Leadership & Personality

7/29/2019 Leadership & Personality

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The term personality has been derived fromLATIN word persona_ which means mask ormake up or cover through which an actorplays a role on the stage .


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Personality is how a person affects others, how heunderstands and views himself and his pattern ofviewing inner and outer measurable traits .

The ways in which an individual reacts andinteracts with others.


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Heredity Environmental

situational


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We can also say biological heredity . It isinherited from forefathers in the form ofchromosomes . Apart from this like his typeof skin , facial features , colure of hair etc., a

man also inherits something less apparentthat is temperament , reflexes ,quickness ,muscles and energy levels.


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It include the type of culture one is broughtup in . Or academic shapes the personality ofthe child . Similarly the influence of othersmembers of the social group s like parents ,

teachers , relatives , neighbors play anequally role in determining personality


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Personality changes under different situation which may other wise be stable .

Personality should not be seen in isolation.


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AUTHORITARIANISM:- Blind acceptance ofauthority, obedience and respect,conservative, strong parental control, Closedminded and generally less educated.

BUREAUCRATIC PERSONALITY:-Respect fororganizational rules and regulations. values

subordination, rules, conformity, orderlyprocesses, Suitable for routine, repetitive andprocedurized.


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MACHIAVELLIANISM:Machiavellianism is a term associated withNiccola Machiavelli, a sixteenth centuryauthor who identified personality.

believes in manipulating others for purelypersonal gains and keeping control of others.

They approach the situations thoughtfullyand logically,

They would not hesitate to lie if necessaryand they are not easily swayed by a sense offriendship, trust or loyalty. They areespecially successful in exploiting structuredsituations and vulnerable people.


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PROBLEM SOLVING STYLE:-Own style ofmaking decision.

SENSATION-FEELING STYLE:-These people aredependable, friendly, and social and approach factswith human concern. They are pragmatic,

methodical and like jobs that involve humancontact and public relations. Some suitable areas ofjobs include teaching, customer relations, socialworkers, and sales people.


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INTUITION-FEELING STYLE.:-These people areenthusiastic, people oriented, charismatic and

helpful. Some of the professions suitable forthis style are public relations, advertising,politics and personnel.

INTUITION-THINKING STYLE.:-These peopleare creative, energetic, ingenious, and like

jobs that are challenging in terms of designand analysis such as system design, law,

research and development, top management.


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Locus of control is the extent to which theindividuals believe that:

They control their own lives, or

External forces control their lives that arebeyond their control.


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INTROVERT :-persons are basically shy, prefer

to be alone and have difficulty incommunicating.

EXTROVERTS are outgoing, objective,aggressive and relate well with people.


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Self-esteem.Self-esteem is the degree of respect a person

has for himself.Self-esteem is a measure of self-confidenceand respect for one's abilities and motivation.


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Type A

Type B


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Impatient

Time-conscious Controlling

Concerned about their status

Highly competitive

Ambitious

Business-like

Aggressive

Having difficulty relaxing


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Contrast to type A

Are described as patient

Relaxed and easy-going

Generally lacking an overriding sense of

urgency


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A Johari window is a cognitive psychological tool created byJoseph Luft and Harry Ingham in 1969 in the United States,used to help people better understand their interpersonalcommunication and relationships.


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Open Area: This is also known as arena. This area consists ofdetails known to self and to others. The information included is:

1 Persons name2. Job3. Marital status.4. Region from where the person has come

In the early stages of life this region is very small.

This quadrant represents area of mutual understanding and

friendship in between people and hence interpersonalconflicts are not seen in this quadrant.


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Blind area:

This area compromises of the things that are known to others but not to

self.

This can be reduced by soliciting feedback from others. This helps in opening up the open area.

As long as the blind area persists there is scope for interpersonal conflicts.

Hidden area/Facade: This area consists of knowledge of self but hidden from others.

The person does not share details about self with others.

For a short run this may help but over time lack of sharing would lead to

distrust and miscommunication.

A large hidden area has potential for interpersonal conflicts.


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Unknown area:

This area contains information unknown to self and unknown to

others.

The person does not know himself because he lacks experience and

exposure or is unable to recollect past events in life and articulate

them effectively.

This is potentially the most explosive situation.

Others are unaware because they have not seen the person behavingin different situations.

Steps to Reduce the Unknown area:

1. Others' observation (which increases the blind area)

2. By self-discovery (which increases the hidden area)

3. By mutual enlightenment - typically via group experiences and

discussion - which increases the open area as the unknown area

reduces.


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The ideal Johari window would display a large open area in

comparison to other three quadrants


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Daniel Levinson believed that personality

progresses with age. The other popular

theories at that time believed that

personality development was linked to

events in ones lifelike,

adulthood,wedding,parenthood andretirement


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According to Levinsons theory, the 4periods of stability occur between thefollowing ages:

22 to 28(during which an individual steps into the

adult stage)

33 to 40 (during which an individual is in the process of

settling down)

45 to 50 (during which an individual enters middle

adulthood)

55 to 60 (a stage where middle adulthood terminates and an

individual approaches age)


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Since Levinsonss theory was not explainthe vast individual difference(inpersonality)among people of the sameage,he redefined the stage as eras-earlyadult,mid-life and late adult-each of whichincluded a transition-in period,a period ofstability and a transition-out period.


