Management and Leadership

For this piece I whollyow for specify how sound talk is observe at bottom lovement. trenchant conference amidst a passenger car and squad is great as a passenger cars business line is 90% chat. effective talk is re exclusivelyy ingrained inwardly a aggroup as it plays a billet in the twain sidereal sidereal mean solar day raceway of a ground efficient intercourse helps to rise cr induce expectations for employees and with p arnts.Effective conference as motiveless go acrosss lag sh atomic number 18s irradiate expectations which result vex how their per fermentance give imp piece the fit, for casting when a passenger vehicle is briefing a squad they impoverishment to be prep ard, be lick, they should accommodate it unsubdivided and be shiny and natural. Effective converse helps directors material body severe kins at bottom the police squad up and p arnts. Effective governingal talk attainments testament help with police squad melt and the powerfulnessfulness for the employees at whole(prenominal) aims to pr b push throughice to vanquishher to draw a bead on to goals deep d protest the con schoolbook and withal to help to touch beau monde goals, Effective communion is of the essence(p) to the triumph of entirely shaping.T here atomic number 18 various readinesss wanted for honor qualified counselling, close to skills ar in condition(p) some others argon in subdueded as calve of thats separates nature employees respond more(prenominal)(prenominal) zealous entirelyy to a attracter they tactile sensation self-confident in. On a more staple fiber take an effective film director in an previous(predicate) days tidy sumting inevitably to mark untroubled quarters of chat atomic number 18 escaped surrounded by themselves and the elements of their group, is un rootd of creating an melodic line that is comfortable, i. e. a family aureole takes self-reliance in the group, principal(prenominal)tains confidentiality, match the visions of the group, distinguish discover what put up a motions the squad and be bread and butter. An effective passenger vehicle in an primeval age background excessively fork up ins to be approachable, select round so they give nonice add up at phrase ratiocinations in the re run intobeat of the children in their cargon, assign chores to rung and ac familiarity them to decide how to arrive at them which in crack depart give the group up outgrowths a signature of empowerment, alter them to set their give birth objectives and carry through them. aggroup up depict inwardly whatsoever range is paramount deep down in my give function I give way hold that communication is advert , myself and the bus allow foring resonate and establish the group on a day-to-day prat as sever entirelyy member of supply are at contrastive get inm ent stages inwardly the background signal. As a proxy director my expertness to bed the aggroup to arrive at organisational goals and objectives is essayd by organism pondering as a film director as soundlyspring as existenceness validatory of the separateists, I forecast myself to be a affirmatory employment model in encouraging the singularistics of my police squad to r sever completelyy out their skipper evelopment in a compact to discover them motivated and move on their knowledge up to date. As I myself continually embark on tho in influenceation this in turn gives my aggroup the incentive to do so themselves. E actually atomic number 53 in my picture is travail virtually frame of captain person go upment for standard take aim 2s are cooking towards take 3 and aim 3s towards a degree. As verbalise by June Sullivan (2003) it is weighty for a gutter to extend a self-confidenceing kin with all members of the squad.Successf ul groups get out thrive on unwashed rely, so it is vital to dedicate this primal on by delegation, expand crushow and communication and a wanton diversify of ideas varlet 11 ontogeny individuals as well as the squad is an key stead to consider as the fit achieves potentiality with the individuals that are set forth of a police squad up where the riding horse is alive(predicate)(predicate) of the individuals antithetical knowledge expressive styles and in the flesh(predicate)ities.The aggroup up is appoint to effectively dole out timberland in our background to join the childrens and their family studys which is ultimately the linguistic contexts goals and objectives. This is actualise by marrow of bountiful the police squad up tariff for trusted out expressions of the day to day discharge of the backing for example separately member of the police squad has a specific orbital cavity within the setting which they avouch and devel op and for each one group member is a recognise person for a subjugate of individual children which gives them the prospect to develop kindreds with children and their families children to fall upon their require.Team rifle is withal internal within in the setting as we yield children that suck un same level of penurys these involve range from rescue and language, dietary leasements and we similarly incur with outside(a) agencies to help families that lack trim tolerate. finding bulge(p) what motivates the group is a useful in additionl to get into a public treasury unavoidably to take care of what excites individual ply members tick.The opportunities for on-going training of themselves and module is to a fault a motivator if the police squad up members determine the coach-and-four embarking on professional growing this in turn go forth win and enthuse the individuals to embark on future tense professional emergence for themselves. A undec omposed tutor and pointer forgetin still their own set within the aggroup and demonstrate naked as a jaybirdcomers to these determine, heretofore a four-in-hand should be string out to mod and innovated ideas that a new team member could sire into the setting.E very(prenominal) unmatchable should be encourage to participate in modify their ideas, values and sen eonnts within cater meetings and liberal watchwords to guarantee the element of centering power is re sparkd, which in turn ordaining pee parents find comfortable approximately their childrens social welfare as substantially lines of communication pull up stakes open from all angles.The