 Assalamu alaikum, I am Mokhtar Ahmed with the virtual universities course of Human Resource Management and that is MGT 501 and we are here today with our lecture number 40. I believe you must be now feeling comfortable about the basic concept of this subject. Since we have already covered the 39 lectures and today is the 40th one and I believe we have already covered the main topics of this subject, couple of more to go and then inshallah will be done. So, let us start our today's session that is our lecture number 40, so as I said that before this we have already covered our 39 lectures. I tried that I should make this course in such a way that it should be easily understandable and same time it should be useful for even other people who are not taking it as a subject because it has to deal with, it has to do with everyday's life. Everybody has to deal with the people, our human being, I hope I am successful in my this purpose. Let us start our today's session but before that I have to quickly go back and see what topics we covered during our previous lecture that was our lecture number 39 and that was mainly about discipline and during that lecture we tried to understand the common discipline problems at work place, we used to recall some of them and they were like a tennis problem, discipline problems due to tennis, due to violence or due to dishonesty, even it has to do with performance too. So they were the few topics, they were the few discipline problems commonly all kind of organization they are facing these things. So during that lecture we tried to understand them and also try to figure out how to rectify them. The last part of the lecture was, the 39 lecture was the separation and in that we did the voluntary work, we talked about the separation that many people take retirement, they chase jobs, they resign or sometimes they have to be terminated, they get laid off, all these things we commonly separation may discuss because this is also very important function of HRM, what is may we try to understand different reason of separations if we are talking about organization separations. Now what about today's topic, I have taken a very interesting topic today to discuss and that is about leadership, but I important, why we want to discuss this thing, why leadership, where it is having any kind of effect on our subject like human resource manager. The reason is that nowadays in the organizations this word or this title leadership is replacing the convention managers title, people go more toward leadership, why they go for the leadership because there is a different philosophy about leaders, they believe that leader is different from manager and they want that their worker should be leader because they have to innovate, they have to create new things, so that is the reason that nowadays you can see those title like team leader, the group leader or the leader of the organization or the leader of this group. So, I thought let us discuss those thing, the leadership thing to just basic concept about leadership and also try to understand what is difference between leader and manager. So, our today's lecture topic is the leadership and we will focus mainly about leadership and what I will try basically, I will try to start with the basic thing what is leadership define it and then we will go where we can differentiate a leader from a manager or a manager from a leader and then you can ask someone can ask you, so what you want to be, you want to be a leader or a manager, so let us begin that about leadership, leadership is a process not a position, concept should develop leadership, it is a complete process, we cannot separate a leader from those other component of leadership process and what are those components of leadership, they are the followers, then you have a leader and that is then there is a particular situation and based on all these three interactive things you can get a leadership or leader or a particular situation can that leadership one clinical T, so remember it is not a position, it is a process, so let us see different definition about the leadership and try to understand what this leadership is, in 1967 leader ship is directing and coordinating the work of groups member and interpersonal relations in which other complies because they want to not because they have to very important, so an interpersonal relationship in which other complies because they want to not because they have to, the process of influencing and agnise group towards accomplishing its goal and other definition, the leader job is to create conditions for the team to be effective and other concept about leadership but let us see simplest way the leadership is the process of influencing and agnise group towards accomplishing the goals, you can say the manager is also doing the same thing, but ahead of time when we differentiate the leader and manager, so there are some things that both do but there is a difference in some things and the difference is that the manager can also be a leader and the manager can also be a manager but first of all let us clear what is leadership, similarly leadership is the ability to get things done through other people, now one can ask this question that in our early lecture we defined the manager that he or she is getting things done from other people, right, so leader can also be the definition of leadership, let us see the myth that in the leadership development, why can't we have so many different leaders, good leadership is all common sense, may be leaders are born not made, there is different school of thoughts, the only school you learn leadership is from the school of hard knocks, they are certain