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What is the difference between management and leadership?

I need help responding to the 4 PowerPoint presentations and the questions asked by my coursemates in about 300 words for each presentation, and kindly provide references. Please see the details in the attachment.

DNP-803-Leadership in Organizations and Systems

Module 5 DQ

I need the response to the questions asked by course mates below in their PowerPoint Presentations in 225 words for each presentation. Please use additional outside resources to support the response.


Ingrid LaRrett & Mikal Salew ( Please see the PowerPoint Presentation ATTACHED)

Book Project by Ingrid LaRrett and Mikal Salew- Module 5


DB Questions:

1. What is the difference between management and leadership? Based on the information provided about the book, what key concepts can you incorporate into your performance as a leader?

2. What are the most effective traits, skills, and behaviors of an effective leader? Please share how you would help your organization grow as a leader.

Nkengafac Etchi & Phyllis Eggleston

( Please see the PowerPoint Presentation ATTACHED)

Book Project by Nkengafac Etchi & Phyllis Eggleston


Discussion Questions:

1. As an authentic leader, what strategies would you employ to foster a culture of transparency, truth, and trust within your organization?

2. How would this positively impact the overall success and morale of your team or the organization?

Joy Oche & Marla Schwarz

( Please see the PowerPoint Presentation ATTACHED)

Project Presentation by Joy Oche & Marla Schwarz

The Four Tendencies  by Gretchen Rubin (2017)


Discussion Questions:

1. What is your personality tendency? How can you apply your tendency within your healthcare organization or as a leader?

2. Consider your tendency in relation to our self-care tasks in this course.  What steps can you take to help form the task as a habit? 

Brandi Ritchie & Diana Ratemo

( Please see the PowerPoint Presentation ATTACHED)

Discussion Questions:

Our discussion question is as follows: 

Choose two of the seven concepts introduced in this presentation (Belief, ownership, connection, love, inclusion, consistency or hope). How have you, or could you, promote this concept to change the culture of your organization or create a stronger team?


“The Art of Authenticity: Tools to become an authentic leader and your best self "

Nkengafac Etchi & Phyllis Eggleston

Northern Kentucky University

DNP 803

Dr. Zajac Lynne September 18, 2023


The Art of Authenticity" is a book authored by Karissa Thacker that details steps to becoming a genuine and effective leader by achieving your best self.

This book offers expert guidance, drawing upon scientifically proven psychological research and applies principles to real-world business scenarios.

The goal of this book is to acquire skills to effectively lead your team by practicing self-reflection, decisive actions, and conscious choices.

Author Bio Karissa Thacker

Creator of “The Art of Authenticity”, a groundbreaking guidebook used in finding your true authentic leader within.

Highly regarded as a management psychologist.

Adjunct faculty at the Lerner School of Business at the University of Delaware.

CEO of Strategic Performance Solutions , Inc., which specializes in management consulting.

Provided consultation services to numerous Fortune 50 companies, including UPS, Best Buy , and AT&T.

Key points of the book

Introduction – How to become a more authentic leader

• Selves Awareness – Major behaviors of authentic leadership

• Act Naturally – The process for discovering your signature contributions

• Balancing Act – How and when to use balanced processing

• Total Transparency – Tips for understanding truth and leadership

• Authenticity GPS – Three rules to encourage relational transparency

• Psychological Guardrails – Steps to develop virtue and character

What is the Art of Authenticity ?

Becoming a better leader by achieving your best self.

Presenting the most appropriate side of yourself.

Recognizing self-awareness, unbiased processing , appropriate transparency , and concordance between behavior and values.

A depth of understanding about your environment.

How to become a more authentic leader

Become authentic in way that benefits your values


Show loyalty, honesty, ethnics, and consideration


Make conscious choices instead of blind reactions


Selves Awareness

What are my strengths?

How do I work best?

What are my values?

Where do I belong?

What can I contribute ?

