DISCUSSION 1

We look at leadership from the manager's perspective and explore the differences from looking at leadership from a leader's perspective. Managers focus on process, procedure, and implementation of the organization's purpose. A manager's perspective is about getting the job done and keeping stability. The leader's mindset is about change and moving workers toward the organization's vision. The area of overlap comes in terms of the need to use "soft or people skills" to get their job done. It is said that a manager motivates while a leader empowers.

In the following five quotes each leader is commenting on the perspective of a manager in an organization as opposed to a leader.

• Define the difference between a manager's mindset and a leader's mindset.

• Using the readings for the week, reflect and explain the meaning of each quote. and how each quote relates to a manager's or leader's mindset.

"Management is doing things right; leadership is doing the right things."
-Peter Drucker

"Leadership is working with goals and vision; management is working with objectives."
-Russell Honore

"When a management with a reputation for brilliance tackles a business with a reputation for bad economics, it is the reputation of the business that remains intact."
-Warren Buffett

"Good management is the art of making problems so interesting and their solutions so constructive that everyone wants to get to work and deal with them."
-Paul Hawken

"Management is nothing more than motivating other people."
-Lee Iacocca

Course reading (References): CTRL + CLICK to view links

• Leading - (Scroll down to read about leading as part of the functions of management)
• Leading and Motivating as a Manager
• The Root Causes of Low Employee Morale
• Leader or Manager? These 10 Important Distinctions Can Help You Out

DISCUSSION 2

The manager must be able to solve problems, communicate, and lead teams toward the completion of a task.

You are the manager of the northern branch of the Laurel City Bowling Alleys. The owner, Jill Espy, has 4 other bowling alleys around town. The average employee assigned to the concession stand of all the Laurel City Bowling Alleys lasts approximately 3 years. However, in your branch, the average employee lasts only 8 months. Jill is concerned about the lack of retention of concession employees especially since training new employees is costly to the company and this high turnover is costing her money that could be better spent elsewhere.

You have talked with your current concession staff and have learned that pay and scheduling may have some effect on the turnover rate. Employees feel that the pay is low and the scheduling is erratic making it difficult to make plans outside of work. You know that employees do not benefit from pay raises because they tend to leave before being at the alleys for a year.

One worker indicated that many of the workers do not know how to handle difficult customers. It makes them not want to come to work. At the time, the focus seems to be on getting the job done rather on customer service.

Using the employee's feedback and other facts from the case scenario, what ideas should you consider motivating or changing employee morale that would encourage employees to stay longer in the job?

References (May use outside sources as well):

(press CTRL + click to view link)

• What Leaders Really Do! Insert the following into Google: What leaders really do.pdf - Classes
• Making Decisions (Video 3:49 minutes)
• A New Role for Management in Today's Post-Industrial Organization
• Communication Skills for Managers
• Engage Staff and Reduce Turnover
• Theories of Motivation

• The Puzzlement of Motivation - Dan Pink (Ted Talk video - 18:32 minutes) This video is a must see and explains why some of the motivational tactics that worked in the 20th century do not work in the 21st century. Daniel Pink has a great sense of humor and explains why what many managers do to motivate does not work.

• The Core Skills to Leading Your Team.