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Hall,another popular personality theorist,blendedLevinsons thoery with other adult stage theories to

develop a model of career stages.The model suggests

that an individual goes through 4 stages during his

career:

a)Exploration

b)Establishmentc)Maintenance

d)Decline


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a)Exploration b)Establishment

The employee tries to

settle down in his job

and interacts with co-

workers to develop a

good relationship with

them. The productivityof a person increases

during this stage.

The individual seeks an

identity for himself,

attempts to understand

himself and his

personality, and tries out

various jobs in search ofthe right one


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The productivity of an employee

reaches its peak and he feels the

need to contribute something to

the next generation.He may even

act as mentor to his

subordinates.At this stage,the

productivity of some people may

increase further ,while for some

the productivity may remain

stagnant.

c)Maintenance d) Decline

The productivity of a person starts

declining.In this stage, the

individual evaluates his life and

career and tries to convince

himself that he made the rightdecisions in his life.The decline

stage may undergo drastic changes

in the years to come due to

changes in the mandatory

retirement laws,advances inmedical treatment and societys

expectations from the older

ganeration(gray power).


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Chris Argyris a famous organizationalbehaviorist ,proposed that the degree ofdevelopment of an individuals personalitycould be explained in seven dimensions.

He also proposed that just as a human being

develops from an infant to an adult.Humanpersonality development too takes placealong a continuum from immaturity tomaturity.


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ImmaturityCharacteristics

Passivity

Dependence Few ways of behaving

Shallow interests

Lack of self-awareness

Subordinate positions Short time perspective

Maturity Characteristics

Activity Independence

Diverse behaviour Deep interests Self-awareness and

control Super ordinate position Long time perspective


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John Holland has given the theory describing six personality types:

1. Realistic : Likes to work with animals , tools or machines ; generallyavoids social activities like teaching , counseling , nursing andinforming others.

2. Investigative : Likes to study and solve math or science problems ;generally avoids leading , selling, or persuading people.

3. Artistic : Likes to do creative activities likeart,drama,craft,dance,music or creative writing ; generally avoids

highly ordered or repetitive activities. He values the creative art.


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Social : Likes to do things to help people like teaching counseling ,nursing or giving information ; generally avoids usingmachines ,tools, or animals to achieve a goal. Have good skillsat teaching, counseling , nursing or giving information.

Enterprising : Enterprising people create an enterprisingenvironment. For example, they particularly value people whoare energetic, ambitious, and sociable who are good at politics,clearing people and selling things or ideas. Examples:Auctioneer, lawyer, sales manager, real estate agent etc.

Conventional : Likes to work with numbers, records or machines in aset, orderly way; generally avoids ambiguous, unstructuredactivities. Are good at working with written records andnumbers in a systematic, orderly way, values success inbusiness and sees self as orderly, and and good at following a

set plan.


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PERSONALITY CLASH AND MANAGING TEAMS


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An Overview of the Case Study..Anju and Ria are two sisters and the daughters of Mr. O.P Sharma

And Shama Sharma. Mr. Sharma is an Advocate by profession and Mrs.Sharma is a housewife, so the management of the house and the family wastotally Mrs. Sharma priority.

Anju and Ria had both shown different personality traits. Anju was anintrovert, quite, did not expressed much and was always involved in doing her

own things. While Ria was typical extrovert always speaking her mind,bubbling with enthusiasm and sociable.

Mrs. Sharma did not favored or differentiated any one child. Mrs. Sharma wasclear in her belief that if one wants anything, nothing is impossible and alsonothing can come in the way of achieving that something.


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She always encouraged her daughters their dreams by overcoming theirobstacles. Anju completed her MSc in Microbiology and left for U.S. tostudy as a research in her area of specialization. Ria after her

Graduation did her M.B.A from one of the premiere institutes andthrough campus recruitment was placed in an MNC TCOLEE LTD.

This company had competitive culture which suited Rias personality.Recognizing her talents, the company promoted her as a team facilatorand was send to Singapore branch where 150 persons where employed.

Within few months in her new position Ria realized that her immediateSuperior Rajeshs was very different. He was of the belief thatsituations determined behavior and in case of situational requirementwould hire person at random and then structure the situation

accordingly.


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Ria noticed that the members of her team were finding it difficult towork together. She realized that it was the classic case of personalityclash as they didnt like each other.

Ria called her team members and gave them time frame within whichthey had to work things out. She was very firm when she spoke withthe team members. But even after six months they were still notworking together and their morale was low. Ria thought I know Ihave to do something because it is affecting their work.

After a lot of introspection, Ria decides that the best way of solving theproblem was by simply dissolving the team and placing its memberselsewhere rather than trying to determine who is right or wrong.


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Q. What could be the key determinants involved in shapingRias Personality?

Ans. The key determinants are her parents.

Q. There is a popular saying when the going gets tough thetough gets going. In Rias case what are the implication ofthe goal orientation exhibited and why?

Ans. Her will to try to overcome obstacles which sheinherited from her mother.


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