Personality Theories in Successful Leaders

Abstract

One question that all good employee thinks is what makes a good head and how do you become one. It's important to understand why is a innovator and is there certain personality characteristics that produce leaders successful. Utilizing the big five personality dimensions which can be extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience it will be explored what characteristic's match successful market leaders today.

This study aims to quantify what of the best five personality proportions are most within successful and effective market leaders today. It will take 4 teams from 100 organizations from bundle of money 500 companies to non-profit company.

Hypothesis

This analysis intends to demonstrate with research that effective leaders have similar personalities features based on the best five personalities proportions.

Leadership

Was Steve Careers a good leader or George Washington a good leader? Why is a good leader? Before that is clarified, it must be known what defines authority and what qualifies as a good innovator. Many scientific papers and books try to define management some define it as " authority involves persuading other people to set besides for a time period their individual concern and to bag a typical goal that is very important to the tasks and welfare of an organization (Hogan, G, & Hogan, 1994)" while some imagine it stands it for ". . . uplifting followers to identify with a vision that extends to beyond immediate self-interest (Benoliel & Somech, 2014). " Between the two definitions it is clear a innovator must inspire an organization of people to beat and do what is beyond what they will wish to accomplish.

Not everyone can be a leader there are certain attributes we expect out of them. In our everyday living we work for, study from, and follow leaders. These market leaders can be CEO's, managers, teachers, or even the Leader of the United States. They must be clever, likeable, have strong complex skills to relate to their roles. There are plenty of people on the planet with these features but not every one of them makes a good head. Predicated on these assumptions there must some additional qualities that distinct good market leaders from average market leaders. A leaders personality must have an effect about how the lead and inspire people to go above and beyond. Taking a look at a leader from the facet of the top five personality proportions might shed some light on what makes a strong innovator.

Big Five Personality Dimensions

For centuries folks have labeled personalities, even Aristotle have established several categories of classification. The existing founded theory has been created by Tupes and Christal (1961). This taxonomic structure has five personality sizes that happen to be extraversion, agreeableness, conscientiousness, neuroticism, and openness to see.

The first factor of the personality sizes is extraversion. Market leaders who possesses higher level of extraversion are explained of "sociable, positive, expressive, energetic, and assertive (Benoliel & Somech, 2014). " Salespersons often are high-extraversion employees because they enjoy person relationship and thrive in an environment which involves. These employees seek a positive environment to work in because it gives them a sense of security,

The second factor of the personality proportions is agreeableness. Agreeableness serves as a cooperative, trusting and flexible. Employees with a higher degree of agreeableness tend to achieve success in functions that work in teams and require joint work between clubs. Project managers are a great example of a role someone with agreeableness might hold. Much like extraversion, agreeableness looks forward to the interactions between people but focuses more in the intimacy of interactions between people.

The third factor of the personality measurements is conscientiousness. "High- conscientiousness individuals have a tendency to be responsible, reliable, hardworking, consistent, and achievement oriented; low-conscientiousness individuals have a tendency to be irresponsible, undependable, and lacking self-discipline (Benoliel & Somech, 2014). " High- conscientiousness employees believe that they are capable of doing the job and establish high attaining goals for themselves. These will employees tent to dive in when the workload gets extensive and will use others to relief the stress.

The fourth factor of the personality sizes is neuroticism. Neuroticism is a personality sizes that unlike the other having a higher degree of is not essential a very important thing. Individuals who have a high degree of neuroticism are often described as a worry-ward and insecure. People that have low levels are neuroticism are peaceful individuals who are designed for high levels of pressure. This is important in a high stakes environment some occupations where you might expect to see people with low degrees of neuroticism would maintain the medical field such as doctors and nurses or traders on the New York Stock Exchanges floor.

The final factor of the personality proportions is openness to experience. These individuals are creative and the out of the box thinkers. They adjust to change rather easily and are willing to adjust their conducts to meet the environment they are simply in.

Method

This study aims analysis what big five personality proportions are most common with effective leaders. An effective innovator will add value to any group and therefore it's important to understand why is up a highly effective leader. Additionally it is vital to understand the employees consider this leader.

Why is it important to understand an effective head from the one which is not effective? If we go back throughout history and look at the result a good leader on the outcome of a predicament there is plenty of evidence that shows an effective leader will have a confident impact. To give some examples the explosive growth Steve Jobs got on Apple to in 1997 or George Washington joining the revolutionary battle and be the first Leader. These leaders got a situation that was losing situations and thorough their control turns the problem around and helps it be extremely successful through hard work and devotion.