theories of leadership, I will just try to explain a couple of them, because this is not our main concern, things are changing, there is a shift, now instead of calling people the manager, the organization is calling them the leaders, the marketing manager is called the leader within the organization, I hope we will be able to understand those things, one is the trade theory, another one is the behavior, behavioral theory, what about trade theories, the trade theory says that people are born with certain characteristics which make them leader, they burn with those things, there are some traits and characteristics that can make a good leader, and that is the trade theory, common traits are, they have high level of intelligence, they dominate, whenever there is a situation, they always are in the dominating position, you can discuss with them, if they are in a maffal, if they are in a situation, they are present, they see their existence, they dominate those things, that is also one trait which is very important for the leadership, they are very high self confident level, they believe on themselves, and whatever their ideas, their philosophy, they are very confident about that, high energy level, they do not even push it, long hour sitting, long hour work, that is also one trait which can make or which is the basic requirement according to trade theory, you can make someone a good leader, so self confidence, high energy level, dominance, intelligence, these are different traits, few more to go, and task element, knowledge, and in which situation, in which work they are in, they have a lot of knowledge, if they are in a technical aspect, they are very strong in their technical side, if they are a leader, they have a lot of time for politics, if they are a marketing team manager, a leader, then they can be having excellent up to date knowledge about their market, so these are the common traits which can also affect your leadership qualities, or this is based on a leader, these are the traits, these characteristics which are built in them, so because of this, leadership comes up, their leader comes up, and they are like again, just revise it, intelligence, dominance, self confidence, high level energy, and task element, knowledge, in the same time, we have heard a lot about charismatic leader, what are the traits, what are the traits, what are the traits, what are the traits of a charismatic leader, they are again, same thing, high level of self confidence, a win, very strong win about whatever they want to achieve, whatever they want to do, their win is very up to mark, extend, and based on that, they play a charismatic leadership role, strong conviction about that win, whatever win they have, they have a strong conviction, and they do not have the normal behavior, their behavior is different from others, they have a very different kind of personality, which creates a charismatic, a charisma effect on their followers, or CQ as you can follow, followers are more influenced and they will deliver, what about the behavior theories, first was the trait theories, what about the behavior theories, what do you say, there are behaviors determinants of the leadership which can be learned, a low concept that leaders are born, so it means that there are some things that are in the trait theory, they become leaders, but they also say that there are some behaviors that we can learn, people can be trained to be effective leaders, so we can train people that they will become effective leaders, or effective leaders in the organization, and remember we are talking about the leadership in the organization. So, we have two different approaches, two different theories, one say that there are certain common traits which can make a person a leader, and the other one says that the behavior theory can be learned, there are some characteristics of behavior that can be learned, and we train people to be able to share leadership qualities, so this is a good sign for us, so it means that we can learn how can we become a leader, and remember again, we are talking about leadership in the organization, the work leadership. So, let us move, conventional wisdom about leadership, there are some things that people generally conceive, they think that there will be these things in the leadership, they see what it is, and then they will find out whether these things are good or not, they say that people who are tall and athletic make better leaders, they are well-built, they are long-haired, they are good leaders, what do you think? Let us see, after this slide we will see what is the finding of research, smarter people make better leaders, again what is your idea? Leaders who are stable and predictable are more effective, this is common wisdom about leadership, but research findings tell something else, what is that? People who are tall and athletic do not necessarily make better leaders, it is not necessary that a long-haired and well-built athletic personality can be a good leader, you see history, you will find good leaders of a short term. In some situations, smarter leaders consistently perform less well than those who are less smarter, now it is not necessary that smartness is the essential part, yes it is additional thing or a trade theory, so it is a basic trade, but it is not a rule, it is necessary that a leader should be smart, the most effective leaders use different ways of power to meet the situation demand, it is not necessary that the leader should be your predictor, that will do as per the situation, now let us see what is the relationship between power and leadership, we will remind you, we have read the power, there are two lectures here, what is