs first, and
reflecting Jesus' example of humility and selflessness rather than seeking power or personal gain.
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Key qualities of servant leadership include integrity, compassion, wisdom, and leading by
example. Matthew 20:26-28 states, "Whoever wants to be a leader among you must be your
servant, and whoever wants to be first among you must become your slave. For even the Son of
Man came not to be served but to serve others and to give His life as a ransom for many" (Bible
Gateway, n.d.). This passage teaches that true greatness comes from serving others, not from
power or wealth. Jesus instructs His disciples to serve one another rather than seek to rule. He
exemplifies that genuine greatness in leadership arises from humility and self-sacrifice, showing
that the highest position is held by the person willing to be the lowest servant to others.
Concepts Affecting My Leadership
The most significant concept in leadership is character. Character is the essential quality
that unifies a leader's abilities (Dees, 2013). It encompasses a leader's ethical and moral beliefs,
intentions, and behaviors, all guided by a specific set of principles or ways of thinking. This
foundation greatly influences how leaders act, particularly in challenging situations. For
example, a leader with strong character may be transparent and honest when delivering bad news
to their team, even if the conversation is difficult.
Strong character is crucial for resilient leadership. It supports ethical decision-making,
fosters trust among team members, and instills a sense of security and confidence in the leader. A
leader with strong character can navigate challenges with integrity, allowing them to recover
from setbacks while maintaining a positive and principled approach, even in the face of
adversity. This core set of values guides during difficult times, which in turn fosters trust and
reassures the audience of their leader's reliability (Dees, 2013).
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Leaders with strong character are likelier to make decisions based on ethical principles,
even when confronted with tough choices. Their character encourages them to persevere and
learn from mistakes rather than becoming overwhelmed by challenges. By emphasizing character
in decision-making, they promote a sense of responsibility and ethical awareness among their
audience regarding their leadership roles (Dees, 2013).
Conclusion
The three most important concepts in leadership are Leadership, Management, and
Character. These elements are essential for leaders and supervisors to be effective and
indispensable within their organizations.
Character serves as the foundation of leadership. A leader who demonstrates unwavering
integrity, honesty, and empathy becomes a beacon of trust for their team. By making transparent
decisions, they inspire others and cultivate a culture of trust, instilling a sense of security and
confidence among team members.
Management practices are not merely strategies; they also reflect a leader's character. A
leader's ethical decision-making and behavior toward others shape their management style,
emphasizing the significance of every choice they make. It’s not only about completing tasks but
also about how those tasks are accomplished and the character exhibited throughout the process.
Effective leadership requires a delicate balance. To succeed, a leader must possess the
skills to manage a team efficiently while leading with integrity and inspiring others. This balance
reassures the team and those aspiring to lead, providing them with a sense of control and
direction.
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References
Bible Gateway. (n.d.). Matthew 20:26-28 NIV - - Bible Gateway.
Www.biblegateway.com. https://www.biblegateway.com/passage/?search=Matthew
%2020%3A26-28&version=NIV
Collins, R. T., Algaze, C., & Posner, B. Z. (2023). The Leadership/Management Concept
Scale: differentiating between actions constituting leadership and management. Leadership &
Organization Development Journal, 44(5), 657–677. https://doi.org/10.1108/lodj-06-2022-0299
Dees, R. F. (2013). Resilient leaders. Creative Team Pub. (Dees, 2013)
Satterlee, A. (2018).NOrganizational Management and leadership: A Christian
perspective Anita Satterlee. Si-Corp.
