Trait theory was developed from the concept of trait which simply describes the characteristic behavior of individuals thus their personality. Trait encompasses all aspects of how individuals perceive, believe and feel about things. This is what distinguishes individuals from one another. Trait theories are therefore concerned with understanding the differences in peoples' personality and with establishing the causes of these perceived differences. Although different theories have been developed by different people, they are all based on the following assumptions: people genetically inherit traits from their biological parents; some traits are predominantly suited for leadership; and people who make good leaders have the correct if not sufficient combination of traits (Digman, 1990). It is through these assumptions that this theory has formed a good basis for selection of leaders thus a very important discipline in management. This essay therefore seeks to discuss ‘five factor’ trait theory highlighting some of the advantages and disadvantages of using such a theory to select leaders in the workforce.
Unlike the traditional psychological researches, contemporary psychological researchers in personality have managed to come up with a more comprehensive and empirical model for analyzing personality traits known as ‘the five factor’ or the ‘big five’ theory (Digman, 1990). The ‘five factor’ theory is a five factor model with broad categories of personality traits, each category having its distinct behavioral characteristics associated with them. Though the theory is new, the five factor model has proved to be one of the most practical and applicable model in studying human personality and has thus been accorded critical attention (Digman 1990)
Table of Contents
1. Trait Theory
2. The five factors
2.1 Extroversion-Introversion
2.2 Neuroticism
2.3 Agreeableness
2.4 Conscientiousness
2.5 Openness
3. The Trait Approach to Leadership
4. Advantages of Trait Approach to Leadership Selection
5. Disadvantages of Trait Approach to Leadership
6. Conclusion
Objectives and Topics
This essay explores the "five factor" trait theory of personality and evaluates its efficacy and limitations as a model for identifying and selecting effective leaders within a professional workforce.
- The theoretical foundations of the "big five" personality traits.
- Analysis of personality dimensions: Neuroticism, Agreeableness, Extroversion-Introversion, Openness, and Conscientiousness.
- The historical application of trait theory in leadership selection.
- Critical assessment of the strengths and weaknesses of using trait-based models for recruitment.
- Discussion on the "born vs. made" debate regarding leadership capabilities.
Excerpt from the Book
Neuroticism
Neuroticism is also referred by some as emotional stability. In most cases, adjustment has been used instead of neuroticism as most scholars argue that the term neuroticism has a more inherent negative denotation as most people associate it with mental capacity as opposed to emotion (Digman, 1990). Ewen (1989) defines neuroticism as a “dimension of personality defined by instability and high anxiety at one end vs. stability and low anxiety on the other end (p. 290).
Individuals with high scores of neuroticism are usually associated with negative emotion feelings like anger, anxiety, or depression. Such individuals respond with intense and in emotionally abnormal way to events that are rather considered less threatening by most people. In other words individuals under this category are likely to interpret simple everyday situations as threatening or just minor frustrations as very difficult rendering them helpless (Ewen, 1989). Such people are always in a bad mood. Such high levels of emotional instability is likely to lower their neurotic ability to clearly think, make conscious decisions and cope with stress hence they can never make good leaders.
People with low scores of neuroticism on the other hand are less emotionally reactive and upset. They are calmer, less depressed, emotionally stable, and rarely suffer persistent negative feelings.
Summary of Chapters
Trait Theory: Introduces the concept of trait theory and its foundational assumptions that personality is hereditary and influential in determining leadership potential.
The five factors: Provides a detailed breakdown of the five primary personality dimensions: Extroversion-Introversion, Neuroticism, Agreeableness, Conscientiousness, and Openness.
The Trait Approach to Leadership: Defines leadership in the context of the study and discusses how personality traits are utilized to distinguish between capable and incapable leaders.
Advantages of Trait Approach to Leadership Selection: Highlights the credibility of the model over time and its utility as a benchmark for personal evaluation and leadership recruitment.
Disadvantages of Trait Approach to Leadership: Examines the limitations of the theory, specifically the lack of a definitive list of traits, the neglect of situational factors, and the subjective nature of trait identification.
Conclusion: Summarizes the model's role in understanding behavioral differences and acknowledges both the criticisms and the ongoing value of trait theory in leadership selection.
Keywords
Trait theory, Big five, Leadership, Personality, Neuroticism, Agreeableness, Extroversion, Introversion, Conscientiousness, Openness, Management, Recruitment, Emotional stability, Leadership selection, Behavioral characteristics
Frequently Asked Questions
What is the primary focus of this work?
The work focuses on the "five factor" or "big five" trait theory and its practical application in identifying and selecting effective leaders in the workplace.
What are the central themes discussed?
The central themes include the psychological basis of personality traits, the evaluation of specific personality dimensions, and the practical pros and cons of using these traits for leadership selection.
What is the primary research goal?
The primary goal is to discuss the "five factor" trait theory, highlighting both the advantages and disadvantages of utilizing this model to select leaders.
Which scientific method is employed?
The essay employs a theoretical and critical literature review, synthesizing existing psychological research and empirical models to analyze leadership effectiveness.
What is covered in the main body?
The main body details the five personality factors, explores the relationship between these traits and leadership capability, and critically assesses the model's strengths and weaknesses.
Which keywords characterize this study?
Key terms include trait theory, big five, personality, leadership selection, emotional stability, and organizational management.
Why does the author argue against the "born leader" premise?
The author argues that the notion that leaders are born rather than made dismisses the possibility of professional development and the importance of management training programs.
How does situational context impact the validity of trait theory?
The author suggests that trait theory fails to account for situational factors, noting that a trait effective in one situation may not be effective in another.
What is the risk of using generalized traits for recruitment?
Using generalized traits may lead to the selection of poor leaders or, conversely, the exclusion of highly capable individuals who simply do not fit a predefined criteria list.
- Quote paper
- Ellen Garcia (Author), 2013, Human personality. The Five Factor Trait Theory, Munich, GRIN Verlag, https://www.hausarbeiten.de/document/271551