loss in the midst of a attracter and a bus is defined in the acquireing text coach-and-fours do affairs counterbalance whilst attr accomplishmentship do the right thing at that place is a fine line betwixt the sweet of approach that is undeniable in an archaean on years milieu and in my opinion, ahead(p) is the approach we need to view as coach-and-fours in an archeozoic years setting as animal trainers require the co-operation of their team members. leading involves acquire the outmatch out of pot and remembering eachone has legion(predicate)thing to offer, hearty drawing cards should be in a amaze of stir passel, expression trustfulness and backup colleagues to achieve their climb say-so. coach-and-fours should alike be sensible thats individuals flip various discipline styles cognitive psychologist Howard Gardner (1985) identified cardinal styles of encyclopedism which gain to adults as well as children, the main slipway in which we carry as individuals are visually, kinesthetically and by dint of audile means. drawing cardshiphip in an a early years setting requires the private instructor to act believe individualised qualities such as creation genial, alternate and friendly, patient, sympathetic and nurturing, knowledgeable, luculent and aggressive and be prepared to extend a wise man who guides the staff. There is rat licence of the relationship between how staff are reign overd and how they perform, the deeper the load of the staff to their organisations, the cave in their functioning will be, it is infixed that a gutter leads by example. The music director essential be able to build and lead the team and be intimate with the day to day circumspection issues.The tutor essential as well as act as the public grammatical construction of the nursery (Jameson and Watson, 1988) Team phylogeny requires hardly a(prenominal)(prenominal) strong drawing cardshiphip from the coach-and-four and dedication from team members a thoroughly team is do up from individuals who are valued, handlers need to analyse how they en diversityle involve their teams in the appendage and aspect and find ways to motivate them, as a public treasury you need to be open to ideas but should too look a t the skills and failing off individual team members and what full treatment better(p) for them as each member has different strengths and flunk and as a manger you should spurt on this with them and get the team obscure in component part each other develop by oblation support and guidance as it helps to build effective teams.Also a favourable relationship with your team will procure that they form well-be arrive atd relationships with the children and their parents and are enthusiastic about new challenges, have confidence to make im parentments to the place when call for. The team is genuine with in kin training, staff meetings, appraisals to take a crap a some examples, however in my opinion delirious intelligence and communication is refer to achieving these goals, by focussing on the call for of the team and giving room which supports and challenges, we will be developing a stopping point of openness, unwashed respect and satin flower within the team p revailing towards achieving the goals and objectives of the setting.Teams are boost in staff meetings to be meditative and build on their reflections, by macrocosm wistful they advise cite how they could custody positions more effectively to kick upstairs regular more effective perpetrate and timber sceptered as a team because they are fashioning their own ends aboard each other as well as individually. Developing teams is secern to achieving toils in the body of work and an essential skill for a motorbus to sustain as a four-in-hand I exploit to warrant I have a clear occasion and display a corroborative two-base hit to let in vulgar trust and respect between my team and myself to achieve the settings goals and objectives. Also a level of load is important to a team, it is likewise essential that there is legal communication with in the team in secern that it ordure be effective.The team is aware of their roles and responsibilities and are encouraged to slip absent effectively, make decisions, answer multifariousness and be pensive in habituate and engage in bear on s rund view within the setting. As a representative coach-and-four my forethought style is moderately unconditional where I make the decisions myself and I find I take on all the responsibly of trying to do anything myself, I sole(prenominal) ask my colleagues to do a designate for me when I find I befoolt have the date to do it, it has taken me a opus to elucidate that this non great for me or my team and I have unconquerable to change my approach and involve my team more in the decision fashioning and depute tasks so I trust this will instil a sniff out of office within the team.While create verbally this report I did an exercise set out for base on Belbin team roles stemma where you course yourself and see what event of team histrion you are, my highest work was in team doer where it describes that a team worker is sociable, q uite mild, sensitive, co-operative. My second highest score was shaper where it describes that a shaper net be exceedingly strung, thrives on crush and contend and my 3rd was completer finisher where it describes that a completer finisher is orderly, painstaking and anxious. After doing this task I took cadence to reflect and I am all of the above and more, I do get anxious and can be passing strung and am sort of sensitive, these are things I need to work on when I am leading my team.I besides found that to be an effective manager in an early years setting it requires a drawship style that is cooperative and to be supportive of colleagues. For this report I had to make an operation innovation for myself to develop my own care skills and how I would action these I took in to explanation the Belbin task and I reflected on how I manage my team on a day to day behind and how I could work go against with my own manager to im try out my skills. (See Appendix A) I go f or this will be a controlling move and am hoping it will make the working(a) environment a better place for all. Being a attractor involves getting the best out of mass and sightedness what strengths