[Ous-lp-rp13] EDAD 6010, Answer to Question # 1

[Sylvia, Molly]

As an administrator addresses both the managerial and leadership aspects of
their job, they draw closer to being an effective administrator. On the
managerial side, an effective administrator follows through on
task-oriented duties, effectively handles resources and people based on the
school's standards, and facilitates day-to-day operations in a rational,
methodical way that allows the organization's systems and planning to
remain ongoing efficiently. On the leadership side, an administrator
appeals to their subordinates with charisma, vision and direction,
ultimately creating a movement in a new direction toward a goal with an
achievable outcome. While it is possible, albeit difficult, to be an
administrator of one without the other, an administrator may find that when
they delve into both aspects of the job, they and their subordinates have
higher rates of job satisifaction and the organization as a whole may be
more successful in attaining its goals. An adminstrator's job is highly
situational. Therefore, addressing both the managerial and leadership
aspects of the job should help an administrator respond to the expansive
genre of situations in appropriate ways, keeping the organizational
structures, stakeholders, and the vision in mind.

Judging the effectiveness of a manager is no easy task. The evaluation of
stakeholders plays one key role in determining whether or not an
administrator is effective. Stakeholders who have an administrator who is
adept in both managerial and leadership roles may find it positive that
their manager is confident in their ability to lead. Additionally, they may
experience attainment of goals and satisfaction in their job due to such
success. Communication will likely be strong and constant, along with a
sense of leadership through expertise, respect, enthusiasm, accessibility,
and more, all of which will hopefully create a group of subordinates who
voluntarily become active participants in the organization's goal setting
and achieving processes. When working with an administrator who fails to
address the leadership aspects of their role, stakeholders may experience a
lack of communication, disorganization, goals without vision, and very
little change. It is possible that a manager without leadership may not
handle stress well, avoid conflict, and blame stakeholders when goals are
not reached or mistakes are made. Also, a manager without leadership may be
overly focused on results, rather than achievement and short-term outcomes
rather than lasting vision.
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