Seven Habits Of Management

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Leadership is a skill, which managers may have; most definitions agree that leadership is not the same as management. The management theorist John C Maxwell (1999) defines leadership as:
“Influence – nothing more, nothing less”
Most definitions of leadership include this quality of being able to influence others to move towards a particular goal, and share a view that leaders convince others and engage the commitment of those they lead rather than simply directing or controlling them.

Within the EFQM (European Foundation for Quality Management) model, leadership requires individuals to:
• Develop mission, vision and values
• Be role models for a culture of excellence
• Be actively involved in developing, implementing and improving management …show more content…

Phrases often used about managers are that they “take charge of” are “responsible for” are “accountable for”. The concept arose with the industrial revolution when industry and commerce began to be orgainised in a more systematic and structured way.

At the other end of the management model, Covey’s seven habits of highly effective people (1999) focuses on the individual manager rather than the EFQM’s corporate management structure. Covey surmises that highly effective people have seven habits that make them successful. One of these habits is to begin with the end in mind, to be an effective leader you need to be clear about the direction you wish to take your service in.

Good leader often have good management skills this is not necessarily the case, nor does it follow that a manger is a good leader. In reality leadership and management overlap and are two sides of the same coin (ADSW & Scottish Executive 2005) It is regukalry argued that the function of leadership and management are separate, however, skills for care make it clear that in social care, leadership and management should come …show more content…

Managing the team.
Managing individuals.

McGregor’s theory X management is used in all work places with the use of clear policies and procedures to follow. This could also include the details on a person’s contract and job description. Using Theory Y whilst in supervisions and completing individual’s appraisals with employees will ensure their voices and opinions are heard. Holding regular team meetings also encourages employees to voice their ideas and opinions and share them with their peers and gain affirmation.

In my particular work setting, allowing key workers to play a large part in developing children and young people’s care plans, behavior management plans and key-worker outcomes and risk tools, This enables the key worker to achieve a task by setting objectives, identifying resources and monitoring progress by evaluating progress. They key workers report back to the team and other professions via profesional meetings and then complete a final evaluation before each young person looked after child review, this will be forwarded to myself to ensure all information is correct before sending it on to the relevent people, social worker,IRO, familiys

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