Act Naturally

Recognize and celebrate your quirks

Experiment with new behaviors

Invite real-time feedback

Meaningful work

Balancing Act

Unbiased processing

Balanced processing

Locking away your ego

Relational Transparency And Honest Conversation

-Authentic Leaders demonstrate transparency and openness

-Emotional transparency is essential, for it can be relatable and it depends on the leader choice

Transparency at work is a matter of:






-Generate positive business results and make the world a better place

Internalized Moral Perspective/An Active, Unique GPS System

Doing the right things and being a moral person

Putting Up Psychological Guardrail

Practical watch-outs

Engage in behavior that helps cultivate inner strength

Keep it real and avoid grandiosity

The one thing:-Constant vigilant to true values

The Centrality of Conscious Choice

The leader’s fundamental choice is to become more authentic

Self invention, creation, and ongoing self-shaping

Think differently and step out of false dichotomy

Construct a Barometer


Humble inquiry using broader cultural lens

Practical Anthropology Via iPhone

The surface of an organization culture can be deceiving

Figuring Out fit


Who are you?

Strength and weakness

Be willing to look at our deep value conflicts

State of Mind


The truth serum question

The truth of a situation not mostly a single fact

Authentic leaders actively seek for the truth with situational awareness

The trust meter is always running

Application to healthcare organizations

Benefits/Application of The Art of Authenticity in leadership

Lead through reflection, action, and conscious choice

Replaces habitual reactions with an authentic one

Guides you to be the catalyst of positive change in your organization

Develops trust and transparency

Leadership and organizational culture

The application of authenticity to healthcare organizations involves cultivating an environment that promotes transparency, trust, and genuine reactions with staff and patients.


Signature contributions vs. conformity celebrate


Seeking the truth

Building trust

Self invention, creation

Collaborative decision making

Transparency and openness

Emotional transparency

Read culture like an anthropologist

The key concepts from "The Art of Authenticity…" can be instrumental in promoting effective leadership and patient-centered care in healthcare organizations.


As an authentic leader, what strategies would you employ to foster a culture of transparency, truth, and trust within your organization ?

How would this positively impact the overall success and morale of your team or the organization?


Thacker, K. (2016). The art of authenticity: Tools to become an

authentic leader and your best self. Hoboken, New Jersey.Wiley







































Book Presentation That’s Not How We Do It Here! A Story About How Organizations Rise and Fall-and Can Rise Again. John Kotter & Holger Rathgeber

By: Ingrid LaRrett & Mikal Salew

College of Health and Human Services-School of Nursing, Northern Kentucky University

DNP 803: Leadership in Organizations and Systems Lynne Zajac, PhD, RN

September 14th, 2023


“That’s Not How We Do It Here!" is an inspiring book that explores the complexities of organizational dynamics, evolution, and the potential for transformation and revival.

The book introduces two distinct meerkat clans that employ contrasting approaches: one emphasizes leadership, and the other focuses on management.

In the book, leadership is depicted as primarily concerned with establishing direction and creating strategies.

On the other hand, management excels at consistently and efficiently accomplishing routine tasks to a high standard.

The book provides valuable perspectives on the obstacles organizations encounter, their resistance to change, and the crucial approaches needed for recovery.

Book Authors

John Kotter

Professor emeritus at Harvard Business School

Called the World’s foremost authority on leadership and change

Founder of Kotter International, a consulting firm specializing in assisting leaders in organizational transformation

Holger Rathgeber

Former executive at medical products firm

Principal at Kotter International

Book Summary

In the Kalahari region of Southern Africa, Kotter and Rathgeber introduce us to two distinct meerkat clans with contrasting approaches: one rooted in traditional management practices, the other in forward-thinking leadership.

Facing the harsh reality of a severe drought and the relentless threat of deadly vultures, the clan's resources have been significantly depleted.

Book Summary

When the first clan's executive team finds itself in heated disputes over potential solutions, and suggestions from frontline workers are met with discouraging responses like, "That's not how we do it here!“

Amidst this turmoil, Nadia, a remarkable and adventurous meerkat, embarks on a journey in search of innovative ideas to rescue her struggling clan.

During her quest, Nadia stumbles upon a smaller group that operates with a strikingly different approach, emphasizing teamwork and adaptability.

Inspired by her findings, Nadia goes back to her clan and ingeniously combines the strengths of both clans, fostering growth, innovation, and day-to-day efficiency for her clan, paving the way for a brighter future.

Leadership Vs Management

Kotter highlights two distinct meerkat clans, each characterized by its unique approach: one emphasizes management, while the other prioritizes leadership.

However, we cannot have one without the other.

Both leadership and management serve different ends.

But both are important in complex organizations for sustainability.