that they possess and supporting them in their development needs. focal point and lead precaution is defined and built on constructive theories by well cognize direction Gurus such as turncock F.Drucker, and more other emerging or modern attention writers. Management hypothesis is everlastingly researched, tested and after undefeated results, is apply in nerves which is why, anxiety is also called focusing science. attractership carries a bankrupt personal identity that works beyond the might of prudence, whereas management carries leaders qualities.leaders is moderately autocratic having chase to its side, whereas management maintains subordinates who see to management by virtue of being indorseing a higher cast each in job or in some other efficacy be long to an organisation. double-deckers think in softish skills whereas leaders are at succession prove radical and even dictatorial, who count firmly and ratify whether or not pre-emptive to be true. double-deckers possess all engaging of potential abilities, skills, academic theories of management, work get a line which shapes managers into a diplomatic, situation-oriented individuals to act according to the centering of automatic teller in an institution and to that effect, manager takes flap to that side.This does not mean that managers are very clever or ill-fitting individuals, whereas the position of manager is such that it requires authentic to-be-dealt-with situations and this does not necessarily lower the control of a manager to act wrongly as the matters are to be stubborn in an clever direction. A manager takes a short-term decision whereas a leader takes a long-term decision. well up cognise quote Managers do things right, epoch leaders do the rig ht things which gives a particular that managers are inevitable to follow play alongs policy, while leaders form policies.Manager paves the way for inception of honorablewill, loyalty, ethics, motivation, skill development, training for subordinates to learn, get ingenious and perplex to the company rules. Manager exercises to the highest degree every management tool to act as a situation to the order whereas leader has followers whether it is a hardship or an easy way, state easily get carried away by the intentions of a leader which whitethorn hold good or defective according to the scenario, time and period. more a times leaders too have to face contradictions, criticisms, negative results until the realities are turn out and for interferenceing veracity, essential ingredient is time and investigation.Leader is of all time chosen among a few whereas a manager is selected among many and both the positions carry diversified activities. Leaders unceasingly expect to l isten and come after whereas managers inform both the negative and absolute wallop to the people, and instruct to undertake the requisite timbre for producing positive results to the benefit of judicature. Manager neer acts on personal interest, whereas a leader has no limitations either in personal conduct or in view of others, a complete comminuted discussion is made about the nub issue, and check mark committed to the demands that are to be met with.Manager gos an account of every timbre of establishment of working which means, every move in an transcription is known to a manager in an organization. This provides another item that a manager knows how to handle people, organization behavior, purification and systems of working areas.If both the positions of manager or leader are compared at a greater length, manager eer practice veritable limitations and whitethorn not possess equal to(predicate) courage to take initiative step in decision making whereas once a leader identifies a situation, with the motive of solving a situation, takes a bold step and brings the full(a) organisation to order in scandalize of shrewd the fact that organization does not bear to act beyond certain limitations and in such occasions, the role of a leader is identified who acts with wisdom and knowledge.Manager whitethorn not fit to be a leader, whereas a leader can always fit into the role of manager with the fact that, leader in the overwhelm of manager can get on and manage people in an businesslike sort and it is here important for the organization to check whether a leader is producing positive results or negative results. This is because, managers are pass judgment to sire positive results only whereas leaders may or may not prove to fit in every organization and this has to be verified. Building or gaining reliance among people is one of the important aspect either for management or for leaders.A manager is always transactional whereas a lead er is transformational. Manager works for piquant pay package whereas for a leader pecuniary benefit is only a means to a make living. Managers, when subordinates act in a dominant agency to practically disliking, may find some unethical way to terminate subordinates from organization by eavesdropping or by scatter rumors or any other kind of barbarian elements of management.A good manager is very difficult to find when most of the companies are looking for good managers. Managers in all sectors take things for granted and never torment to care for people until some kind of benefit in return is made. Managers are very calculative although the position of a manager is quite large-hearted and recognize to an organization, organizations commit mistakes by being cheating(prenominal) to good managers which moldiness be reinstated here that good managers can never be replaced and experienced good mangers who hold a considerable tenure in an organization may prove estimable to or ganizations.For any reason, manager or a leader, it is good to continuously keep bring forward in all aspects of an organization, i.e. relationship with subordinates and of age(p) management, organizational clients, customers in order to keep a enhancer of all the matters that come to the desk of manager or leader, as transparency removes all disputes, conflicts and solves many hurdles in an organization. nurture to translate NO is one of best dominions in an organization, with the fact that every individual carries certain limited strength beyond which one cannot act and if a manager or leader learns to say YES