“Managers are born on job; Leaders are born when they are seven”
The above statement well is the reflective saying of the basic difference between Management and leadership theory. A manager’s main task includes organizing, controlling, planning and directing the activities in an organization to produce profitable results. A manager could possess leadership skills and make its use in some scenarios but leadership alone is not efficient for a manager and hence not essential. A manager performs activities as per the rules of the organization while leaders do things based on their own instinct which sometimes does prove more rewarding for the company. Leaders are selected to lead a team of members but sometimes it has a negative impact on the team as well. I would like to draw out some points from an well known leading software company INFOSYS to evaluate as what the best in this organization amongst leadership and management. This Paper will give an understanding of teamwork and the techniques and procedures required to contribute to and lead an effective team. This work then goes on to cover the tools and techniques needed to enables learners to select a process or part for improvement and apply continuous improvement techniques in any organization in this supersonic era.
Skills required for Leaders and Managers
Have willing followers Get results through other people
Use influence Must have authority
The right to lead is earned from followers
The right to manage is granted by ownership
Have personal power and position power
Intend to make changes Produce goods and services
At any time, a follower can walk away and follow a different leader, or simply stop following
The leader with heart and soul and just do what it takes to get by. Leaders cannot impose their vision on anyone or force anyone to follow them. There are informal leaders in every organization. They have no position power, no authority, no title; but they have influence, personal power, and followers. Leadership is not a title or a position; it is the earned right to lead, positively or negatively, by those who follow.
If we think back about people with we have enjoyed working with. Were they leaders or
Managers? Hopefully we have experienced, and enjoyed, both. Recognizing the
Differences, whatever we are, be the best manager or leader we can be.
There is a difference
I chosen the Top most Software Company which is adopting world class learning corporate systems giving its best in this supersonic competitive world.
This is one of the leading software companies which have its headquarters in India. It is ranked as the second leading It companies that is present in India. It have spread worldwide and it finds its place in almost 22 countries around the world which includes U.S, U.K, Canada, and Australia and may more. This was founded by Mr.: N. R. Narayana murthy along with his seven of his friends which mainly concentrates on the software development of the company. This concern really increases the economic growth of the country. It also serves the country by eradicating of unemployment crisis, serving the poor and the Orphanage people in the country.
Role of Leadership
Leadership in Infosys is extensively concerned as one of the company’s greatest conspicuous features and its function in forming the organization and its group has been written about significantly. Executive vice-president of human resources “Pratik Kumar”, at rival Wipro, explains Infosys as a very ambition story.’ “This success,” says Kumar “has come through its set of leaders with strong values and teamwork.” Infosys is also considered as being “founder-led” by many both inside and beyond the organization. A few months ago, Infosys established a recent policy making council and has produced more non-founders into the core management of the company in order to dispel this notion and to strengthen its next generation of leaders.
Infosys Believes that the most guaranteed way of improving teamwork is to applying the principles of performance management to the group’s behaviors’
They are as follows:
Identifying teamwork behaviors’ will lead to best performance
(the TARGET Performance)
Analyzing which teamwork behaviors are currently being used
(the CURRENT Performance)
Practical analysis between target and current teamwork Performance, and taking action to bring current teamwork performance closer to the target.
1. TARGET Performance
Recognizing and control of difficulties is likely among them such as, executives and clients.
Making it easy to discussion among the working group, and the others beyond the group in order to have better functioning.
Broadening the view of working on operational objectives, to their best interest, to make difference in their objectives.
2. Current Performance
The ethics in business
The opinions beyond the working group
The likeness, chosen by the group
There are number of influences
Innovative Training process
Infosys strongly believe in the innovation training process in making global leaders. This helps to mingle the customers and the company in a productive way. They clearly understand that the company revenue factor increases once if they handle the client with almost care and sincerity. Innovative steps and new ideas are always welcomed by Infosys in making strong team. They believe that Business depends on the operational leaders On the other hand they believe in the faster innovation learning process which helps the industry to grow in a fruitful path. Henceforth they depend upon the increasing speed factors for improving continues skills depending on the challenges. Infosys understands very well that the success is growing only because of the hard work, dedication provided by the employee. Therefore building a strong relationship and helping the team is essential for the concern to keep upon. Infosys mainly focus and take all possible steps to understand the team in all aspects. has a fine blend of diverse breeds of employees with different mentalities. Manager’s task here is to get the best out of these people to acquire optimal results and client recognition.
Achievement by Infosys falls the way of defining the sentient by powerful stages.
Infosys chooses that the personnel absorb the tasks at hand and the objectives by 29 percent more incoming of comparing the other firms. (Watson Wyatt Work Study).
