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Understanding Leadership: Influence, Styles, and the Big Five Personality Traits

This article delves into the dynamics of leadership and the vital role of personality traits in effective leadership. It focuses on the Big Five Model of Personality, highlighting the significance of Conscientiousness as a predictor of job performance and the need for leaders to understand their own personality types. Additionally, it explores various leadership styles such as autocratic, bureaucratic, democratic, coercive, transactional, transformational, and laissez-faire, emphasizing how leaders can motivate followers and achieve organizational objectives by selecting the right approach.

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Understanding Leadership: Influence, Styles, and the Big Five Personality Traits

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Presentation Transcript

  1. You Make Me Want to Jump

  2. Leadership Leadership Influence Change People Leaders-Followers Organizational Objectives

  3. Big 5 Model of Personality Surgency Agreeableness Adjustment Conscientiousness Openness to Experience

  4. Conclusions of Big 5 • Universal application • Many organizations use the “Big 5 Model of Personality Traits” • Leaders should know their type • Best predictor of job performance is Conscientious Dimension

  5. Flexibility Intelligence Good Leaders High Energy Locus of Control Stability Dominance Sensitivity to Others Integrity Confidence

  6. Leadership Styles • Active Leadership Styles • Autocratic • Bureaucratic • Coercive • Transactional • Transformational • Passive Leadership Style • Laissez-Faire

  7. Autocratic/Authoritarian • Classical Approach • Manager retains all power and decision making • No input from followers • Followers obey • Structure set of rewards and punishments • Examples: Military, School, Prision

  8. Bureaucratic • Management “By the Book” • Follow procedures strictly • Any questions about procedures are referred to next level • Example: Organizations that are funded by State money

  9. Democratic/Participative • Employees encouraged to be part of decision making • Employees are kept informed • Leader becomes a coach • Can produce high quality/quantity of work • Employees motivated because of satisfaction

  10. Coercive • Leader has authority to punish and withhold rewards • Good leaders use this power as a last resort • May be only way to gain compliance from members • Most effective when applied to a small percentage of followers

  11. Transactional • Motivates followers by appealing to self-interest • Uses the exchange process to meet goals • May encourage leader to adapt their style to meet expectations of followers • Relationships aren’t meaningful • Work is not creative

  12. Transformational • Leaders are charismatic and visionary • All members have ownership of organization • Can inspire followers to transcend own self-image • More strongly correlated with lower turnover rates, higher productivity, & higher employee satisfaction

  13. Laissez-Faire • Hands Off Leadership Style • Little or no direction provided by leader • Employees have large amounts of freedom • Employees must determine goals, make decisions, and resolve own issues

  14. Reminders in selecting a style • People are motivated by reward and punishments • Social systems work best with a clear chain of command • Employees generally want to be told what to do

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