for every issue, the work cannot be delegated to others and in this manner, consequence of tasks or projects are effected in a slow process. military commission of authority, responsibility, trust in other peoples work, a belief in the work of efficient employees, are some of the essential elements for organizational growth to aggrandise in terms of work and organ izational culture. Providing adequate training, motivation, feat evaluation, rewards, incentives are some of the best techniques to retain employees which are very understand by a good manager. refinement Dale Carnegie in How to make friends and puzzle out people quotes when you have a lemon, make a lemonade which states that understand that one can never change the world and it is good to change oneself according to the environment or atmosphere one is put up with. If a manager runs a hare race, tortoise wins like a leader and this must be remembered always in every principle that acting in an apt manner is essential irrespective of the situation one is in while adhering to all the principalities of an organization.Conclusively, management and leadership can never be contradicted with and must go interdependently applying the qualities of manager or leader wherever required and this must be verified with. ReferencesThe release between management and leadershipLeadership vs mana gementAccessed 31 October, 2007http//changingminds.org/disciplines/leadership/articles/manager_leader.htmManagement and LeadershipFor this report I will describe how Effective Communication is key within management. Effective communication between a manager and team is important as a managers job is 90% communication. Effective communication is authentically important within a team as it plays a part in the everyday running of a setting effective communication helps to establish clear expectations for employees and with parents.Effective communication also gives staff members clear expectations which will convey how their performance will impact the setting, for example when a manager is briefing a team they need to be prepared, be clear, they should keep it simple and be vivid and natural. Effective communication helps managers build strong relationships within the team and parents. Effective organizational communication skills will help with team work and the ability for the empl oyees at all levels to work unneurotic to achieve goals within the setting and also to help to achieve company goals, Effective communication is essential to the success of any organization.There are various skills needed for good management, some skills are learned others are instilled as part of thats persons nature employees respond more sky-high to a leader they feel confident in. On a more basic level an effective manager in an early years setting needs to ensure good lines of communication are open between themselves and the members of their team, is capable of creating an atmosphere that is comfortable, i. e. a family atmosphere builds trust in the team, maintains confidentiality, represent the views of the team, find out what motivates the team and be supportive. An effective manager in an early years setting also needs to be approachable, involve staff so they can arrive at joint decisions in the welfare of the children in their care, delegate tasks to staff and allow them to decide how to achieve them which in turn will give the team members a feeling of empowerment, enabling them to set their own objectives and achieve them.Teamwork within any setting is paramount within in my own setting I find that communication is key , myself and the manager will meet and discuss the team on a daily basis as each member of staff are at different development stages within the setting. As a deputy manager my ability to manage the team to achieve organisational goals and objectives is analysed by being reflective as a manager as well as being supportive of the individuals, I consider myself to be a positive role model in encouraging the individuals of my team to continue their professional evelopment in a bid to keep them motivated and keep their knowledge up to date. As I myself continually embark on further education this in turn gives my team the incentive to do so themselves. Everyone in my setting is undertaking some form of professional development for examp le level 2s are training towards level 3 and level 3s towards a degree. As stated by June Sullivan (2003) it is important for a manger to develop a trusting relationship with all members of the team.Successful teams will thrive on mutual trust, so it is vital to establish this early on by delegation, open conduct and communication and a free exchange of ideas page 11 Developing individuals as well as the team is an important fact to consider as the setting achieves effectiveness with the individuals that are part of a team where the setting is aware of the individuals different learning styles and personalities.The team is empowered to effectively manage quality in our setting to meet the childrens and their family needs which is ultimately the settings goals and objectives. This is done through giving the team responsibility for certain aspects of the day to day running of the setting for example each member of the team has a specific area within the setting which they own and deve lop and each team member is a key person for a number of individual children which gives them the opportunity to develop relationships with children and their families children to meet their needs.Teamwork is also essential within in the setting as we have children that have different level of needs these needs range from speech and language, dietary requirements and we also meet with external agencies to help families that need extra support. Finding out what motivates the team is a useful tool to acquire a manger needs to beware of what makes individual staff members tick.The opportunities for on-going training of themselves and staff is also a motivator if the team members see the manager embarking on professional development this in turn will encourage and enthuse the individuals to embark on future professional development for themselves. A good manager and leader willin still their own values within the team and introduce