The structure of an organization has a direct effect on the type of management that is used in the organization. Organizations with strong chains of command and hierarchical structures are likely to have more managers than leaders and be unable to respond quickly to changes in the marketplace. Organizations which have a more flexible structure (more horizontal) may find that they attract more leaders and are able to better react to changes in the political and civic environment.
Leaders and managers are needed by all organizations, but there is a difference in these types of individuals. Leaders motivate and inspire; managers implement the leaders' vision. On rare occasions, one individual is both a leader and manager, but that is not usual in traditional organizations.
However, as government is faced with increased pressure to downsize (due in part to the recent Republican Contract with America), and as technology makes it possible for employees to live hundreds and even thousands of miles away from the office, there is an increased interest in using horizontal structures and creative managers within government, following trends which have been established in industry. This increases the need for managers who are also leaders, with the result that government organizational structures are likely to undergo significant change in the future.
Managers and leaders exist in all organizations, with some leaders also serving as managers, but generally with separate individuals filling separate roles. Government organizations have undergone some change in recent years, with an emphasis on downsizing and eliminating middle managers. This means that managers who remain in the organization are faced with changing organizational structure, changing responsibilities, and a challenge to create an environment which can accommodate the highly diverse needs of a dynamic workforce. This research examines traditional types of organizatio...