The staff chooses their tasks to a better figure as 75% as the industry’s assignment assay turned of how the executive is performed (workplace 2006 Infosys Employee Insight Survey).
“To be recognized and respected as one of the premier associations of HR Professionals.” (HR Association of Greater Detroit)
The individual’s concept essay for every personnel may set-in as straight forward of few utterances on paper or more to achieve further as to become contend as part of the team at Infosys.
Learn the modern leadership styles.
Infosys follow Participative style, Consulting style, Negotiate style, Delegative style, Directive style. As per the recent studies leaders are very comfortable using these styles. Once these styles are achieved by them, then they learn leadership styles. They believe that if we master them all then they can become a better leader.
Improving communication skills.
They try to spend at least one hour a day talking to team on how they are performing. If staff are doing well, then they are in part doing their job well.
Prioritize your time.
Providing time to work out and establish them self is the best quality which employees have in Infosys. This does not occur by chance, because they think that the best leaders are organized and prepared for the week and the months and even in further years. This is in identifying both long period strategic planning and short period operational.
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Infosys keep on with this technique where they first begin talking to a person in a good way, then put the difficult subject or hard topic in the middle, then also end on a positive suggestion. This seems much better than just mentioning the negative matters to a staff member. Suppose a sandwich or a burger. begin with the bread on the top which is the discussion, then the burger Pattie is the difficult subject, then the lowest part of the burger is the conclusion of another positive declaration about that person. These are the few steps that Infosys follow to build Leaders in a successful team.
What makes a good Leader in Infosys?
To become a good leader these are the qualities needed
experienced – knows what to do
productive problem solver
Open minded – listens
Supportive – challengeable, makes it safe for others to contribute
Problem Solving Technique In Infosys Team
Identification of the problem
establish a cooperative setting
concur on values for discussion
Invite all opinions
stay fact-based in our verdicts
Be durable on the subjects, not on each other
Put in reserve any individual memo
exterior any supposition and prejudice
classify and examine the issues, pertinent proofs, and enhanced replies
recognize conceivable resolutions and their benefits and disaffects
Solve the single inquiry – which is the most wanted resolution?
They serve Aerospace, Banking and capital markets, Automobile, communication services, education, Health care, Insurance, manufacturing, Retail and utilities. Major IT services are covered by this company. This includes Application services, architecture services. Independent validation service, Infrastructure service, Knowledge services, and system Integration services.
Infosys strongly believe in team gathering on every week that is on Friday to discuss the progress of various projects and issues if faced any. Our managers used to be with us for the call. Manager should always present in the office to guide new project and make sure that everything is working smoothly. In this gathering managers will be in conference across the globe to highlight points about the management team and performance.
If I talk about every single team in Infosys, the senior members in the team play the role of a team leader. Infosys always welcome fresh talents from IIMs and premier B Schools in India apart from recognizing in house talent. Whenever a fresh manager joins a team, there are chances of role conflicts between manager and the team leader. There is always a problem with existing senior employees to listen to a new leader or manager because they feel that they know the process well than them and could take suitable decisions which is true to some extent at that point of time. Leaders take blame if any issue or problem arises within their team and they give credit where it is due. I would like to write down few instances or observations where I felt leadership team work to be improved Leaders in various teams taking credit for junior developer’s work, which is not expected of a leader. During major project launches, developers were asked by managers to handle specific tasks within a decided time frame. Leaders always set new direction for the team but the way of working in a corporate ike Infosys is established.
Taking decisions by Management should be improved for continues learning.Comapany should takes all the facts relating to the employment which emphasis individual task, development of organization, quantitative output and the compliance of employee. Management favors quality, recognition, performance, flexibility and the rights of employment relations. The open management system explored the superiority of human resource and considered it as the backbone of every organization. The business strategy comprise of career development of an individual, relationship among employees, team work and the task. All those severe rules were destroyed for the orientation of the business; achieve proactive measures and the self regulation (Dessler, 2003). Hence duty of a Company became a long-term strategy and it completely resides only for team build up and team performance. (Beardwell, 2004)
LaFasto, F. and Larson, C. (2001) When Teams Work Best (Sage Publications) pages 29 and 85 .
Greenberg, J.R. & Baron, R.A. (2000). Behavior in Organizations, Seventh Edition. Prentice Hall: New Jersey.
Laurie.J.Mullins, Management and Organizational Behaviour, Financial Times Management; 5th edition (May 1999)
Ancona, Deborah G., Thomas Kochran, John Van Maanen, Maureen Scully and Eleanor Westney, Managing for the Future: Organizational Behavior and Processes (New York: Southwestern College Publishing, 3rd ed., 2005).
(Accessed on 7/03/2010)
(Accessed on 7/03/2010)
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