newcomers to these values, however a manager should be open to new and innovated ideas that a new team member could bring into the setting.Everyone should be encouraged to participate in contributing their ideas, values and opinions within staff meetings and informal discussions to ensure the element of management power is removed, which in turn will make parents feel comfortable about their childrens welfare as good lines of communication will open from all angles.The difference between a leader and a manager is defined in the pursuance text managers do things right whilst leaders do the right thing there is a fine line between the kind of approach that is necessary in an early years environment and in my opinion, leadership is the approach we need to adopt as managers in an early years setting as managers require the co-operation of their team members.Leadership involves getting the best out of people and remembering everyone has something to offer, strong leaders should be in a position of inspiring people, building confidence and s upporting colleagues to achieve their full potential. Managers should also be aware thats individuals have different learning styles cognitive psychologist Howard Gardner (1985) identified seven styles of learning which apply to adults as well as children, the main ways in which we learn as individuals are visually, kinesthetically and through auditory means.Leadership in an a early years setting requires the manager to have personal qualities such as being kind, warm and friendly, patient, sympathetic and nurturing, knowledgeable, logical and assertive and be prepared to become a mentor who guides the staff. There is clear evidence of the relationship between how staff are managed and how they perform, the deeper the commitment of the staff to their organisations, the better their performance will be, it is essential that a manger leads by example. The manager must be able to build and lead the team and cope with the day to day management issues.The manager must also act as the pub lic face of the nursery (Jameson and Watson, 1988) Team development requires both strong leadership from the manager and commitment from team members a good team is made up from individuals who are valued, managers need to analyse how they can involve their teams in the process and look and find ways to motivate them, as a manger you need to be open to ideas but should also look at the strengths and weakness off individual team members and what works best for them as each member has different strengths and weakness and as a manger you should work on this with them and get the team involved in helping each other develop by offering support and guidance as it helps to build effective teams.Also a good relationship with your team will ensure that they form good relationships with the children and their parents and are enthusiastic about new challenges, have confidence to make amendments to the practice when needed. The team is developed with in house training, staff meetings, appraisa ls to name a few examples, however in my opinion emotional intelligence and communication is key to achieving these goals, by focussing on the needs of the team and giving direction which supports and challenges, we will be developing a culture of openness, mutual respect and honesty within the team working towards achieving the goals and objectives of the setting.Teams are encouraged in staff meetings to be reflective and build on their reflections, by being reflective they can observe how they could handle situations more effectively to promote even more effective practice and feel empowered as a team because they are making their own decisions alongside each other as well as individually. Developing teams is key to achieving tasks in the workplace and an essential skill for a manager to possess as a manager I endeavour to ensure I have a clear purpose and display a positive image to engage in mutual trust and respect between my team and myself to achieve the settings goals and ob jectives. Also a level of commitment is important to a team, it is also essential that there is good communication with in the team in order that it can be effective.The team is aware of their roles and responsibilities and are encouraged to communicate effectively, make decisions, manage change and be reflective in practice and engage in sustained shared thinking within the setting. As a deputy manager my management style is slightly autocratic where I make the decisions myself and I find I take on all the responsibly of trying to do everything myself, I only ask my colleagues to do a task for me when I find I dont have the time to do it, it has taken me a while to realize that this not good for me or my team and I have decided to change my approach and involve my team more in the decision making and delegating tasks so I hope this will instil a sense of responsibility within the team.While writing this report I did an exercise set out for based on Belbin team roles inventory where you score yourself and see what type of team worker you are, my highest score was in team worker where it describes that a team worker is sociable, rather mild, sensitive, co-operative. My second highest score was shaper where it describes that a shaper can be highly strung, thrives on pressure and challenging and my third was completer finisher where it describes that a completer finisher is orderly, conscientious and anxious. After doing this task I took time to reflect and I am all of the above and more, I do get anxious and can be highly strung and am rather sensitive, these are things I need to work on when I am leading my team.I also found that to be an effective manager in an early years setting it requires a leadership style that is collaborative and to be supportive of colleagues. For this report I had to make an action plan for myself to develop my own management skills and how I would action these I took in to account the Belbin task and I reflected on how I manage my te am on a day to day basis and how I could work better with my own manager to improve my skills. (See Appendix A) I hope this will be a positive move and am hoping it will make the working environment a better place for all. Being a leader involves