Leadership: Do Traits Matter? Case Study Example

Which candidate should Ms. Coke select?

Ms. Coke has a very difficult decision in choosing the best candidate for the new position. However, after careful consideration the best candidate would be Alexa Smith.

In what ways is the trait approach helpful in this type of selection?

Alexa Smith exhibits many different trait approaches that will be beneficial in the new position. Based upon the Kirkpatrick and Locke 1991, she has the drive. After 10 years of employment in various positions, she shows that she has the confidence and task knowledge to adapt to the job requirements.  Her persistent hard work shows her integrity and motivation as well as the cognitive ability to excel at the new job requirements. She has found success thus far and shows many different trait strengths that will aid in her future success as well.

In what ways are the weaknesses of the trait approach highlighted in this case?

The trait approach highlights many different characteristics however it restricts the list of leadership qualities that could benefit the company. The list is significantly long and it is difficult to truly determine which strengths are beneficial and for whom. And the last weakness is that the results of such traits are highly subjective based upon the individual implementing them. The traits are so extensive and far stretched that the data interpretation varies drastically.

Case Study 2.2

How would you describe Carol Baines’s leadership traits?

The best way to explain Carol’s leadership traits is through Stogdill (1974) definition of achievement. She was persistent, clearly not allowing the personal issues to affect the company. She offered insight and took initiative to determine how the small company could compete against the large corporate chains and find success. She was influential in getting everyone on board to buy into the new vision and they became far more than employees. She had the self-confidence to invest the money and make the necessary changes that could have essentially closed the doors to the company if not successful. Most of all she took responsibility. Even during her cancer treatment, she was active in running the company and ensuring her vision was implemented correctly.

How big a part did Carol’s traits play in the expansion of the company?

Carol’s traits were the reason the company went from a struggle $200,000 a year small store to a multi-store 3.1 million dollar business. The employees respect her involvement and persistence despite the continual life altering events that are happening in Carol’s life. She was involved with the employees and she was a very solid person. Creating a family atmosphere and showing she cared about what was going on with her employees made them loyal to the company and the work they were doing. In turn, they worked harder and helped in taking the company to the next level.

Would Carol be a leader in other business contexts?

Carol would be a leader in other business contexts as well. There are traits that cannot be taught and have to be natural. Carol exhibited those traits such as persistence, fairness, and genuine concern. It showed through not only on paper, but the employees clearly saw her vision and passion for the company. These are traits that could transfer over to other companies and be successful for them as well. All traits will not work in all situations, however the majority of traits that Carol possesses could benefit any company if implemented in the same manner.

Case 2.3

Do you think Pat Nelson is looking for the right characteristics in the people he hires?

On paper it could be argued that Mr. Nelson is looking for the right characteristics in people to hire, however they are facing a 25% turnover rate so some changes need to be made. Pat should stick to the basic characteristics however add in loyalty and persistence. That would ensure they would be more likely to stick with the company and pursue higher level positions instead of leaving and seeking alternative employment.

Could it be that the retention issue raised by upper management is unrelated to Pat’s recruitment criteria?

There is a potential that the retention issues are not based upon Pat’s recruitment methods and criteria.  If Pat find the right criteria and the bank fails to provide an environment that challenges the individuals or that is fair, the people will leave regardless of what traits they possess. This is another area that Pat needs to take into consideration when finding their new candidates.

lf you were Pat, would you change your approach to recruiting?

As Pat, there would be a few things added including the new traits listed earlier. This will ensure that the employees would be more likely to stay even during more difficult times. And they would be given a clear picture of what to expect from employment at the bank. This will provide an accurate idea of what is necessary to be successful and prevent individuals from taking a position they may not find success in. This could keep retention rate up and prevent the potential of wasting excess money on training employees who decide that the Bank is not the right fit for them.

References

Kirkpatrick, S. A. & Locke, E. A. (1991) Leadership: Do traits matter? The Executive, 5,48-60.

Stogdill,R . M. (1974). Handbookof leadership: A survey of theory and research. New York: Free Press