In Educational Management, authority is assigned to achieve organizational goals; this path has led to educational leadership.
To promote shared governance, teachers and principals must grasp that, in the process of planning and making decisions, both parties bear some responsibility and accountability, regardless of whether the decisions made will ultimately succeed or fail in achieving the organization’s goals. This is done through the application of the decentralization of power principle.
Educational leadership and management cannot be distinguished from one another in a broad sense. Studying the method and layout of an educational organization’s operational system is the definition of educational management. It is the creation of principles and the influence they have over people or actions to achieve that are the primary concerns of educational leadership.
To gain a knowledge of leadership, consider the following three dimensions.
1. The Influential Leader. The distinction between managing and leading is made by the influence factor. It is an intentional process where a leader exerts control over a group or other individuals about the relationships, activities, and structure of the organization with the goal of achieving particular results.
2. Values as a Leader. It is required of leaders to base their decisions on well-defined personal and professional principles. According to Greenfiled and Ribbins (1993), the foundation of leadership is the leader’s character, which is exhibited through self-awareness, emotional intelligence, and moral capacity. It basically means that a good leader shares their moral vision for the school.
3. The vision of the leader. As an essential component of an effective leader, vision is typically understood to be the capacity of a leader to set specific goals for the future and to implement those goals with zeal and dedication within a given time frame. Leaders are expected to communicate their vision, organize their team, and staff the workplace to achieve these goals. Employee performance is influenced by a dynamic, visionary leader who also acts as a role model for their team. Although they are different, managing and leading are both crucial. Employees who work for overly controlled but deceptive organizations will eventually lose their sense of purpose and motivation.
Employee performance is driven by a dynamic, visionary leader who also practices what they preach. Managing is not the same as leading. However, both are significant. Employees who work for overly controlled but deceptive organizations will eventually lose their sense of purpose and motivation.
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