management essay:个性特征对领导能力的影响分析

本文以批判性眼光分析了蒂纳论文的纲要内容。蒂纳的期刊论文研究了人的个性特征对领导能力的影响，以及其对组织发展技巧的影响，题目为：个性与变革性领导关系研究。

引言——Introduction

下面是一些有关作者、论文出版者和出版日期等有关的东西，也包括论文目标。

蒂纳的论文主要研究了个人个性特征和它对人们行为方式、领导风格的影响，也包括个性特征对下属行为方式的影响，以及员工完成工作的方法、工作动机的变动。

文章分析——The Article analysis

在论文的最开头作者认为，，领导应当有足够的自知之明，如果缺乏这一点，就难以达到所需要的情商水平，从而可能在将来导致重大的、复杂的问题。简单来说就是，如果领导者对自己都不够了解，怎么能指望他了解别人的想法呢？对情商水平的要求不仅限于领导，下级员工同样也要提高自己的情商。因为领导和工作环境对员工们的工作动机、工作表现有重要作用，需要提高情商去理解认知他们的领导和工作环境。

This paper critically analyzes the main outlining subjects in tiina article. An evaluation performed on how personalities effects the leadership capabilities, and the impact it has on the developing skills in the organizations, in the journal article: The relationship between personality and transformational leadership .

引言——Introduction

Write something about the author; the article publisher and date of publish…also maybe the purpose of the article

Tiina (2006) article focuses on individual’s personality and how it affects their behaviour, transformational and transactional leadership. and how The personality affect subordinates behaviour and the way they perform their job and their motive to work .

文章分析——The Article analysis

In the beginning of the article the author focuses on how the leaders should be self-aware and how it’s very critical to move forward in the mission without a fine self-knowledge (garrety et al,2003) , therefore without a proper self-awareness leaders would not reach the stage of proper emotional intelligence which lead to a big, massive and complicated problems in the future due to the lack of proper self awareness . basically if leaders don’t know themselves quit good, how are they supposed to know others and to take in consideration the way others think.Emotional intelligence is not constrict to leaders however followers should have a proper level of emotional intelligence just like the leaders, which really helps them to understand the leaders and the environment they are working with or in, because the environment plays a great role in the employees motivating and performance

Leaders Emotional intelligent plays a hug role in motivating workers to do their job in an effective and efficient way , sometimes leaders needs to persuade their followers into doing the task the way leaders wants it to be done, so leaders needs to be aware of their followers needs and expectations because humans are waiting creatures as it said. so in order for them to do the job, leaders needs to take in consideration (vrooms 1982, porterand lawley 1968) theory the expectancy-based model, and the equity theory (adams 1965) and the goal theory (locke1968) .all of the previous theories can really identify the can make or break successful leadership.

However if a leader integrates ,vroom(1982) the motivation theory , adams(1965) equity theory and lockes(1960) goal theory , all together to create his/her leadership style ground bases then he/she can guaranty satisfactory outcomes which mainly demonstrated by the ability to increase followers urge to success , the level of satisfaction that the followers got towards their leader and tasks and finally the leaders capability to steer an effective group and meet there need in the work field (bass 2000).

Skills for external environment which need to notice the outside factors that effects the organization such as the government, technology ,environment , economy also the global trends and how the competitors respond to the external environment

TRANSFORMATIONAL AND TRANSACTIONAL LEADERSHIP

Transformational and transactional leadership styles has been engaged with the organizational and cultural boundaries, according to (Bass, 1997), and have been included in many studies (Howell & Avolio, 1993).

The transformational leadership mainly goes beyond encouraging followers and steering them towards exchange and rewarding to do the daily job (bass,1779) . however the transactional leadership ( associated leadership) mainly focused on the exchange relation between leaders and followers which is very practical in role because it has a targets which is just reaching and achieving the objectives (avolio,Bass&jung,1999).and is based on contingency reward and managing by exception style . Al Ammaj included ,in his 2000 study of the Saudi Arabian public servant ,that both transactional and transformational leaderships styles effect the staff commitment to the organization but the transactional leadership’s effect is much more stronger leaders in order to enhance and to do the task in an efficient and effective way leaders needs to complain most of the time both of these styles of leaderships together in the same time depends on the situation or the task they are in.

