What is the difference between authority and leadership in organization

The issues of leadership and power were always worried by mankind. Today, competent leaders of organizations, teachers, representatives of all branches of science, production, and management are thinking over their ratio.

In order to understand the question of how leadership and power differ in organization, it is necessary to understand the meaning of these terms.

Power is the ability to impose one's will, influence the behavior and activities of people, organize any processes, regardless of the approval or disapproval of subordinates. The power can be different: administrative, political executive, etc. But the goal of any government is to make people obey the will of the leader. Managers can apply different methods to exercise their rights to manage. Decent and literate people most often use incentives, interest, less honest ones are able to use their own power to use provocations, extortion, threats, authoritarian methods of leadership. Some groups (especially bandits or paramilitaries) use open violence and threats to keep their own power.

Nevertheless, the essence of power does not change from this.

The chief, the head is most often appointed by the higher leadership. If it is a matter of state power, then it can be elected, sometimes it is inherited. In the history of both states and organizations (even modern ones) there were cases when power was seized. In state structures, these are usually armed or revolutionary coups, in organizations, especially today - raiding.

Power and leadership in the organization can belong to one person, but more often leaders and leaders are different people.

A leader is a person enjoying universal trust and respect, capable of leading people, influencing their worldview, actions, behavior. In the system of interpersonal relations, such people obey.

Leadership in an organization can be formal. Formal leaders most often occupy leadership positions, they are vested with power, but do not have authority in the organization, or their credibility is not high enough. Formal leaders are obeyed because they are vested with legitimate authority.

Informal leadership in an organization can belong to any person who enjoys the general authority or authority of the majority. An informal leader must be fair, able to influence people and their worldview through their abilities and skills. Sometimes it happens that the leader appointed from above can become a real, not a formal leader.

Leadership in an organization is one of the most powerful factors of its success, development and improvement of a whole new, progressive progressive, yet unlisted, mandatory for performing activities.

Today every educated and thoughtful leader:

- He knows that the greatest benefit and effectiveness of the organization, be it an ordinary small office or a large enterprise, will bring unity (interrelation, mutual understanding) between the leader and the informal leader of the collective.

- Reasonably manifests its power and formal leadership in the organization. The balance of power is a management in which leadership requirements are sufficient to achieve the goals set, but not so much as to provoke dissatisfaction or open protest by employees.

And, finally, he understands that inferiors are also clothed in power, albeit informal. For example, the activities of a chief largely depend on the competence of his secretary or other employees. After all, these people have the necessary information, necessary skills and abilities.