The four management functions are Planning, Organizing, Controlling, and Leading, Daft (2013).
In the planning phase, managers plan operations, identify goals, and managers make the decision on resources needed to obtain their goals. Managers also, forecast the organization’s vision and adapt to accomplish the companies’ goals/visions.
The organization phase typically follows planning and reflects how the organization tries to accomplish the plan, Daft (2013). Organizing extends to assigning tasks, this could be group or individual task delegation of authority and maximizing resources within the organization to accomplish the goals or mission statement of the company.
Leading is the use of influence to motivate employees to achieve organizational goals, Daft (2013). Leading involves the shared culture of followers, values, communication, and leaders encourage followers to perform at peak levels for self-development and the benefit of the organization/team.
Controlling means monitoring employee’s activities to make a determination if the organization is sailing forward, Daft (2013). Controlling employees is in my opinion one of the least popular ways of leadership in management and prefer methods such as the human relations approach. The human relations movement was based on the idea that truly effective control comes from within the individual worker rather than from strict, authoritarian control, Daft (2013)
Incorporating control into an organization can be a sensitive topic. Again, control can mean monitoring employees’ activities, production, stats, and thus employees can feel pressured to continue to produce or they may think they are being monitored because they are not producing enough. Nobles (2019), pointed out that when leaders use their power for the benefit of people (employees), more people will trust the leader because the leader fulfills their needs, thus naturally entrust him and therefore will be more willing to go out of their way. Being a servant leader will give employees a sense of empowerment and thus the leader can get more, “bang for his leadership buck.” Instilling control into management with the guidance of being a servant leader will be beneficial for employees and the organization and the transition would be smoother compared to instilling control and employees without having a say.
Instilling leadership into management can be done but with the proper guidance. Research has shown that managers are responsible for the planning phase, identifying company goals, and making decisions that will benefit the organization, Daft (2013). Leaders are good at gaining employee trust, building relationships, and getting things done with the assistance of followers. (Chen, Zhu & Liu 2021), point out that leaders bring a sense of trust to employees and stimulate employees to excel in their capacity. Leaders again can take on the planning role. With proper guidance, training, and system thinking leaders can take on the complexity of the planning phase.
Bill Nobles. (2019). Use hierarchy for “liberating servant leadership” instead of controlling employees. Journal of Organization Design, 8(1), 1–7. https://doi-org.lopes.idm.oclc.org/10.1186/s41469-019-0061-x
Chen, X., Zhu, Z., & Liu, J. (2021). Does A Trusted Leader Always Behave Better? The Relationship Between Leader Feeling Trusted by Employees and Benevolent and Laissez-Faire Leadership Behaviors. Journal of Business Ethics, 170(3), 615–634. https://doi-org.lopes.idm.oclc.org/10.1007/s10551-019-04390-7
Daft, R. L. (2013). Management (11th ed.). Mason, OH: South-Western Cengage Learning. ISBN-13: 9781285068657