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Management And Leadership At Kellogg Brown And Root Management Essay

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Kellogg Brown & Root is one of the world's prominent engineering, procurement and
construction companies. It operates with more than 57, 000 employees in 45 countries
on five continents. With a superior and differentiated history of more than a century, it
has evolved into an outstanding part of the energy, government services, petrochemicals
and civil substructure sectors (Company Profile, 2010). It becomes an independent
company in the year 2007. From the time of its inception, it had expended on its
position in the increasing end-markets it functions.
The company proffer an extensive range of services through it following business
divisions:
Downstream
Government & Substructure
Services
Upstream
Technology
Ventures (Company Profile, 2010).
The company's foundation for its future is grounded on its constant success within these
emerging industries. With its expansion to all over the world it also faces some troubles
related with the aspects like management and leadership, which will be discussed in this
paper so that the company management can attain significant information regarding
these aspects. Here, in this paper the difference between the management and
leadership will be discoursed along with the discussion of the roles and responsibilities
that organizational managers and leaders basically play in producing and exerting a
healthy organizational culture.

Additionally, here in this paper the affect of globalization and management across
borders will also be evaluated. In the end of the paper some strategies' will be
recommended to the managers and leaders of KBR for creating and maintaining healthy
organizational culture.
Difference between Management and Leadership
In present world the question, what is the difference between management and
leadership is quite common and everyone tries to find out its answer. Understanding of
the difference between management and leadership is essential as it could direct an
organization in a right direction. Similar is the case with KBR that had also extended its
position by identifying the difference between management and leadership.
In reality leadership and management are not completely different, but still they are
diverse in numerous ways that if acknowledged by an organization can result in assured
success. If we undertake both the aspect on the whole we can say that in a nutshell,
following is the difference between leadership and management:
Leadership is about setting a novel direction or vision for a group that they follow
whereas management organize or directs people and resources in a group in accordance
to the principles or beliefs that have already been instituted. In other words a manager
is a designation and leader is a function (Leadership & Management, 1995).
Management is an emplacement and leadership is an acquisition. Leaders could be seen
as charismatic and usually are accepted and held in high regard whereas managers often
are considered as organization's taskmasters.
If prominent difference is identified among management and leadership, it could be said
that management is a quite new trend. The outgrowth of large, composite organizations
in the last century brought forth the need for a system that can control work and deal
with authority and direct issues (Kotterman, 2006). This need ensued in the modern
workplace manager who is actually anticipated to decrease the internal chaos of those
more complex organizations. Managers brought order and cohesiveness to the large
number of workplace procedures.
Alternatively, leadership is an old trend, which is been in use from centuries and is a
significant driver of invention for thousands of years. Some fundamental action verbs
that can be used to delineate leadership are kick off, introduce, spring up, settle on,

imagine, pay attention, vision, direct, instructor, guide, guide the path, expand,
motivate, stimulate, establish, control, attain, map and estimate (Kotterman, 2006). All
these action verb demonstrates that how a leader can assist an organization in attaining
its goals.
Both the terms are used interchangeably in organizations but both have distinct
differences. Both leaders and managers may have participation in founding direction,
coordinating resources and prompting people. However managers, plan and budget
while leaders set up direction (What is the difference between management and
leadership, 2009). Managers generally have a slender purpose and attempt to uphold
order, even out work and organization of resources whereas leaders attempt to expand
new ends and line up organizations. Managers generally control and try to solve the
troubles while leaders inspire and encourage.
On the whole, it could be said that managers produce standards, steadiness, inevitability
and order and leaders create the potency for dramatic change, bedlam and even
collapse. It is generally believed by experts that the understanding of difference between
leadership and management is essential as otherwise on cannot compute, test, make
evaluations, or systematically hire or prop up them (Kotterman, 2006). This
understanding of difference among management and leadership assists KBR in
promoting its own different leaders and managers in a more effective and efficient way.
Roles & Responsibilities' of Organizational Managers & Leaders in creating Healthy
Organizational Culture
The immense success of KBR is due to its managers and leaders. The company's
managers and leaders play a significant role in producing and sustaining a strong
organizational culture. The company's managers and leaders had adopted a significant
approach towards the management of healthy organizational culture. They direct their
employees with participative styles rather than establishing rigid rules and regulations.
They had enables their associates and employees regarding the power of decisionmaking.
KBR's managers and leaders always try to discover the relationship between them and
their employees that facilitate them in enabling a participative culture. They also play a
significant role in valuing the attempts of their employees as this is the prominent way
to motivate employees to work harder (Smith, 2008). The company managers and

leaders also make use of the information elements so that they can affirm the decision
making created by their employees and in turn perk up the healthy working conditions
in the company.

