Trait approach
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- 2. LOGO Trait Approach Leadership Sher Bahader Khan Mashriqi
- 3. Overview Great Person Theories 1 Historical Shifts in Trait Perspective 2 Major Leadership Traits 3 How Does the Trait Approach Work? 4 5 Strengths, and Criticisms
- 4. Great Person Theories Trait Approach: is a major approach To Study of human personality. Traits are defined as habitual patterns of behavior Thought, and emotion “Great Man” Theories (early1900s) Focused on identifying innate qualities and characteristics possessed by great social, political, & military leaders
- 5. Historical Shifts in Trait Perspective Early 1900s 1 1930-50s 2 1970s-90s 3 Today 4 Great Man Theories •Research focused on individual characteristics that universally differentiated leaders from non leaders Innate Qualities Traits Interacting With Situational Demands on Leaders • Landmark Stogdill (1948) study - analyzed and synthesized 124 trait studies - Leadership reconceptualized as a relationship between people in a social situation • Mann (1959) reviewed 1,400 findings of personality and leadership in small groups - Less emphasis on situations - Suggested personality traits could be used to discriminate leaders from non leaders 5 Major Leadership Traits • Intelligence • Self-Confidence • Determination • Integrity • Sociability Revival of Critical Role of Traits in Leader Effectiveness • Stogdill (1974) - Analyzed 163 new studies with 1948 study findings - Validated original study - 10 characteristics positively identified with leadership • Lord, DeVader, & Alliger (1986) meta-analysis - Personality traits can be used to differentiate leaders/nonleaders • Kirkpatrick & Locke (1991) - 6 traits make up the “Right Stuff” for leaders Situations Personality / Behaviors
- 6. Leadership Traits Studies of Leadership Traits and Characteristics
- 7. Major Leadership Traits Traits to possess or cultivate if one seeks to be perceived by others as a leader: 1 Intelligence – Intellectual ability including verbal, perceptual, and reasoning capabilities Self-Confidence – Ability to be certain about one’s competencies and skills Determination – The desire to get the job done (i.e., initiative, persistence, dominance, drive) 3 2
- 8. Continued… Integrity – The quality of honesty and trustworthiness Sociability – Leader’s inclination to seek out pleasant social relationships 4 5
- 9. Big Five Personality Factors
- 10. 5-Factor Personality Model & Leadership Study using meta-analysis (Judge et al, 2002) 1 2 3 4 Big Five & Leadership Results –a strong relationship between personality traits and leadership Extraversion–factor most strongly associated with leadership Most important trait of effective leaders Conscientiousness – 2nd most related factor Neuroticism & Openness – next most related Neuroticism negatively associated to leadership Agreeableness – only weakly related to leadership
- 11. Emotional Intelligence & Leadership Definition Ability to perceive and: – apply emotions to life’s tasks – reason/understand emotions – express emotions – use emotions to facilitate thinking – manage emotions within oneself & relationships people who are more sensitive to their emotions & their impact on others will be more effective leaders Underlying Premise
- 12. How Does the Trait Approach Work? Focus of Trait Approach Trait Leadership exclusively focuses on the leader not necessarily the followers or situation, the leader exhibits a certain set of traits to be an effective leader, trait leadership works well for an organization with managers in leadership position have specific traits, that the company will go out and get the people with those traits.
- 13. Strengths Provides benchmarks for what to look for in a leader Criticisms Fails to delimit a definitive list of leadership traits 1 1
- 14. Application Provides direction as to which traits are good to have if one aspires to a leadership position Through various tests and questionnaires, individuals can determine whether they have the select leadership traits and can pinpoint their strengths and weaknesses Can be used by managers to assess where they stand within their organization and what is needed to strengthen their position 1 2 3