the relationship between leaders and power, the leadership or power, let us compare them, they focus on goal achievement, but power use as mean for achieving goals, see what is the relationship, that the leader also needs some power, of course power can be of different type, to achieve the goal, so leadership focus on the goal achievement while power is used as a mean to achieve the goal, similarly leadership requires goal compatibility with followers, while power requires followers dependency, the relationship is understood, that in leadership, goal compatibility should be with the follower, then you achieve the goal, but power says that dependency should be with the follower, then you can influence them, similarly leadership focus influence downward, the leader is influencing the follower, he has to take some work from them, he has to give them a special vision, while power is used to gain lateral upward influence, you can use the power, you can use the superior influence to influence your leadership, you can use the superior influence, you can use the lateral or downward, so I hope you got the, you understood the relationship between leadership and power, and this slide you have seen before, if power is used for personal use, so personal power, that is a bad thing, if power is used for benefit, they create motivation who say or accomplish group goal hope that can be positive side of the power. What is the relationship between power and leadership again? You are asking the same question again, what is the relationship of leadership with power? Leader must have the power of influencing other people that is how they will become the leader. For power, it works as a means, it works as a source, it is a kind of mean to influence it. So that is basically relationship. Now let's see the main aspect, the main thing which I started in beginning that will be interesting, more interested to know what is difference between leader and manager. Let's first see some common traits, common activities which both do and then we will go for the different thing how they are different from each other. Both managers and leaders make many decisions, they have to make decisions. How they make decisions that might be different but of course both manager and leaders they have to make the decisions at their work environment. Both manager and leaders help groups to make decisions, consensus they have to reach some consensus. If they are working with a group everybody can have a different idea but the role of the leader and the managers are to bring them at one point and that is what they are both doing, they are reaching consensus. Both manager and leader help groups to make decisions, both resolve conflicts within group. Both manager and leader help to resolve the conflicts, again approach might be different. The manager might do according to the book he is saying to him or her, but leader might have a different approach, he might come up with a unique idea, later on we will see again what is the difference and then we will try to understand these things. But let's first of all see where they are having the similar things. Both managers and leaders they resolve the conflicts. Goal setting very important, both managers and leader helps set goal in their companies. Now how can you set the goal, it should be challenging one, but same time it should be time-framed, let's see you have a goal to accomplish your bachelor and master program, good a challenging goal, but it must be time-framed, that is not good, so goal should be challenging, achievable, it should be time-framed, we can say this is a good goal or again both managers and leaders they set their goals. So, what are the similar things again the goal setting is also there, both managers and leaders help set goals in their companies, in their organizations, both motivate people who those implies, both are motivating the implies both manager and leader motivate other to achieve those goals. So what you think tell us, there is a quotation saying all leaders are manager, but not all manager are leader, true or false, see it again, all leaders are managers, but not all managers are leader, yes this is true, now let's see we have seen the similarities the common things, let's see where they are different, the leaders and managers, let's start with the leader, leader innovate while manager they administer, leader develop managers maintain, leader inspire manager control, leader take long term views, manager have a short term view, see the difference now, very important, let's go it again, leaders they innovate while manager they administer, leaders develop managers maintain, leader inspire manager control, leader take the long term views, manager might have a short term view, few more to come, leader ask what and why, while manager ask how and when, leaders originate, leaders challenge the status quo, while manager accept the status quo, now all the things we have seen are different, what message do you get from them, what kind of image you are getting in your mind about leaders and managers, now this comparison we have done just now about leaders and managers, it is very interesting or it needs some more focus, so that you understand what the difference is, what do you understand basically, see what is happening here, we can see that the manager they do the routine work, they follow the book, they don't have the creativity, but then they will become the leader, why should I do this type of things, but when it comes to the manager, how should I do it and when should I do it, see the difference, similarly leader challenge the status quo, manager they go with the status quo, what does it mean, all these