When there is a promotion for a role with the responsibility of managing people, there is no automatic chance to be a leader. Management and leadership of people are two different aspects and here is a discussion of all of these differences between roles and responsibilities of managers and leaders that are discussed below:

·         All of the possibilities are derived by leaders for better development of an organization and leaders can provide better inspiration and engagement to their employees so they can turn their set vision in reality. They think with long term benefits that normal individuals cannot do. Activation of people is done by leaders so they can perform at a large and bigger level (Arruda, 2016). They predict later things and analyze that high skilled teams can work properly and they can accomplish challenging things by working together as compared to the autonomous working of individuals. However, the focus of managers is on measuring and achieving goals for an organization. All of the situations to accomplish objectives are controlled by managers.

·         Change agents are leaders whereas the status quo is maintained by managers. Leaders are considered proud disrupters and they are having innovation in everything to promote their business in a better way. Changes are embraced by them and they better know if things are even working, they can be preceded in a better way for further improvement. They accept that change in an environment and processes can lead it to better conditions and change can create waves while managers stick with the work and refining system and they are stick with the existing structure and processes and tries to make these existing things better (Liao & Chenwei, 2017).

·         Leaders are unique because they create new things whereas; managers are copied as they only precede the established things by leaders. Leaders are self-aware and they work more actively for the development of their unique personal brand. They stand on their own things and are comfortable in their own shoes. They take things in a transparent way however managers just copy the competencies and things they got from others and they just adopt available leadership style but do not create things on their own.

·         For defining new things, risks are there and leaders take risks to derive new things in their fields. They willingly try new things even they are predicted with risks in it. They take failure as a step toward success. However, risks are minimized by managers. All of the problems are tried to avoid by them and they do not embrace things. They do not take risks at their own and control problems in already established processes.

·         Leaders always take things with the long term benefits for an organization. They work with intentionality and they are always motivated to accomplish their vision as they stay proving themselves for the achievement of their goals (Arruda, 2016). However, managers are working with short-term goals and they seek regular acknowledgment.

·         Leaders develop things personally. They believe that if they are not nor revealing new things with every passing day, they cannot develop themselves and they are curious for the changing world and they remain linked with changing circumstances of the working industry (Liao & Chenwei, 2017). They expand their thinking by seeking information and people while managers prefer existing skills and adopt accepted working conditions to be successful.

·         Relationships are built by leaders. Leaders influence people and they are required to influence stakeholders so they can realize their set vision. They utilize their time with their stakeholders because they are aware of their specific stakeholders. They consistently deliver their services and according to their promises and develop loyalty and trust among them. The required structure for the achievement of goals is focused by managers and their focus is on analytical factors. They assure the desired place of a system for the accomplishment of their required outcomes (Belbin & Meredith, 2012). They work with their employees, their set goals and objectives.

·         Leaders have certain criteria of skilled and professional people and they are assuring of their skills that they are able to achieve their assigned mission. Their people are more optimistic and concerned with complete efficiency. Leaders are a coach and tell them about the work and its processing. Tasks are assigned by managers and guidance is provided by them for the accomplishment of goals.

·         Fans are created by leaders. People follow them because of their inventions and these people become their promoters. These promoters help them to accomplish their goals and with the help of their fans, their visibility gets increased with established credibility. However, managers have their employees who are obeying their instructions so they can get a high image in front of the boss (Liao & Chenwei, 2017).

Functions of managers and the role of a leader in an organization

Planning

The considered company to analyze the responsibilities of managers and roles of a leader in an organization is Toyota. All of the set aims and goals of this organization are set by its managers and it is their main responsibility. These goals are set to develop the revenues and sale rate of cars (Vaccaro & Ignacio, 2012). There are different strategies that are prepared by managers of Toyota for the accomplishment of their goals such as KAIZEN that is considered an effective strategy for improvement on a continuous basis in all of the processes of production that can increase the effectiveness in its products. However, the responsibility of a leader in this company is to create communication between the duties that are set by managers to workers and their focus is on the struggle of employees regarding processing to their set aims and goals.

Organizing of Leadership and management concept

All of the resources of Toyota are managed and utilized by managers in an efficient way so they can effectively accomplish all of the set goals and objectives of an organization. However, leaders of the organization effectively allocate the resources and provide motivation to employees to duty their responsibilities such as the utilization of available resources for effective outcome and development in a unique way.

Directing of Leadership and management concept

All of the selected tasks of an organization are directed by managers that are responsibilities for employees and staff of Toyota (Zhang, Zhen, & Shi, 2012). However, leaders of this company play a significant role in the creation of a team of workers and provide direction to them for better accomplishment of work.

Staffing of Leadership and management concept

Managers function is staffing and they are required to get the best outcome from workers that are employed in a company (Ahmed, Riaz, & Mohamad., 2013). Certain jobs are assigned in Toyota according to several possibilities. Work is distributed according to the skills of workers and they effectively contribute with them to resolve certain challenges along with an evaluation of their performances.

Coordination of Leadership and management concept

There is powerful coordination between chiefs of an association and the entirety of the elements of an association to accomplish better results. Various elements of divisions, for example, generation and account office are likewise giving advantages to the organization by giving them fabricating advantages of the car of high caliber with the best costs. Pioneer's obligation in the coordination of elements of an association is to execute powerful and potential practices that lead to advancement in coordination in the entirety of the procedures with the assistance of correspondence and successful administration methods (Kelloway & Kevin, 2012).

Controlling of Leadership and management concept

Systems are framed by supervisors and these shaped procedures are executed by pioneers in the Toyota and these procedures are leveled out and checking of directors of an organization while the entirety of the results are confirmed by pioneers as indicated by the execution of workers with guidelines as they are defined by administrators. Pioneers give direction to workers as per these organized techniques.

References of manager and a leader 

Ahmed, Riaz, & Mohamad., M. T. (2013). Leadership is vital for project managers to achieve project efficacy. Research Journal of Recent Sciences , 99-102.

Arruda, W. (2016). 9 Differences Between Being A Leader And A Manager. Retrieved 2019, from forbes: https://www.forbes.com/sites/williamarruda/2016/11/15/9-differences-between-being-a-leader-and-a-manager/#5db21eb64609

Belbin, & Meredith. (2012). Team roles at work. Routledge.

Kelloway, & Kevin. (2012). Transformational leadership and employee psychological well-being: The mediating role of employee trust in leadership. Work & Stress , 39-55.

Liao, & Chenwei. (2017). Idiosyncratic deals and individual effectiveness: The moderating role of leader-member exchange differentiation. The Leadership Quarterly, 438-450.

Vaccaro, & Ignacio. (2012). Management innovation and leadership: The moderating role of organizational size. Journal of Management Studies , 28-51.

Zhang, Zhen, & Shi, W. a. (2012). "Leader-follower congruence in proactive personality and work outcomes: The mediating role of leader-member exchange. Academy of Management Journal, 111-130.