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Razlike med managementom in voditeljstvom so bile pojasnjene s številnimi mnenji. Vključila sem ideje in delo petih avtorjev najprej sem jih predstavila v kratki ponazoritvi in nato podrobno pojasnila z mnenji drugih avtorjev. Z obrazložitvami strokovnjakov na področju managementa in voditeljstva sem pridobila odgovor na stereotip, po katerem naj bi voditelji bili bolj pomembni, kot pa managerji. Zakaj je prišlo do prehoda od managementa do voditeljstva in zakaj organizacije nujno potrebujejo voditelje, sta bili naslednji temi raziskave. Sedanja realnost zahteva od organizacij vključitev precejšnjih sprememb v delovnem okolju. Pri prehodu iz stare v novo paradigmo, sem upoštevala štiri pomembne spremembe. Razpravljala sem tudi o vzrokih, ki so povzročili prehod iz managementa do voditeljstva. Ker se okolje nenehno spreminja, se tudi znanja in spretnosti spreminjajo vključno z okoljem. To dejstvo me je vodilo, da sem obrazložila proces pridobitve managerskih vodij (angl. manager-leaders). Večji del diplomskega seminarja se nanaša na temo voditeljstvo (angl. leadership). Ta del sem razdelila v pet poglavij, ki vključujejo najbolj razpravljane in proučevane teme na področju managementa in voditeljstva. Besedo voditeljstvo sem najprej pojasnila s prepričljivimi definicijami nekaterih avtorjev. Zaradi obsežne in zapletene vsebine voditeljstva, sem se osredotočila samo na eno definicijo, ki vključuje šest pomembnih elementov voditeljstva. Izpostavila sem tudi razpravljanje o naravni vodji in raziskave, ki ugovarjajo le-temu. Voditeljstvo opredeljujejo naslednja področja: vodja, tekmec (angl. follower), situacija in stil vodenja. Zadnje omenjeni pojem je tisti, ki zakomplicira celoto voditeljstva. Namen poglavja je bilo pojasniti stil vodenja in določene osebne lastnosti, ki so učinkovite pri vodenju. Ne moremo živeti v sedanjosti, če nismo pozorni na preteklost, zato je bila pomembna za ta diplomski seminar tudi vključitev zgodovine nastanka voditeljstva. Veliko teorij in modelov je bilo ustvarjenih. Teorije voditeljstva sem strnila v šest osnovnih pristopov. Pri modelih voditeljstva pa sem mojo pozornost omejila le na tri. Ustvaritev odlične organizacije zahteva od vodij obravnavo različnih faz. V ta namen sem razložila štiri medsebojno odvisnih faz. V zadnjem poglavju se je vodjo obravnavalo kot socialnega arhitekta. Poudarila sem pomembnost sprememb. Pojem sprememba, kot funkcija v voditeljstvu, je razjasnjena z različnimi karakterističnimi aktivnostmi in dejanji. Vključene so tudi naslednje teme: oblikovanje vizije in določanje smeri, usklajevanje in motiviranje zaposlenih. Many sterling answers were provided on the distinction between management and leadership. Ideas and work from five authors were presented first in a short review and, second, in a great detail with additional views. Afterwards, the capture of powerful elucidations of experts on management and leadership revealed the true answer on the stereotype according to which leaders are higher beings than managers. Another issue was to figure out why the transition from management to leadership was necessary and, along the same line, why organizations need leaders so badly. Nowadays, the reality for today’s organizations requires plenty of shifts in the work environment. This is why I have taken into consideration four significant shifts from the old to the new paradigm. In this context, I have also discussed the reasons that caused the transition from management to leadership. Since the environment is changing constantly, knowledge and skills have to change with it. Thus, I have explained the process of developing manager-leaders. The majority of the bachelor thesis is consecrated to leadership. I have divided this part into five chapters that include the most debated and studied themes in the management and leadership literature. The word leadership was recapitulated by using some authors’ compelling affirmations. Because of the extensive and complex leadership nature, I turned the focus to one definition of leadership that drafted six important key elements. The phenomenon of the natural leader and the research which abnegates the latter were also highlighted. The leadership domain contains the following conceptions: leader, follower, situation and leader’s style. The latter is the one that makes the whole picture about leadership so complicated. This chapter was conducted in order to identify the leadership style and the personal competencies that are effective when leading. We cannot live in the present without paying attention to the past and this is why I have included the beginnings of leadership in my bachelor thesis. Over time, many theories and models were generated. First, the historical overview of leadership theories is united in six basic approaches. Second, the discussion is extended on only the three models of leadership that gained my attention the most. In order to build an excellent organization, leaders have to go through different steps. In this manner, four mutually dependent factors are explained and demonstrated. In the last topic, the leader as a social architect was debated. The stress was put on the importance of change. The term change, as function of leadership, is explained by having a closer examination of different characteristic activities and actions. The following topics were also included: creating a vision and setting a direction and aligning and motivating people. |
