Analysis of Leadership

Managers Versus Leaders

Leadership is the aptitude to produce extraordinary performance from people, to influence them act or omit an action. They can secure followers. Today’s leadership can arise from status in society, or from money or authority also known as ascribed leadership which is ephemeral (Tracy 2014).

Managers master five basic functions: planning, organising, staffing, leading, and controlling. In contrast to the traditional, the definition of managers which is the hierarchical relationship within an organisation. Managers turn a person’s particular talent to performance.  Managers can create jobs whilst leaders create the vision for the job. Leaders are change agents, whilst managers maintain the status quo. Leaders are original and managers will apply their existing abilities to execute the job. Leaders usually takes risk and managers will comply and control the risks (Arruda 2016).

Motivation theories

Motivation theories will necessitate actions by leaders to influence their followers. As an example of Reed Hastings of Netflix who pays his team above the market price. This is in line with the lowest level of the Maslow Hierarchy of needs for employees to be met before they can go up the hierarchy, where Hastings will impact their self-fulfilling needs to achieve goals. At Netflix the employee strives to make their job meaningful and earn better prospects for hardworking staff to reach their own self-value and self-actualisation (Hastings 2020).

The Vroom’s expectancy correlates efforts and performance positively, favourable performance will result in a desirable reward, and rewards will assure an important need, the yearning to gratify the need, justifies the efforts to be meaningful. In the example of Sheng Siong, the employees knew and based on their past results. The leadership will reward them for their efforts which is reflected during their 2021 bonus of 16 months (Shiao 2021).

Leadership Styles

Transactional leadership styles are transactional in nature between leaders and followers. The transactions can be in rewards, punishments and other exchanges for the job performed. The leader’s goals are communicated, and the team expects their rewards for complying.

This style manages requirements and results as a singular source of proficiency which can be good when the leader is the expert in that field. Leaders create detailed, significant, and time-bound goals that are achievable for employees. Micromanagement is common in this leadership style and sometimes reactionary to situations and organisation problems. Leadership style often linked to this is the Authoritarian and Bureaucratic leadership (Blanchard 2007).

Creativity may be stifled or sacrificed since feedback and inputs from followers are regulated. Strict leadership style may lead to employee resistance and stifle creativity and innovation. Ideal working environments are in the military, law-enforcement and healthcare where timely decision making may be required to implement vital actions from the team (Shaker & Drucker 2003).

In transformational leadership styles, the leader is a role model and inspires followers with a vision and then encourages and empowers them to achieve it. Emphasis on corporate vision with high morale, motivation, and inspiration to gain support. Consistent motivation and constant feedback require lots of time to get the message across. Transformational leadership can sometimes lead to the deviation of protocols and regulations.

Unfortunately, leaders may end up always apologizing to employees and communication failures could occur. Breaches in security are usually an issue due to the transparency in information sharing, and if employees are unskilled, poor decision-making can arise.

An example of such leadership style applied are in the technology industry (Blanchard 2018).


Leadership is about inspiring and motivating others. Understanding the different leadership styles and applying them in situations. Hence in Dolby, the leadership has successfully bestowed upon their senior managers a good mix of both transaction and transformational, i.e. with a lot of empowerment and delegations on how to execute their job. A clear vision of their objectives is given when they gather the head of the business group together, with the clear guidance the different elements in the company comes out with their plan to achieve the organisational objective. Business units are dependent on each other and synergised effort from marketing, PR team and sales. The managers than incentivise outstanding members whilst non-performing members are motivated along the way or reassigned to a task where they can excel. Dolby’s organisational culture has always been to hire the best based on exemplary talent.


Arruda, W. (2016) 9 differences between being a Leader and a Manager. [Online]
Available at:<; [Accessed 22 April 2021].

Blanchard, K. (2007) The Heart of a Leader: Insights on the Art of Influence. Colorado: David Cook.

Blanchard, K. (2018) Leading at a higher level. 3rd ed. New Jersey: FT Press.

Hastings, R. (2020) Netflix CEO on paying sky-high salaries. [Online]
Available at:<; [Accessed 22 April 2021].

Shaker, Z. & Drucker, P. (2003) An interview with Peter Drucker. Academy of Management, 17(3), pp. 9-12.

Shiao, V. (2021) Sheng Siong staff to get up to 16 months’ bonus after strong earnings amid Covid-19 pandemic, Singapore: The Straits Times.

Tracy, B. (2014) Leadership. Nashville: AMACOM.

Published by EdwinR

I am presently championing as Head of cinema sales (SEA & ANZ) with Dolby Singapore Pte Ltd. Dolby is not just about going to the Movies. Look in your phones, tablets, netflix or apple TV. we are all around you. Having been exposed to the Media, Audio- Visual and events related industry for more than 2 decades i just have that synergy to just bring out the best in people and motivate them to get across as a team. In Dolby its just difficult to be an I but way better to be a WE and that's why Dolby is a world leader in the cinema & audio business. I excel in the business fields where closing sales is my forte. My expertise is always to lead a lean team. To bring out the best with team members. Motivate, learn and encourage is key to leading a team. Thou simple as it sounds you need a dedicated person who can nurture the best out of individuals. This is evident in the achievements from my various companies that I have been employed. In Dolby, I am responsible for the overall sales and marketing of my business unit, I deal with both system integrators and direct users of my product. I am agile and versatile. Coming down to the trenches to lead the pack when needed and let them learn along the way as well to help me achieve the overall goal in line with current company initiatives.

8 thoughts on “Analysis of Leadership

  1. A great opportunity you have in Dolby, I believe when we lead a team it is important to have a clear objective and vision. And you re-assign the non-performing members to do something they can perform, by this action they feel motivated and inclusive. Good Job!

    Liked by 1 person

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