Differences Between Trait and Behavioral Theories of Leadership
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This article discusses the differences between trait and behavioral theories of leadership, how organizations can select and develop effective leaders, and innovations that have affected organizational behavior.
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Running head:ORGANIZATIONAL BEHAVIOR1 Organizational Behavior Student’s name Name of the institution Date
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Running head:ORGANIZATIONAL BEHAVIOR2 Introduction. Teamwork is a group of people combine efforts, and solve problemstogether, it is the most efficient way to carry out tasks. However, it does not always give the expected results due to some reasons. This paper will discuss some of the differences between behavior and trait theories of leadership, how an organization can choose and develop a successful leader. The article will also give examples of innovations that have affected organizational behavior and disrupt changes as well. Reasons why teamwork don’t give the expected outcomes Some of the reasons successful businessmen like Bill Gates and Warren Buffet give are: 1.Unknown purpose: Where the members of the group don't understand the meaning of doing the work, they could never succeed. It is therefore essential for team members to know the aims or objectives of the group, procedure to carry on activities and how to determine their success in meeting the goals (Driskell, Salas & Driskell, 2018). 2.Poor leadership Every team needs a leader to facilitate its running, leaders are responsible for assigning a task, following up of work procedures, planning for meetings, and many other duties. A team that does not have a capable leader may lack direction and morale hence member becoming reluctant of doing their work, which may lead to failure of the whole group. 3.Too many members in one group: teams with a large number of participants may be difficult to control because every person has a different idea, and they all think their opinionsareright.Somepeoplearealsotoughtoworkwithbecausetheylack interpersonal skills when such people are put together in the same group; it becomes a
Running head:ORGANIZATIONAL BEHAVIOR3 hard task to control them for the leader. Again, when a team has many members, some may be reluctant, leaving all the tasks to be performed by some active members. 4.Erratic membership. There should be a consistent membership where all members understand each other and are used for working together. This helps the leaders to invite only the right people in a meeting, although new members can join the group, people work better with people they are already used to (Grover, Porter, & Morphet, 2017). 5.Fear of failure:sometimes people fear to share their idea because they fear that they might fail the entire group. It is not healthy for the team because every team needs to be challenged to develop creativity and innovation among the group members. Difference between traits and behavioral theories of leadership. Trait leadership theory uses a leader's characteristics to determine their leadership success. It emphasizes that a leader is born and cannot be made (De Ridder & Lensvelt-Mulders, 2018). This theory uses some traits to evaluate the success of a leader in future, some of this traits are emotionalstability,competence,honesty,self-motivation,desiretoachieveamongother characteristics a successful leader should have (FleTroy, Justin, Jitendra, & Bharat, 2017). As for behavioral-leadership theory, it emphasizes on leaders being made and that everybody could be trained and become a very successful leader. This theory focuses on the behaviors of a leader instead of the characteristics of leaders. Both approaches could be right because there are both born and made leaders; some leaders don't need to be trained because leadership is already in them. However, there are also several very successful leaders who have been trained to become leaders at different points of life.
Running head:ORGANIZATIONAL BEHAVIOR4 How an organization can select and develop an effective leader. Organizations can identify potential leaders through observing and assessing the behavior of workers; this will help the Management categorize their employees in terms of their leadership potential. Can be classified as workers with leadership traits, workers that need the training to become leaders, and those who cannot be leaders at all. This could help the human resource to select the most effective leaders for the organization. After selection, the appointed leaders should be taken through training to empower them with skills of being a successful leader (Troy, Justin, Jitendra & Bharat, (2017). Sustaining Innovations that have affected organizations in the past years in organizational behavior. Technology has brought about better organizational behaviors that have made it easier to manage workers more effectively. Some of these technologies include: 1.Time & attendance software- this is a software that all employees use to clock-in, and out of work, it has the biometric of all employees. It keeps records of the time each employee reported to work and the time each employee leaves the premise. The innovation has affected the punctuality of employees because if the T&A software records that you are consistently coming late, then you have to explain to the Management. 2.Cloud storage- this innovation enabled employees to easily access information even when there are not at the office and with no delays. Information store here is also safe since it cannot be lost due to technical problems. This innovation has helped to timely complete tasks (Lin, Su, & Higgins, 2016).