things are taking us to a special place, leaders they have their view and then they have very strong convention about their view, they can't go with the status quo, they challenge things, if they are not satisfied they can challenge it, but manager the conventional managers they go with it, they accept the status quo, they just follow the instructions, so creativity, innovations, something exceptionally well who will do that, who can perform that, is the leader, not the managers, that was the reason I thought I should bring the subject for today's lecture, to motivate you to become a leader and I am talking about leader in your professions, leader in your field, whatever you are doing, you want to be a business person man, you want to be a computer expert, you want to be engineer, you want to be doctor whatever, you should become the leader in your field, how can you become a leader, if you have innovation, innovative mind, if you can ask what should I do and why should I do this, because it is a curiosity right, that can push you toward the innovation and creativity, if you just accept the instruction, abisquat misuse me on a chai ke, yeh ne kyaar aapse ke aap instruction mat maane, ya we have to follow orders, but same time, so I believe you are, now you are able to differentiate the leader and manager, see leader develop, manager maintain, they motivate, they control, ab conventional jo tri kya hai agar aapne khali control karna hai, maintain karna hai, to you cannot expect something new from them, lagan agar aapne kuch innovation kreate karne hai, if you are creating some kind of difference there, so you have to develop, you have to motivate, you have to challenge the status quo and that is where those capabilities, those abilities can make a person different from all other managers and they can adopt the role of leaders, kuch hol bhi dekh lethe, leaders are visionary, they have the vegans, they are the challengers, they are the inspirer, they are the developer of the people, but manager do the basic management functions, they plan, they are the planner, they are the organizer, they are the coordinator, they are the coach of performers, we fix the basic required, kuch bhi karte aapko, they solve day to day problems, they get the work of the organization done through other people, yes of course leaders are also doing those things, but with some things extra and they are the like, they inspire, they develop, they create something new, so what you think, you want to be manager as a leader, again we are talking about profession leaders, profession leader doesn't mean those profession which are the leaders, in the organizations, whatever field you are become the leader of those areas, those fields, let's see those leader trades that influence the leadership process, bahusari cheezein, kuch basic, onko discuss karte, the personality part, very important, if you have the personality, now what is personality, again we have discussed those things so many time, it is the person's situation interaction basically, so many different things are affecting your personalities, appearance is also one aspect, lekan aur kisiye khash station mein kisraap ek kartev, that is your personality, position, which position are you holding, and experience, and again remember we are talking about the work leadership trade ki baat karein, let's see the follower's rates, that can influence the leadership process, expectations, personalities, their personalities, maturity level kya hai onki and competency level kithni hai, because if they are more competent maybe, wo follower mesi kuch aur aage barke leadership kar rola adapt kar mein shuuk kar mein, but if they are weak, they will be more depending on the leader, similarly the motivation factor, number of the followers, how many you are, and trust and confidence, how much dependable you are, that play very vital role in this leadership process, how leaders interact with the followers, they create environment, where followers, innovations and creative contributions are welcome, leader always back up you, they push you, they say that if your worker, if your colleague, if your followers are subordinate, they will come up with a, even a bad idea or stupid idea, we can say, don't discourage him or her, why, what will happen, if you will discourage them, what will happen, let's see if they are giving you a stupid idea even, if you would discourage him or her, next time they might have a million dollar idea, and they will not come to you, because they think, wo to aage se donate dette, aage se encouragein krte, then why to discuss with him or her, so, jo ache leaders hote, wo onki creativity, innovations ka jo hote, usko push krte, motivate krte, aur onki jo nahi, jo such a situation laate, onko welcome krte, that is how they interact with their followers, they are always the motivators, they are always the pushing thing, they are pushing them, that they should stand up on their feats, they encourage growth and development in the followers, they take it pride, they don't compete with their followers, they always encourage them, their growth, their development, because ultimately the whole group is growing, they are even, the leader is getting the benefit of this, it's the bigger the pie, the bigger the share, the larger the share, they are interested in the big picture of the followers work, avoid, there is even a big picture care, ultimately they want to achieve the goal, so they are, they always focus on that, and then they push all their followers, okay, keep it up, come up with good ideas, okay, this is not going to work this time, but it might work later on, this is how they work, they motivate the