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Leadership
Leadership is a personal quality, a trait of character. Effective manager has leadership in the organization – he must become a leader, as he combines the influence and rule: power of his positions as manager, and the power of personality as the leader.
Many scientists see certain set of personal qualities that a leader must possess: intelligence is higher than the rest of his team, initiative, confidence, common sense, bright appearance, etc. Well-known Western management specialist Warren B. points out the following characteristics of the leader:
1. Decisiveness. Leaders must be able to act authoritatively in crisis situations and to have freedom of action – without pressure from the authorities;
2. Communicability. In other words, the leader must not only communicate frequently, but also create a sense of communication on equal positions, to be “close to the people.”
1. Filing a positive example and courage. Druker, however, points to the danger to bring their actions to the recklessness and lose a leadership position;
4. Clarity of expression. The rhetoric of the leader should contain simple and clear calls for change, crisis or achievement of certain indicators. (Warren B., 1989)
Let’s consider the example of an effective manager, who is a real leader.
Jack Welch, the legendary manager of GE, set a goal to make their corporation “the most competitive enterprise in the world.” According to Jack Welch, the realities of modern business are such that the manager must have an energy and be able to give it to employees, to involve people not only with words but by own example. Jack Welch has always been a model of own formula of leadership: “have a tremendous energy and give it to others, keep a competitive advantage and bring the case to the end”. His energy was enormous, he had an extraordinary spirit of competition and was the best in making plans the reality. (McFarland, et al 1994)
This is the key to the success of Jack Welch. If he lacked some of the traits of a leader that he himself had advocated, Walsh would not have achieved such success.

Motivation and development of the staff
The success of any company, as well as work of manager directly depends on the work of the staff members themselves, so we need the full potential of people to improve the quality and quantity of its work and to meet employee needs for self-actualization.
For the company’s development staff also has certain advantages, such as increasing individual productivity, product quality, increased interest in the work of “satisfied” employees, improving morale and creating “team spirit”; and many other positive aspects.
Development and motivation of staff of the organization contributes to the fact that people are beginning to offer their own ways: solving problems, overcoming certain obstacles, performance, thereby introducing innovations. Increase awareness of employees, thereby increases team productivity and creates ideal conditions for effective delegation of authority.buy custom essay
The organization itself is responsible for developing a plan of staff motivation and development. But the responsibility for this lies on one person – the HR manager. Top manager confronts certain tasks to the manager, such as: providing company with qualified human resources, and the most important process in this case is to keep people in their workplace, their satisfaction with the work process, that is why staff’s motivation and development is so important. (Carlos, 9)
Let’s consider the importance of the motivation function of manager in such example: My friend is working in another organization, appealed to you that the staff is experiencing low motivation to work and has a poor record of its implementation. Several employees told him that the reason for this unsatisfactory situation lies in the lack of sound institutional policy of development staff, because the organization does not pay much attention to the issue.
HR manager knows better than anyone of his subordinates, the work responsibilities and the potential of the staff, so he has a major role in the development process. The key questions he must answer are:
– Why to develop / train the staff?
– What development program is the best for the staff?
– How to use it in the future?
– Who will teach the staff?
If the HR manager has the answers to these complex questions, he bravely can prove the feasibility of staff development to company’s Top – manager and expect this process to ensure the necessary resources.
I believe that in this case it is necessary to identify which of its members can act as a mentor. Again, a HR manager will need to take into account the level of general education and vocational training, seniority and work experience, personal qualities of the person who will act as mentor. An integral part of this process will be the moral and material incentives for mentor. The process of staff development at the workplace should be monitored immediate by superiors, but not interfering with the workflow.
The process of learning in the workplace by Ladder mentor can complete the qualifying exam, which will include verification of the theoretical and practical knowledge and skills.
This method is economically advantageous for the company since no spending is required for special education centers, courses, etc. And the organization does not lose revenue due to downtime of the employee, who goes to study.

 
Conclusion
Let summarize the results. What is the role of manager in a market economy, and what requirements it imposes on modern manager?
The real effective manager is a leader, he must understand his followers, and understand the world around and a situation in which turned out to be. Because both people and situations are constantly changing, the manager must be flexible enough to adapt to ongoing changes. Understanding the situation and knowing how to manage human resources – key components of effective leadership. All this indicates that managerial work is one of those human activities that require specific personality traits that make specific individual suitability for management.
As a result of effective management is undoubtedly achievement of objectives and goals in time, and it must be done so that spent money and effort justified attainable goal.

Bibliography
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