The number one task for any leader is to encourage and inspire followers to innovate and reach the desirable results in their tasks and jobs according to (Vroom&Jago,2007).

Transformational leaders mission is to bring individual implement creativeness and innovation to the workefield . an optimistic vision for the future of the subordenates leads to a remarkable progress toward motivation and achieving the organizational goals.

Performance for workers in mainly effected by their personality and it is the most important attribute along with the traits. According to (Maqanloo, Mahnaz;2007)The personality traits are being effected most of the time by the individual’s behaviour . therefore the way anyone deals with any satiation can be totaly deiiferent between people because it depend on her/his personality traits. So therefore people’s behaviour is being shaped by their personality traits .

The concept “personality” had many difinitions and all of these deffenations according to (Garousi Farshi, Mirtaqi (1999);) had the same three diminutions for the personality : the first one is the rules on the individuals actions and the regulation along with them, the second one is the sustainable and unsustainable behaviours of individual’s actions , and the third one is the behavioural traits , affective traits and the cognitive traits .

According to (Sizemore, Endea(2009) Most of the studies that focuses on personality traits and leadership styles was based on the Five element Model which is known be the ocean theory however judge and bono argues in their 2002 study of the personality traits and leadership styles that most of the studies says that anger has a negative link to the effective leadership however extroversion , openness , agreeableness and Conscientiousness has a direct impact with the effective leadership so in brief :

1-openning : leaders more likely to face challenges and benefit from new experiences that are usually needs a high openness This includes qualities like being inventive, being open to learn new skills as well as having the proper emotional intelligence.

2-Conscientiousness : leaders should be aware of details that is why they considered to be more reliable and primitive as well as being ordered, logical, and cautious with the choices and Decisions

3- Extraversion - :Extraverts personality gain their energy when being surrounded by others however introverts personality get their power from within themselves . Extraversion includes the traits of active, outspoken, and confidence and that's leads to openness because its related somehow to emotional intelligence when having self confidence that shows a height level of self-aware .

4-Agreeableness : successful leader are pleasant, ready to lend a hand, and kind. People with low agreeableness may be more cut off. Traits include being kind, devoted, and considerate . (judge and bono 2002) their studies also consider the agreeableness is the most effect on leadership

5- Neuroticism – it can be called Emotional Stability. Is linked with the emotional constancy . the levelof negative emotions as to (Salgado 1997; Mount & Barrick 1998; Judge et al. 1999; Barrick et al.2001; O’Brien et al. 2008) is linked to the job out comes achievement and job performance . but on the other hand People that achieve highin neuroticism often refers to emotional instability .

On the other hand when reading the article we reach the myers-briggs type indicator the type indicator , which is wildly known and used as one of the most commonly used instrument in defining personality ,because its not a fixed result ,it’s a dynamic and flexible tool that what made it one of the most desirable tools when it comes to majoring personality (myers et al.,1998,p.9) , and here are some of the reasons that makes the MBTI effective tool to use according to Fitzgerald and Kirby (1997) ,the diversity that the market/organization is facing , the way it helps reaching a high stage of performance when also reducing the number of staff and not to mention that organizations at this time is becoming more and more complex from inside the organization so it enables them to deal with the increasing of diversity complex in the external environment which makes the MBTI So needed to be used .