followers through more personal and intangible factors, that's encouragement, as I told you, we had read the Compensation, it's not necessary that only money is one motivator, there are other things too, and sometimes your boss, your leader, his good for you, his backup for you, his own activities, your achievement, appreciate it, or even sometimes the smile is enough to motivate you, so good leaders have these abilities, these capabilities to push their followers, to motivate their followers, and they redefine the parameters of task and responsibilities, they don't just go with the status quo or routine things, again they focus on the big picture, they want to get thing done, if somebody want a different approach, yes of course it mean, if provided it is within the framework, they can go for this approach, they change the situation rather than just optimizing their group's adaptation to it, they don't just change the environment of their group, no, sometimes they even change the situation, of course if it is not working, because they challenge the status quo, they are the challenger, they have the strong conviction about their work, sometimes it is said that leaders say, either lead me or get out of my way, because if I have to do it, I have to rule in my way, so these are the things, you see how leaders interact with their followers, how they motivate them, how they take them along, and sometimes they even challenge them, they try to achieve things very well, and from where this source is coming, the leadership, where it comes from, we discussed the sources of power, when we discussed power, I don't want to discuss those things again here, but let's see few other things, the furniture in your office, the type of arrangement, that can also reflect something to other people, when people are entering in your office, those things can also affect them, basically leadership, they will easily become under influence, similarly some symbols, something which reflects something big, prominently, they can also be very good source of the powers, titles, chief executive, the leader, executive director, whatever, those titles can also reflect the authority, or the power, for the follower, so that they should follow you, and this is also very important, choice of clothing, personality may be part play, so this is also affecting the influence, presence or absence of crisis, and this is very good one, you must have seen, as soon as crisis comes, in real life also you must see, other than the work place, so many of our leaders appear there, and on the occasion of crisis, their presence can also reflect some kind of, their leadership is also included in those characteristics, because due to crisis, many people become leaders, so their presence also becomes a kind of source for the followers, because they have the abilities of leadership in them, clear, let's see further, what else can we do to take leadership power, build it, of course knowledge, we have already studied knowledge source in power, it cannot be any alternative, the knowledge, the skill, the reputation, the professional credibility, big way, they can create repute in the market, and that is how people get influence from you, network, yes, nowadays it is said that the stronger your network is, the more effective you can be, it can be formal, it can be informal, even you might be in a position where you can have the important role in that network, that can also act as a source of power, so from here you take your power to influence others, and the basic concept of power theory we have discussed, the bottom line, the dependency, if you are able to create dependency, you got the power, and you are the leader, right, and you can, if you have control over this clear resources, you got the power, and you will naturally become the leader, so, but remember the foundation of leadership is a trust, how much people are trusting on you, how much trustworthy you are, because it is the long term thing we are talking about, and the foundation of leadership depends on trust, what is trust, integrity, competence, consistency, loyalty, openness, five dimensions of trust, let us discuss those things and see to them, why do I go so deep, why do I bring these things from the side, so that you should not have anything, or you should not be doubtful about anything, it should be clear, then for you to justify it, answer it, tell it to others, I think there will be no problem, as I have told you, these five dimensions of trust, what is integrity, how it is made, honesty, truthfulness, because people believe that honesty will never be wrong, they will never lie, that is your integrity, similarly, competencies, and when we are talking about competency, it can be your technical competency and interpersonal competency, how to convince people, get them the feeling that yes, you care, similarly, consistency, reliability, and loyalty, what about the last one, which one is left, the openness, people should feel he or she is not hiding anything, he is like open book or she is open book, then it depends on your trust, but it will develop, so remember, the foundation for the leadership is trust, the more people are trusting you, easily you can influence them, and you can have the more followers, and that is how this leadership process start and develop, but again, it is, things can change, a leader might not be always a leader, when all leaders are in a limit, of course leaders are very important, because people look at them and they get the inspiration from them, people look to them for guideline, they always get motivation from them, they are trusting them, they depend on them, they believe that when they will be