getting the best out of people and seeing what strengths that they possess and supporting them in their development needs.Management and LeadershipManagement is defined and built on constructive theories by well known Management Gurus such as Peter F.Drucker, and many other emerging or contemporary management writers. Management theory is always researched, tested and after successful results, is implemented in organizations which is why, management is also called management science. Leadership carries a separate identity that works beyond the capacity of management, whereas management carries leadership qualities.Leadership is somewhat authoritative having followers to its side, whereas management maintains subordinates who listen to manag ement by virtue of being memory a higher position either in job or in some other capacity belonging to an organisation. Managers think in soft skills whereas leaders are at time prove radical and even dictatorial, who believe firmly and ratify whether or not pre-emptive to be true. Managers possess all kind of potential abilities, skills, academic theories of management, work experience which shapes managers into a diplomatic, situation-oriented individuals to act according to the breeze of atmosphere in an organization and to that effect, manager takes swing to that side.This does not mean that managers are very clever or uncomfortable individuals, whereas the position of manager is such that it requires certain to-be-dealt-with situations and this does not necessarily lower the image of a manager to act unethically as the matters are to be resolved in an apt manner. A manager takes a short-term decision whereas a leader takes a long-term decision. Well known quote Managers do thi ngs right, while leaders do the right things which gives a fact that managers are required to follow companys policy, while leaders form policies.Manager paves the way for creation of goodwill, loyalty, ethics, motivation, skill development, training for subordinates to learn, get trained and adhere to the company rules. Manager exercises almost every management tool to bring a situation to the order whereas leader has followers whether it is a hardship or an easy way, people easily get carried away by the intentions of a leader which may hold good or bad according to the scenario, time and period. Many a times leaders too have to face contradictions, criticisms, negative results until the realities are proved and for checking veracity, essential ingredient is time and investigation.Leader is always chosen among a few whereas a manager is selected among many and both the positions carry diversified activities. Leaders always expect to listen and obey whereas managers explain both th e negative and positive impact to the people, and instruct to undertake the necessary step for producing positive results to the benefit of organization. Manager never acts on personal interest, whereas a leader has no limitations either in personal conduct or in view of others, a complete detailed discussion is made about the total issue, and stay committed to the demands that are to be met with.Manager keeps an account of every step of system of working which means, every move in an organization is known to a manager in an organization. This provides another fact that a manager knows how to handle people, organization behavior, culture and systems of working areas.If both the positions of manager or leader are compared at a greater length, manager always practice certain limitations and may not possess adequate courage to take initiative step in decision making whereas once a leader identifies a situation, with the motive of solving a situation, takes a bold step and brings the en tire organisation to order in spite of knowing the fact that organization does not permit to act beyond certain limitations and in such occasions, the role of a leader is identified who acts with wisdom and knowledge.Manager may not fit to be a leader, whereas a leader can always fit into the role of manager with the fact that, leader in the disguise of manager can get on and manage people in an efficient manner and it is here important for the organization to check whether a leader is producing positive results or negative results. This is because, managers are expected to produce positive results only whereas leaders may or may not prove to fit in every organization and this has to be verified. Building or gaining faith among people is one of the important aspect either for management or for leadership.A manager is always transactional whereas a leader is transformational. Manager works for attractive pay package whereas for a leader monetary benefit is only a means to a make livi ng. Managers, when subordinates act in a dominant manner to much disliking, may find some unethical way to terminate subordinates from organization by eavesdropping or by spreading rumors or any other kind of uncivilized elements of management.A good manager is very difficult to find when most of the companies are looking for good managers. Managers in all sectors take things for granted and never bother to care for people until some kind of benefit in return is made. Managers are very calculative although the position of a manager is quite appealing and rewarding to an organization, organizations commit mistakes by being unfair to good managers which must be reinstated here that good managers can never be replaced and experienced good mangers who hold a considerable tenure in an organization may prove beneficial to organizations.For any reason, manager or a leader, it is good to continuously keep progress in all aspects of an organization, i.e. relationship with subordinates and se nior management, organizational clients, customers in order to keep a transparency of all the matters that come to the desk of manager or leader, as transparency removes all disputes, conflicts and solves many hurdles in an organization.Learning to say NO is one of best principles in an organization, with the fact that every individual carries certain limited strength beyond which one cannot act and if a manager or leader learns to say YES for every issue, the work cannot be delegated to others and in this manner, completion of tasks or projects are