The first rung on the ladder of this review is to examination what a powerful leader is. To get this done the study works with 100 organizations from lot of money 500 companies to non-profit organizations such as colleges, charities, and armed service. From each one of the organizations choose they review will review 4 clubs, within these groups you will see effective market leaders and teams and the ones who aren't as effective. By understanding those who have successful leadership compared to those who find themselves not the target would be see what personality sizes are prominent. To accomplish these the leaders will take a large five personality test that will quantify how their personality matrix is made. In addition the employees of these leaders will take the test for his or her leader. This can try to quantify what dimension of the best five personalities to followers look to the most. This may also help give an neutral look because leaders might make an effort to skew the results.

Once the checks have been completed the analysis will concentrate on the effectiveness of those leaders. The analysis will analysis each team within their organizations to comprehend their effectiveness. The effectiveness of the team can look at the team's productivity. The more effective the team the expectation is the more the effective the leader. Besides the degree of productivity the analysis will also go through the morale of the team.

Expected Outcomes

Once the info has been gathered the results will be evaluation to see when there is any positive or negative correlation between your big five personalities dimensions. Among these correlations it might be expect to note that effective market leaders will have specific features in their personalities that make them effective market leaders. In the in contrast the analysis will also show the measurements are adversely affect leadership. Predicated on expectations I'd expect to start to see the big five measurements arrive in management in the following ways.

The first personality to examination is the extraversion. It might be expected a leader must have a medium to higher level of extraversion. Extraversion includes the socialness of the average person. A head should be cultural with the team and keep the positive view that will drive the team in the years ahead.

The next feature that is vital to a innovator is agreeableness. The expected final result would be all market leaders would have a higher degree of agreeableness. They'll work well with the team and keep everyone on the right track. There will also make the clubs function more effective because market leaders do not always have the right answers and a good connection between head and the employees can create a good dialogue that will lead to the best solution.

Conscientiousness is one characteristic that all company want out of their workers have and for that reason would be a high expectation of any effective leader. Employee with high levels of conscientiousness are often described as trustworthy and planned. "Individuals who are conscientious also have a tendency to maintain, work hard, and enjoy achieving and achieving things (E book). " Since all conscientious enjoy achieving their goals it's important that leads carry these values. Additionally all leaders can keep their enthusiasts organized and focused on the goals ahead. Since cons

Neuroticism is the one trait that might be advantageous to have in the low variety. People in the high spectrum are often emotionally unstable. Leaders need to have their emotions in check all the changing times.

The last personality dimensions is openness to encounters which like the majority of the other measurements the expectation will be a leader would be on the bigger side. Market leaders should be open to change and also be considered a head of change within an organization. A innovator who cannot deal with moving elements of everyday business will not be effective.

Benefits of research

There is a lot of advantages from the study into what makes an effective leader. If an employee was interesting into taking a management role they can take a personality test and decide if what areas they may be strong in and where these are weak. This may then help them work on improving their skills. For instance say a worker is without extraversion assuming it is just a primary measure of authority skills. The worker can be placed into situation to help then are more expressive or go to particular training classes to make then more expressive. This will help the organization put in leaders that will lead to change making the teams and organization far better.

Understanding the trains of a powerful leader can help recruiting as well. Understanding the personalities of employees to arrive can help them understand the person potential. Another example is there is an starting for a older vice leader of operation. This section has been suffering for a long time under having less leadership. It will be helpful to know what traits to look for in the new innovator.

Supporting References

The pursuing studies have support this hypothesis and can help provide guidance.

Study 1 -Five-Factor mode of personality and transformational leader

In this research the authors explore the personality factors of transformational market leaders.

References

Hogan, R. , Curphy, G. J. , & Hogan, J. (1994). What we know about leadership: Effectiveness and personality.

American Psychologist, 49(6), 493-504. doi:http://dx. doi. org/10. 1037/0003-066X. 49. 6. 493

Benoliel Pascale, Somech Anit (2014) The health and performance effects of participative leadership

Exploring the moderating role of the top Five personality sizes, European Journal of Work and Organizational

Psychology, 23:2, 277-294, DOI: 10. 1080/1359432X. 2012. 717689

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