in some kind of problem, leaders will be there to help them, when there is a certain kind of crisis in the organization, during the achievement of the goals, they know where to go, home to ask, who will be there, but is it necessary that the leader should be always leader, it depends, and that is what is the next slide, so when a leader is in the element, when substitutes for leadership make a leader unnecessary, when whatever you can do, the rest of the people can do it, then you are not a leader, then it will become irrelevant, followers are expert and self-leaders, they understand themselves and they are doing themselves, they are not depending on you, see the dependency is missing in our way, if they are less depending on you, so leadership become irrelevant, task is clear and routine now, so everybody is doing it, so why to ask you, sometimes organization rules and policies, they don't allow to deviate, they might have the fixed things, that you have to follow this, so leadership becomes irrelevant there, when followers become experts, become leaders themselves, when task is clear and routine, our government have certain policies, for example in school, these things are very clearly defined, so no need to have the leadership process there, some of the quotations I share with you about leadership, some people have said good things, leadership is the art of accomplishing more than the science of management says is possible, leadership is a process, what we call as normal, according to our management definition or business definition, what we call as increasing, then leadership is there, what they are saying basically, leadership is the art of accomplishing more than the science of management says is possible, the basic theories or basic phenomena we tell you that there are two or four, so leadership is increasing, this is also good one, the great leaders are almost always great simplifiers, let me say it again, great leaders are almost always great simplifiers, who can cut through arguments, debates, doubts, to offer a solution everybody can understand, it is difficult to talk about it in a simple way, it is difficult to solve the problem, that is leadership, so again great leaders are almost always great simplifiers, who can cut through arguments, debates and doubts, to offer a solution everybody can understand, these are the characteristics, these are the qualities, another one the last one, this is also a very good one, listen carefully, you will understand a lot of things, the day people stop bringing you their problems, is the day you have stopped leading them, they have either lost confidence, that you can help them, are concluded that you don't care, either case is a failure of leadership, someone has talked a lot, what does this mean, the day people leave their problems to you, what is the result, or they have become convinced, they have become convinced, they have become convinced, they have become convinced, or they have become convinced, that you cannot solve their problems, or you don't care about them, and leadership is over in both cases, this is the thing, the day people stop bringing you their problems, is the day you have stopped leading them, they have either lost confidence, that you can help them, are concluded that you don't care, either case is a failure of leadership, so what you got, what is the difference, what is the leader or manager, let's stop it here, and quickly review, what we have covered today, we started with the leadership, and we concluded that, it is a process, not a position, in which there are three things, there are leaders, there are followers, and in a particular situation, there is a process, which we call leadership, the process of influencing, and agnise group towards accomplishing the goals, and then we try to understand the difference between leaders and managers, so what is the difference between leader and manager, they give the VN, they challenge the status quo, managers maintain, they accept the status quo, and sources of leaders power, we discussed it in the powers, we discussed it here too, so remember, as I said in the beginning, that why I started this topic today, because a lot of agnisation, they are shifting, they are moving toward, a new target for their managers, and they don't call them managers, now they call them the leaders, why they call them the leader, because they expect from them, the innovation, the creativity, because we have to do things in a different way, to become the necessity, because there is a competitive pressure in the market, so you have to create something different, you have to not only come to the expectation, but you have to delight them in the process, you have to go beyond that, and how can you go beyond that, unless you have this visionary thing, are you a leader in your area, in your subject, what about next, do you remember that we studied HR function in our lecture number 10, so in the next two lectures, I will quickly review these five areas, I will short it, all the background we have studied, in these five main headings, in these two lectures, I will try to review it for you, so that again, we should quickly go back, and try to understand all those things, let me stop it here, and I believe you are clear about leadership and manager, so what you think, what you want to be, a leader or manager, so I believe everybody will be willing to go, as a leader in your area, but for next time, please go through now, this is a good time, to review it, next two lecture we will be reviewing, our previous basic function of HRM, and with this hope, that you will go back, and study them before coming work, next lecture, Allah Hafiz, take care,