The MBTI instrument contains four separate personality type :

(1)Extraversion VERSUS (E) Introversion

(2) Sensing (S) VERSUS (N) Intuition

(3) Thinking (T) VERSUS (F) Feeling

(4) judging (J) VERSUS (P) Perceiving

In each type, an individual is believed to have a favourite Of each pair of opposites. With MBTI tool :(the four preferences direct the characteristic use of perception and judgement by an individual...(and)... affect not only what is attended to in any given situation but also how conclusions are drawn about what has been perceived),(Myers, McCaulley, Quenk & Hammer, 1998, p. 6)(Hautala 2006) in her article did not go through the other findings that had different arguments about the MBTI , because according to (Walck, 1996) after reading the MBTI Literatures he didn’t find anything that indicates or mentions how the MBTI influences tactics and that its foundations were built on the Jungian theory of personality

In order to put the right personality in the right place leaders should be aware of the BIG FIVE personality test which helps leaders to figure out the right personality for the right task among her/his followers. this method includes four dimensions that builds up the personality on an individual ,the Big Five traits are Openness ,Conscientiousness, Extroversion, Agreeableness, and Neuroticism or OCEAN (McCare & Costa, 1992) :

some research statistically important relationships the among the personalityand the type of leaders and their looms to the strategic and future thinking were found along with thee E-I(extraversion-introversion ) and the N-t ( intuition-thinking) axes and the S-F (sensing-feeling) , where the study of (sieff and castens,2006) say that it showed that the relation between the extraversion personality and the intuition-thinking personalities had a positive out comes as they were positively related however the intaversion personality and the sensing and the feeling personalities had a negative results . but over time some studies showed some opposite relation with the intuitional-thinking personality axes and the sensing and feeling personalities because they showed a negative coloration , the intuitional-feeling personality had a positive coloration.

These results according to the ((sieff and castens,2006) study suggests that the intuitional and the thinking personalities prefer to be in the strategic thinking passions which goes along very well with the strategic thinking and logical future consideration the sensing and thinking personalities are better to be linked with the value sensing and knowing the specific of the need according to the situations and values .

The thinking and judging are better to be in the action and fairness especially when dealing with staff and seeing them having the feeling that there were some needs weren’t taking into considerations And if there were any strategic change upsetting the instant future of the participants so it need some kind of feeling approach to be strongly correlated with the strategic planning and thinking approach

While According to (kets de vries,2001;sief & carstens,2006) study challenges that the extraversion personalities are most to be found in the leadership roles however there were studies that proofs that the extraversion personalities can also be found in dealing with challenges of leadership focus ,and to be sure that their change has succeeded therefore they are more likely to be successful in the leadership positions , so both the situational and cultural variables that might play a big role in the future some researches indicated that the other introverted and the feeling personalities should have the right to step in the leadership roles

On the other hand (Myers, 1998) The Extraversion and the Introversion deals with the focusing attention spot is .the Sensing – intuition mostly deals with how others absorbs an information , the Thinking-Feeling how others take a decision and the Judging –Perceiving deals with how others sees ,react and absorbs the external environment . Silva (2006) and Morrison (1997) supports (myers,1998) That an extraverted personality can be more focused on dynamic and shows commitment to the organization

Fitzgerald and Kirby(1997) argues that when the organization is facing changes the feeling and perception personalities are much effective to step into the leadership role than the thinking and judging personality which is completely odd to ( sieff and carstens 2006) .

Block (2006) talks about how a transformational leadership which mostly is an extraversion personality has an impact on the organizational culture more than the transactional leadership with other personalities (Block 2006). And that supports (sieff and carstens 2006) finding that the introverted , intuitive feeling and perceiving types have less opportunity to get an optimal fit in their organization than the other types have .

Furthermore (Garden, 1991) argues that Myers and Briggs used Jung’s theory in a way that doesn’t goes along with his theory when they added the judging- perceiving attitudes to specify the instruments that were the best and the poorest to use because jung’s (1923/1971) didn’t determined to identify the dominated method by building up or developing a systematic process.

And there are a study for (Fitzgerald and Kirby (1997) variety of MBTI tool help organisations to deal the day by day changing and to absorbs the up rapid amount of internal complexity, this study says that during the change the effective leaders have personalities with the perception ,not the ones that are not likely to mainly judge or got a fixed thinking manners , are more likely found determined on the leadership role . as seen these finding are conflicting with (Sieff & Carstens, 2006). Some research says that N-F personalities are that challenged by spotlight in the leadership task than the S-T personalities , and N-T personalities were more secure than N-F personalities when it comes to leader ship role.