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Running head:ORGANIZATIONAL BEHAVIOR5 3.Organization's portal- using the portal, all employees can know all the updates of the organization. Important information and announcements are posted on the portal where everyone can access it easily. This has helped to communicate with all employees easily as you don't have to print memos which may not reach all employees in time. Consumers are also able to see available products 4.Video conferencing- this is where the people can hold meetings when they are in different locations and exchange conversations. They use computers to connect with the help of internet. It saves on money and time that could be used to travel all the way to attend meetings on the given venues. In the past years, there have many and highlydisruptivetechnologies that have affected everyone either directly or indirectly. Most of these innovations have a positive impact they include: 1.Chat boat- this is a software where you type any question, and it automatically answers. It hasaffectedmepositivelybecauseIcaneasilyresearchonanythingconcerning academics or anything else for general knowledge. 2.Digital transformation- with digital transformation, it has become easier to access most services without moving. For example bank services: it is possible to check balances, withdraw, or deposit money with my mobile phone without going to the bank (Dean, Uhl, & Ratwani, 2018). 3.Automation-with the automationof business processes, it has becomeeasier for manufacturing organizations because it can reduce the cost of production as well as productiontime.AutomationhasaffectedmeasIlostmypart-timejobina
Running head:ORGANIZATIONAL BEHAVIOR6 manufacturing company after they automate their processes (King & Baatartogtokh, 2015). 4.Artificial intelligence- this is where a computer can learn, think and act just like human beings, it has made work more comfortable as robots can perform an action that could consume too much energy and time (Guttentag, 2015). Culture. Fromtheknowledgeacquiredfromstudyingorganizationalbehavior,itisevidentthat interpersonal skills, leadership method, motivation, human resource practices, training, and team behavior are all related. They affect each other directly or indirectly; excellent interpersonal skills affects the model of solving conflict and the response of the team, which in turn determines which leadership method will be used. The leadership method can motivate or demotivate employees, and it is, therefore, natural for the human resource manager to carry out their activities (Miner, 2015). Conclusion. In summary, working as a team is considered the most efficient method to perform a task. However, it fails to meet the expectations due to several factors that affect the group. Trait theory differs from behavior theory as trait focuses on characteristics of a leader its perception is that leaders are born while behavior theory perceives that leaders can be made based on their behaviors.Organizationscanidentifyanddevelopaneffectiveleaderbyobservingand evaluating the responses of the workers. Many innovations have affected organizational behavior in the new path, some disruptive innovations that have influenced me are chat boat, digital
Running head:ORGANIZATIONAL BEHAVIOR7 transformation, among others. From the study, it is evident that most activities and behaviors in an organization are related. References. De Ridder, D. T., & Lensvelt-Mulders, G. (2018). Taking stock of self-control: A meta-analysis of how trait self-control relates to a wide range of behaviors. InSelf-Regulation and Self- Control(pp. 221-274). Routledge. Dean, C. R., Uhl, E. R., & Ratwani, K. L. (2018).Development and Evaluation of a Mobile AssessmentToolfortheMasterLeaderCourse(No.ARI-RR-2020).ARMY RESEARCHINSTFORTHEBEHAVIORALANDSOCIALSCIENCESFORT BELVOIR VA FORT BELVOIR United States. Driskell,J.E.,Salas,E.,&Driskell,T.(2018).Foundationsofteamworkand collaboration.American Psychologist,73(4), 334. FleTroy, W., Justin, K., Jitendra, M., & Bharat, M. (2017). What great managers do.Advances in Management,10(3), 1.eson, W., & Jayawickreme, E. (2015). Whole trait theory.Journal of Research in Personality,56, 82-92.
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Running head:ORGANIZATIONAL BEHAVIOR8 Grover, E., Porter, J. E., & Morphet, J. (2017). An exploration of emergency nurses' perceptions, attitudes,andexperienceof teamworkin theemergencydepartment.Australasian Emergency Nursing Journal,20(2), 92-97. Guttentag, D., (2015). Airbnb: disruptive innovation and the rise of an informal tourism accommodation sector.Current issues in Tourism,18(12), 1192-1217. King,A.A.,&Baatartogtokh,B.(2015).Howusefulisthetheoryofdisruptive innovation?.MIT Sloan Management Review,57(1), 77. Lin, H. F., Su, J. Q., & Higgins, A. (2016). How dynamic capabilities affect adoption of management innovations.Journal of Business Research,69(2), 862-876. Lin, H. F., Su, J. Q., & Higgins, A. (2016). How dynamic capabilities affect adoption of management innovations.Journal of Business Research,69(2), 862-876. Miner, J. B., (2015).Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Troy, W., Justin, K., Jitendra, M., & Bharat, M. (2017). What great managers do.Advances in Management,10(3), 1.