II. Management and leadership differences.

1. The difference of style

1.1 Style of Leadership:
There are many leadership styles, but based on the environment and personality, and particular
around decision-making, leadership style is separate into 3 basic types by Lewin and colleagues.
There are Autocratic, they did leadership decision experiments in 1939. There are democratic,
a. Democratic leadership style: The democratic leadership style is often quite open and
popular in managing a group. Everyone has the right to speak up and discuss freely.
This facilitates the encouragement of members to share their different ideas and
gather information and make the best decision. Democracy style is often appreciated
by members.
For example: Japanese leaders always realize that they need to have a
close, sincere and harmonious relationship with the team members. This is not to
serve their individual goals, but to create an open atmosphere so that everyone can
actively contribute their talents and energy to the work of the group.
The good side of democratic style is that it not only encourages the creative ideas
and contributions of others, but also builds consensus, creates common vision and
goals. However, it can also be difficult when there are too many opinions and there
are no clear decisions to create fairness and efficiency.
b. Laissez-Faire: This leadership style is also considered as a free leadership style.
Members are entitled to make decisions and take responsibility for their decisions. , a
businessman called Le Gendre told that by stating in French, "Let us do what we want
to do" or "laissez faire".
The laissez-faire leader wants the members to solve the problem on their own. This
may be appropriate for highly experienced teams with skills and tasks to carry out so
it is a familiar task, without too much consideration from the members. However, this
style can easily lead to poor performance and is completely unsuitable for groups
with weak skills. In addition, this makes the role of the leader quite faint.
For example : At Microsoft, Bill Gate and Paul Allen want their
employees to be comfortable and happy at work by having employees close the door,
turn on the music and freely in their work attire. In addition, the company allows
employees to choose their working hours, provided that there is a defined time period
each day. He always wants to create the necessary comfort and intimacy so that
employees can promote and contribute to the company.
c. Autocratic style: Contrary to the Laissez-Faire style, leaders with the
autocratic style tend to make decisions without consulting any other staff. They focus
on the power to ignore the opinions of their team members. This leadership style is
often applied when they want employees to do it without any other advice and their
listening ability is quite poor. Although this helps to make decisions faster in some
emergency situation and clear chain of command, oversight, but it reduces the
creativity of the team members, gradually creating frustration.
For example : Steve Jobs claimed that: "Democracy doesn't make
great products. To do that, you need a wise dictator." This statement shows he has
 domineering style. We often know that authoritarian leadership in a bad sense, but in
fact, stories of Steve Jobs and Apple's win are seen that this style has significant
strengths. (McInerney, 2011)

Three Different Leadership Styles (Source: Benjamin 2017)

Besides,
d. Transactional: in 1947 this style was first proposed by Max Weber, followed by
Bernard Bass in 1981. Using reward and punishment to motivate their follower is
known as transactional leadership. This focuses on the basic management process of
controllings, organizing and short-term planning. This style helps the organization
work best under a series of clear management guidelines - those who direct and direct
the action. However, these people are often inclined to think in the same way when
solving problems. Their employees will often not be encouraged to innovate or find
new solutions and only fit in less complex situations.
For example: former Wisconsin Senator - Joseph McCarthy - for cruel dealing with
Soviet spies during the Cold War. His method has been effective when punishing
wrongdoers and rewarding those who report espionage.
E. Transformation: In 1978, the definition of Transformational leaders was first
mentioned in "Leadership" by James McGregor Burns. Later, in 1985, Bernard M.
Bass extended the model to further research. The change not only requires a lot of
organization but also from employees. Their leadership style focuses on using
relationships, inspiring, or empathy to attract eye contact and listen from the other
person. This style has its main strength in accordance with the concept of social
population in the sense of chivalence, attention to the needs, values and morality of
employees. However, this style also has a lot of risks because of the lack of
conceptual clarity and potential abuse.
For example: Harvard Business Review attribute’s Bezos’ “insider, outsider” status
as part of what makes him a great transformational leader. he was jumped from the
 finance world and brought fresh idea to e-commerce through years of experience in a
other industry.

