Assignment

Organizational behavior
Q#1:How personality traits effects the style of
leadership? Explain with example.
Answer: There are many different types of personality. Personality
affects how people think, feel and act in every situation, especially in
the workplace. So does personality type determine your effectiveness
as a leader? Is there one best personality type that makes a good
leader?
The answer is: it depends on the job. Just like every personality is
different, every position is different as well. The required tasks, chain of
command, hours and atmosphere affect which personality types are
going to be most successful in a position. While personality shouldn’t
be a make or break factor in the workplace, it can be useful to take into
account if you are applying for a new job, or if you are in charge of
hiring for an open position. Knowing your personality type can tell you
some of your strengths and weaknesses, and give you areas to focus on
to be your most successful self.
You may have heard of some different ways to determine your
personality type, such as the Myers-Briggs Type Indicator, the Jung
Typology Theory or the Temperament Sorter. While these tests contain
some differences– and may not be completely accurate– the
fundamentals for the different personality types are very similar. Each
of these tests determines a four-letter code that relates to four
different two-factor categories. These categories can be broken down
into Introvert/Extrovert, Intuitive/Sensing, Thinking/Feeling and
Judging/Perceiving. Therefore someone with an INFJ personality type
would be an Introvert/Intuitive/Feeling/Judging combination.
Example: So what how do these personality types affect leadership
style?
Extraverts can be very effective leaders. They are naturally charismatic
and can command a room. However, sometimes a big personality
doesn’t allow for others to voice different ideas and opinions. In order
to be effective, extroverted leaders need to dial down their intensity
and make sure there is room for others to give input and feel valued.
On the other hand, introverts may struggle being the center of
attention and directing others, however they are often good at stepping
back to let others shine. This can improve employee morale and lead to
loyal and motivated workers.
A person with the sensing personality type relies on past experiences
and his or her senses to make decisions. While they often have
experiences to back up their decisions, they might miss opportunities
by failing to think things through. They tend to be very detail oriented
and analytical, but they may miss the bigger picture by focusing only on
what is in front of them. On the other hand, intuitive people focus
mostly on the meanings and patterns in the information they receive.
They tend to think about all the possibilities and theories before making
a decision. However, because of this they tend to focus on the future
and may have trouble finalizing decisions and seeing what needs to be
done in the present.
Someone with a thinking personality tends to be rational and
reasonable, making the most logical choice in a decision regardless of
personal consequences. This is a beneficial leadership trait in hard
decisions, however it might not be the most tactful where other
peoples’ feelings are involved. A feeling personality considers how
others will feel and react to decisions, but they need to be careful not
to act too leniently in certain situations just because they are afraid of
hurting feelings.
The leader with a judging personality is most likely very organized and
structured. They schedule meticulously and keep order in their work
lives. This can be an effective way of getting tasks done with the most
efficiency however their rigid procedures could prevent them from
being open to other opportunities. The perceiving personality tends to
be more open to new ideas and opinions because they keep a more
flexible and open schedule. They act more spontaneously and can
implement ideas on the fly. However, they tend to be less organized
and employees may struggle with their lack of planning.
Any personality type can be successful in a leadership role. The most
important thing to keep in mind is that everyone has some strength and
some weaknesses, and balance is the key to success. Realizing your
personality type and the personality type of those you work with will
help strengthen work relationships and create new opportunities.
Q#2: Autocratic leadership style is more effective than
democratic if true, please justify?
Answer: A tabular comparison of autocratic leadership and democratic
leadership is given below:

AUTOCRATIC LEADERSHIP VS DEMOCRATIC LEADERSHIP

Meaning

Tasks and rules are laid down by the The participation of employees
leaders, and the employees are organizational tasks and decisions
supposed to follow them without encouraged
asking any questions
Decision making

Centralized Decentralized

Orientation

-oriented Task Employee-oriented

Degree of control

High degree of control Low degree of control

Freedom of expression

Absent Present

Applicability

In organizations that have employees In organizations that have educated a

 with less skills and education; rapid experienced employees; regul
decisions need to be made operational changes; solve issues amo
the employees

Conclusion:
Autocratic leadership and Democratic leadership
There is no clear-cut answer to which approach is most appropriate
and should be adopted by leaders. The correct approach depends on
the situation. Even though it seems on the surface that democratic
leadership is a more suitable approach, this is not always true. In
times of economic turmoil, autocratic leadership styles are adopted
to a large extent as leaders want to encounter least resistance in
their operations, which would lead to short-term outcomes and
profits for the organization.
Top-down, command-and-control situations are generated by
autocratic leaders. On the other hand, collaborative, employee-
focused settings are created by democratic leaders to facilitate their
style of leadership. There needs to be a balance among these two
approaches if organizations wish to sustain profits as well as retain
employees.