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Personality and the Fate of Organizations - Audio Tidbits Podcast
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Hogan, Robert. Personality and the Fate of Organizations. New York: Lawrence Erlbaum Associates, Inc., 2007.
…all managerial jobs have one important feature in common: They help accomplish the work of an organization through other people. This means that managers are responsible for the performance of their staffs.
The word leadership has two meanings. On the one hand, leadership refers to a certain kind of position in an organization–a leadership position. On the other hand, leadership refers to a kind of performance–behaving in a leader-like way.
By definition, managers are in positions of leadership; whether they exercise it appropriately is another question.
The published literature on leadership is immense–actually overwhelming–and growing daily.
Effective leaders tend to be resilient and handle stress well, they promote a vision and develop strategies to translate the vision into reality, they solve tactical and strategic problems, they set high goals and work hard to achieve them, they project a sense of self-confidence, they build relationships, they build teams, they follow through on their commitments and treat people fairly, and they plan and organize work. These attributes are no guarantee of success, but they improve the odds of a person being able to build a high-performing team that achieves results.
…bad management is the primary cause of employee dissatisfaction–the best predictor of employee dissatisfaction is poor leadership.
…bad managers create turnover–people do not quit organizations, they quit bad bosses. …
…perceived integrity–keeping one’s word, fulfilling one’s promises, not playing favorites, not taking advantage of one’s position, and not claiming special privileges.
…visionary—they [leaders] can explain why the team’s activity is important and how it contributes to the future success and well-being of the members.
Leaders are leaders are leaders, even when they are bad.
…the primary task of leaders is to build a group, persuade the individuals to work together, and then maintain their performance.
Leaders with imagination can project a vision that participants find attractive, morally compelling, and worthy of allegiance, whereas incompetent leaders unwittingly project visions that are distasteful to people.
…leaders must be perceived as having integrity, decisiveness, competence, vision, persistence, and humility.
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