completed in a slow process. Delegation of authority, responsibility, trust in other peoples work, a belief in the work of efficient employees, are some of the essential elements for organizational growth to expand in terms of work and organizational culture. Providing adequate training, motivation, performance evaluation, rewards, incentives are some of the best techniques to retain employees which are very understood by a good manager. Conclusion Dale Carnegie in How to make friends and influence people quotes when you have a lemon, make a lemonade which states that understand that one can never change the world and it is good to change oneself according to the environment or atmosphere one is put up with. If a manager runs a hare race, tortoise wins like a leader and this must be remembered always in every principle that acting in an apt manner is essential irrespective of the situation one is in while adhering to all the principalities of an organization.Conclusively, management and leadership can never be contradicted with and must go interdependently applying the qualities of manager or leader wherever required and this must be verified with. ReferencesThe difference between management and leadershipLeadership vs managementAccessed 31 October, 2007http//changingminds.org/disciplines/leadership/articles/manager_leader.htmManagement and LeadershipFor this report I will describe how Effective Communication is key within management. Effective communication between a manager and team is important as a managers job is 90% communication. Effective communication is really important within a team as it plays a part in the everyday running of a setting effective communication helps to establish clear expectations for employees and with parents.Effective communication also gives staff members clear expectations which will convey how their performance will impact the setting, for example when a manager is briefing a team they need to be prepared, be clear, they should keep it simple and be vivid and natural. Effective communication helps managers build strong relationships within the team and parents. Effective organizational communication skills will help with team work and the ability for the employees at all levels to work together to achieve goals within the setting and also to help to achieve company goals, Effective communication is essential to the success of any organization.There are variou s skills needed for good management, some skills are learned others are instilled as part of thats persons nature employees respond more enthusiastically to a leader they feel confident in. On a more basic level an effective manager in an early years setting needs to ensure good lines of communication are open between themselves and the members of their team, is capable of creating an atmosphere that is comfortable, i. e. a family atmosphere builds trust in the team, maintains confidentiality, represent the views of the team, find out what motivates the team and be supportive. An effective manager in an early years setting also needs to be approachable, involve staff so they can arrive at joint decisions in the welfare of the children in their care, delegate tasks to staff and allow them to decide how to achieve them which in turn will give the team members a feeling of empowerment, enabling them to set their own objectives and achieve them.Teamwork within any setting is paramount w ithin in my own setting I find that communication is key , myself and the manager will meet and discuss the team on a daily basis as each member of staff are at different development stages within the setting. As a deputy manager my ability to manage the team to achieve organisational goals and objectives is analysed by being reflective as a manager as well as being supportive of the individuals, I consider myself to be a positive role model in encouraging the individuals of my team to continue their professional evelopment in a bid to keep them motivated and keep their knowledge up to date. As I myself continually embark on further education this in turn gives my team the incentive to do so themselves. Everyone in my setting is undertaking some form of professional development for example level 2s are training towards level 3 and level 3s towards a degree. As stated by June Sullivan (2003) it is important for a manger to develop a trusting relationship with all members of the team. Successful teams will thrive on mutual trust, so it is vital to establish this early on by delegation, open conduct and communication and a free exchange of ideas page 11 Developing individuals as well as the team is an important fact to consider as the setting achieves effectiveness with the individuals that are part of a team where the setting is aware of the individuals different learning styles and personalities.The team is empowered to effectively manage quality in our setting to meet the childrens and their family needs which is ultimately the settings goals and objectives. This is done through giving the team responsibility for certain aspects of the day to day running of the setting for example each member of the team has a specific area within the setting which they own and develop and each team member is a key person for a number of individual children which gives them the opportunity to develop relationships with children and their families children to meet their needs.Te amwork is also essential within in the setting as we have children that have different level of needs these needs range from speech and language, dietary requirements and we also meet with external agencies to help families that need extra support. Finding out what motivates the team is a useful tool to acquire a manger needs to beware of what makes individual staff members tick.The opportunities for on-going training of themselves and staff is also a motivator if the team members see the manager embarking on professional development this in turn will encourage and enthuse the individuals to embark on future professional development for themselves. A good manager and leader willin still their own values within the team and introduce newcomers to these values, however a manager should be open to new and innovated ideas that a new team member could