Sets a vision, inspiring and motivating individuals

Test the current position, encourage new functions, looking for long-term goals

Prioritize relationships, effective communication, and team development and sustainability

Leads by example, empowers those around, promotes innovation, and advocates for change

Maintains long-term vision for an organization, committed to create a sustainable future while remaining adaptable to evolving challenges

Effective Leadership

A leader is flexible, innovative, inspiring, courageous and independent (Liphadzi et al., 2017).

Effective leaders have vision, adaptive, strong communication skills

Effective leaders inspire their team by setting a powerful example, empowering their members, and motivating through their actions

Leaders create organizational norms that value shared decision making, innovation and evidence integration (Weberg & Davidson, 2021).

Vision: Effective leaders have a well-defined and inspiring vision of the future. They can articulately deliver a sense of purpose and a clear direction that motivates and inspires their team members.

Adaptive: Effective leaders are flexible in responding to evolving situations, implementing fresh ideas and welcoming feedback while demonstrating flexibility in their thinking and methods

Strong communication skills: effective leaders are skilled communicators and are able to adapt their communication style

Empowering: Effective leaders empower their team members by trusting them with responsibilities and having confidence in their abilities by creating an environment that enables individuals to thrive and excel (Weberg & Davidson, 2021).


Concepts of Leadership in The Book

Resistance to Change: The book highlights how resistance to change is a common occurrence in many organizations

Learning from Failure: The book emphasizes the importance of learning from mistakes and recognizing opportunities for personal and professional growth

Effective Communication: Book highlights effective communication is key in organizational change

Teamwork: Collaboration and teamwork are very important for solving problems

Innovation and Adaptation: Individuals and organizations who are open and willing to explore new solutions and learn from their experiences are more likely to improve and succeed

Learning from failure: The meerkats ability to learn from their mistakes and adjust their strategies emphasizes the significance of adopting a culture that values learning and views errors as an opportunity for growth and improvement.

Effective Communication: Effective communication holds a central role in the process of organizational change. Clear and open communication encourages the exchange of ideas and the alignment of goals

Teamwork: In the story, the meerkats must work together as a team to find new resources, stressing the important of mutual teamwork and combined effort for solving problem



Handles day-to-day tasks and resources to ensure that the organization's short-term goals and objectives are met

Maintain a smoothly functioning workplace

Structured, process-oriented, and task-focused

Short-term goals ensuring that day-to-day tasks are completed effectively

Focus on planning, organizing, and controlling resources to achieve specific objectives

Leadership & Management

Organizations need both effective management and effective leadership for optimal success (Algahtani, 2014).

Leadership and management influence others by using specific powers to achieve certain goals (Algahtani, 2014).

Leadership is as a subset of management and they both are important to facilitate organizational performance (Liphadzi et al., 2017).

Benefits of Blending Leadership & Management

Allows for innovation and structure to work together

Encourages better work performance –People will strive to achieve when they know their potential is being seen

Merges organization and planning with new ideas and adaptation

Facilitates growth and inspires greatness

Promotes efficiency

Decreases stress and burnout

Develops collaborative culture

Both leadership and management skills are needed to run a successful organization. These skills are valuable in each individual and merging the two is important. The management skills allow for planning, organization, and execution while leadership skills encourage new ideas, inspiration, and innovation. Without new ideas, there is nothing to manage. Merging the styles allows for all parties to use their strengths to benefit the organization. People will perform better and reach higher potential if they are able to utilize their strengths rather than try and fit into a predetermined role. Staff is likely to work smarter, faster, and be happier in their role than if they served under one style. When the two styles merge and work well together, it creates cohesiveness in the workplace and sets a good example to others (Duggal, 2023).


Application to Health Care Organizations

In healthcare, things are ever changing and growing based on new research, best practices, efficiency, and cost.

Text teaches us that one set style of doing things is not effective.

We must be able to adapt, change, grow at any given minute.

Keeping people happy, supporting them, encouraging new ideas, teaching, and inspiring is essential in retention and happiness of employees

There must be standards, procedures, hierarchy, roles, measuring, planning, assessing, etc, for the organization to run well and not collapse.

In healthcare, things are ever changing and growing based on new research, best practices, efficiency, and cost. The text teaches us that one set style of doing things is not effective. We must be able to adapt, change, grow at any given minute. There are some things that cannot be predicted, and we must use adaptability to handle these situations. This is where leadership comes into play. Keeping people happy, supporting them, encouraging new ideas, teaching, and inspiring is essential in retention and happiness of employees. It helps decrease burnout and increases innovation as a cultural norm. Healthcare is also a large organization and requires management to

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