1.2 Style of Management : Consulting firm Hay/McBer identified these six

management styles
a. Directive: Style in a phrase “do it the way I tell you”
Direct style requires strict adherence from employees, it helps to control work
processes and employee performance. The manager will make a decision and
force the members to follow. This style will work when there is a crisis or when
misalignment is at risk. However, those with poor knowledge will have a hard
time.
b. Affiliative: “people first, task second” This style has the main goal of building
harmony between employees and managers by avoiding conflicts and creating
comfort and happiness for everyone at work. This style works best when used in
conjunction with other styles and when employees need advice and help.
However, it has insufficient performance in the event of a crisis.
c. Authoritative: (visionary ) “ firm but fair”
For Authoritative, the manager has the role of clarifying the vision and future
plans, building long-term strategies. Therefore, it requires a good and reliable
leader with clear instructions. In contrast, if the leader is not trustworthy, it will
be difficult for employees to follow and trust the vision of the plan.
d. Coaching: “ try this” or “developmental”

The coaching style is the professional development for employees in long-term.

This style is motivates by providing opportunities for professional development to
encourage employees to develop their strengths and improve their performance.
This is especially effect when there are skill needs to be developed and the
employees are motivated to develop their professional. This often fosters a strong
bond with employees and they come to view their manager as a coach opposed to a
boss. But as you can all imagine, it was every easy to counteract if the manager is
lacked of expertise or maybe in a crisis. Or hen performance discrepancy is too
great – coaching managers may persist rather than exit a poor performer
e. Pacesetting: “ Do it myself ”
In the pacesetting management style, the manager sets the pace of production.
Often, the pace will be swift, and the manager will accomplishing tasks could
have a high standard of excellence some employees will find this challenging. A
pacesetting manager wil complete task personally with a high degree to
excellence to serve as an example and expects self-direction from employees.
This way could be effect when people are highly motivate, compentent and the
manager is an expert. But this won’t be effect when workload require assistance
from others.
f. Participative: “everyone has input”
 This style has the primary objective of building commitment and consensus
among employees. A participative manager will seek to receive the contribution
of all their subordinates in decision making. This can be motivates by rewarding
the contributors. This highly effect when the employees working together and
having a steady working environment. Because employees must be coordinated
or else they would hardly working in together. And if there is a crisis there’ll be
no time for meeting. This may sometimes slow company progress, but it does
help boost team morale, as all employees feel valued and trusted.

For examples about manager: Tran Nhan Tong was the third emperor in the
Tran dynasty. He is a one of good in management. In the process of building
and developing Vietnam, he used his knowledge and vision to beat the
competitor that invaded the country to expand their land. Even if he was not
directly on the battlefield, his experience through previous dynasties experience
helped him have strategy to lead battles successfully.
Steve Jobs, the head of the Apple Group is an another example of management.
based on looking over and studying the market, he gets that Ipod was just a tool
of music players and could not serve necessary human communication needs.
He studied and created the first Iphone in 2007. Because Iphone has most
features of Ipod and has its own browser, it is very wisespead and get brand
success up to now.
(LEADERS IN HEELS, n.d.)
To sum up, while management is arranging resources to implement the
proposed plan most effectively, leadership is the process of making changes to
achieve better results. In fact, no one style of leadership or management is the
only right, it's important to use which style in which circumstances and
organizations. The style definition is based on employee characteristics, job
nature, environment and human position

2. The difference of characteristics:

Leadership
- Vision oriented: the Leader has the
power to build a vision for the
organization, pay attention on the
future of the agency
- Protect staff
- They have trust on staff and members
- Impact on people
Management
- Process oriented: managers only
toward to the success of strategy and
current objectives of the
organization.
- Protect himself
- Unclear regarding trust
 - Doing the right things - Impact on works
- Sense of humor and emotional - Doing things right
intelligent
- Inspirational person
- Find ways to change the present - Maintain supervision
- developer - Admit the present
- maintainer

We can easily realized that management basically pay attention on tasks. Base on
management knowledge, the manager often comply the rules so that he finish the jobs. In
general, the manager just does his quite works and skill all the tasks (K.Drucker, n.d.). In
contrast, leaders focus more on emotion and personal skill of their member. They work center on
workers and give support them, join in certain cases to achieve the highest productivity as
possible. (Anastasia, 2018).