Moreover they ensure that resources are utilized to those actions that bring back the
great advantage and offer the most eminent value to the customers. Managers and
leaders contribute on cost of services that the organization serves so that they can offer
it with rational price to its customers (Gordan, 2004). In enabling of services and its
composite projects, the manager and leaders witness the working on and the actions like
labor, materials are collected to create unity to assist healthy working conditions.
The attainment of successful organization at KBR is done by its managers and leaders by
following the objectives like guide, change, generate a shared need, form a vision,
activate a commitment, and observe progress and change arrangements and systems.
All these objectives of the company demonstrate its managers and leaders role in
creating and maintaining healthy organizational culture (Smith, 2008).
At KBR, managers engage with their employees in regard to searching their goals
whereas leaders try to provide an explicit action with an association of mutual
stimulation and altitude that elicits the degree of employee conduct. Managers of KBR
always try to transform a mean that could encourage a two way communication and the
interchange of information and thoughts. They always try to demonstrate and make a
dedication with their fellow employees and this in turn play the key role in exerting and
fostering their relationship with employees by giving them a chance to fulfil their desires
and needs (Gordan, 2004). In addition to this, they also try to offer other motivations so
that a healthy organizational culture can be generated and maintained.
The company managers and leaders also adopt appropriate changes like different
management practices, healthy culture of organization, workforce deployment, different
organizational structures and work design for attaining higher level of employee
performance. All these efforts of KBR managers and leaders assist it in creating and
exerting a healthy organizational culture.
Affect of Globalization and Management across Borders

With the increasing globalization all the organizations are getting influenced in different
aspects. As more and more companies are moving towards the international locations
for expanding their operations, their management is becoming more difficult. Previously
when companies used to work only nationally there was no need for the aspect
management but as the companies are growing and becoming more complex due to the
affect of globalization they are embracing the aspect of management for managing its
operations of different nations.
KBR is also affected with the globalization as it had expanded its operation in 45
countries for attaining significant position. This position of the company could have
been damaged if it would not have adopted management along with leadership. For
managing its different nations operations, the company had appointed numerous
managers, who manage the company operations along with coordination and effective
mutual communication. With the ability of its managers only the KBR had enabled in
attaining success across borders, which in present is quite difficult as it involves variety
of different unknown business factors.
Recommendations
With the discussion of KBR and its organizational culture, it could be said that the
company's manager and leaders are doing good in regard to creating and maintaining
healthy organizational culture but still they need to make extra efforts in this concern.
Subsequent are the various strategies that KBR managers and leaders can use to create
and sustain a more healthy organizational culture:
Planning: The first strategy that the company can adopt is planning. The company
managers and leaders should plan the core assets available to them for enabling their
services and their marketing. This will assist them in planning on how to fulfil their
productivity goals, key evolution scenarios and planning a strategic motivator to the
workers. All these aspects in turn will result into healthy organizational culture in which
everyone will work with coordination and mutual concern.
Effective Communication within Team: Another prominent strategy that can be adopted
by the KBR managers and leaders for creating healthy organizational culture is creation
of effective communication within team. Until or unless the process of communication is
not effective within a team it cannot attain its maximum capability (Goodall, Goodall &
Schiefelbein, 2009). With the effective communication employees could be made a part

of organization's goal, which will motivate them to attain these goals as if they are their
own goals.

Facilitating: The KBR needs to have a stimulating relationship both between its leaders
and the workers for creating healthy environment. The company need to facilitate
effective working surroundings to its workers so they could be motivated for delivering
their maximum output. Leaders and managers need to develop a feeling of trust by their
working behaviour and functioning style as without this it is not possible to create a
healthy organizational culture (Smith, 2008).
Development of synergetic and cooperative team: The last significant strategy that the
company can adopt for creating healthy organization culture s development of
synergetic and cooperative team. As an organization is an aggregation of people, synergy
is a must to arrive at the objectives. In this respect, team building is fundamental and
the management of the company must take the go-aheads to engage employees in such
exercises. This could be done by adopting different team building activities.