bring into the setting.Everyone should be encouraged to participate in contributing their ideas, values and opinions within staff meetings and informal discussions to ensure the element of management power is removed, which in turn will make parents feel comfortable about their childrens welfare as good lines of communication will open from all angles.The difference between a leader and a manager is defined in the following text managers do things right whilst leaders do the right thing there is a fine line between the kind of approach that is necessary in an early years environment and in my opinion, leadership is the approach we need to adopt as managers in an early years setting as managers require the co-operation of their team members.Leadership involves getting the best out of people and remembering everyone has something to offer, strong leaders should be in a position of inspiring people, building confidence and supporting colleagues to achieve their full potential. Managers should also be aware thats individuals have different learning styles cognitive psychologist Howard Gardner (1985) identified seven style s of learning which apply to adults as well as children, the main ways in which we learn as individuals are visually, kinesthetically and through auditory means.Leadership in an a early years setting requires the manager to have personal qualities such as being kind, warm and friendly, patient, sympathetic and nurturing, knowledgeable, logical and assertive and be prepared to become a mentor who guides the staff. There is clear evidence of the relationship between how staff are managed and how they perform, the deeper the commitment of the staff to their organisations, the better their performance will be, it is essential that a manger leads by example. The manager must be able to build and lead the team and cope with the day to day management issues.The manager must also act as the public face of the nursery (Jameson and Watson, 1988) Team development requires both strong leadership from the manager and commitment from team members a good team is made up from individuals who are va lued, managers need to analyse how they can involve their teams in the process and look and find ways to motivate them, as a manger you need to be open to ideas but should also look at the strengths and weakness off individual team members and what works best for them as each member has different strengths and weakness and as a manger you should work on this with them and get the team involved in helping each other develop by offering support and guidance as it helps to build effective teams.Also a good relationship with your team will ensure that they form good relationships with the children and their parents and are enthusiastic about new challenges, have confidence to make improvements to the practice when needed. The team is developed with in house training, staff meetings, appraisals to name a few examples, however in my opinion emotional intelligence and communication is key to achieving these goals, by focussing on the needs of the team and giving direction which supports an d challenges, we will be developing a culture of openness, mutual respect and honesty within the team working towards achieving the goals and objectives of the setting.Teams are encouraged in staff meetings to be reflective and build on their reflections, by being reflective they can observe how they could handle situations more effectively to promote even more effective practice and feel empowered as a team because they are making their own decisions alongside each other as well as individually. Developing teams is key to achieving tasks in the workplace and an essential skill for a manager to possess as a manager I endeavour to ensure I have a clear purpose and display a positive image to engage in mutual trust and respect between my team and myself to achieve the settings goals and objectives. Also a level of commitment is important to a team, it is also essential that there is good communication with in the team in order that it can be effective.The team is aware of their roles and responsibilities and are encouraged to communicate effectively, make decisions, manage change and be reflective in practice and engage in sustained shared thinking within the setting. As a deputy manager my management style is slightly autocratic where I make the decisions myself and I find I take on all the responsibly of trying to do everything myself, I only ask my colleagues to do a task for me when I find I dont have the time to do it, it has taken me a while to realize that this not good for me or my team and I have decided to change my approach and involve my team more in the decision making and delegating tasks so I hope this will instil a sense of responsibility within the team.While writing this report I did an exercise set out for based on Belbin team roles inventory where you score yourself and see what type of team worker you are, my highest score was in team worker where it describes that a team worker is sociable, rather mild, sensitive, co-operative. My second hi ghest score was shaper where it describes that a shaper can be highly strung, thrives on pressure and challenging and my third was completer finisher where it describes that a completer finisher is orderly, conscientious and anxious. After doing this task I took time to reflect and I am all of the above and more, I do get anxious and can be highly strung and am rather sensitive, these are things I need to work on when I am leading my team.I also found that to be an effective manager in an early years setting it requires a leadership style that is collaborative and to be supportive of colleagues. For this report I had to make an action plan for myself to develop my own management skills and how I would action these I took in to account the Belbin task and I reflected on how I manage my team on a day to day basis and how I could work better with my own manager to improve my skills. (See Appendix A) I hope this will be a positive move and am hoping it will make the working environment a better place for all. Being a leader involves getting the best out of people and seeing what strengths that they possess and supporting them in their development needs.