Leaders who fail to succeed in organisation can be linked to dark side traits could increase high levels of dysfunctional and conflicts in workplaces.The effectiveness of leadership is portrayed by the trait model which helps emphasize the idea or the characteristic a leader should convey, therefore helps identify why most leaders fail to succeed. To distinguish the difference on non natural born leaders and ineffective leaders can be traced back to 1869 where Galton stated that a leader’s trait are inherited and unchangeable, (Galton, 1869; Zaccaro, 2007). To reveal why most leaders fail, organizations must look into the trait theory of leadership.Trait theory of leadership is defined as an assumption that leaders are born which means they possess certain traits and that makes them suitable in leadership.The trait theory consists of two categories that can be divided into Positive Leadership Traits and dark side leadership traits.Positive leadership is defined as extraversion, agreeableness, conscientiousness, neuroticism, and openness ( Barrick and Mount, 1991; John et al., 1991), these traits help make a leader effective and job satisfaction.Dark side leadership is defined as argumentative, interpersonal insensitivity, and perfectionism (Jones, 2011), these traits are a hazard to their followers as they lead to employee dissatisfaction and poor performance.The trait theory can be used in a business situation where leaders are not effective being productive. Bentz also concluded that the underlying cause of failure was an overriding personality defect. Flawed dark-side strategies persist because they can be used to manipulate others to produce short-term benefits.For example, he gave an example of an intimidating manager who uses volatile behavior to discourage disagreement as evidence. He claims that leaders who show such type of behavior are linked to dark side traits which cause them to fail to succeed within their organization and also mentioned when conditions change quickly they creating challenges for leaders this can either be a negative or positive impact where their true traits are shown.The important point is that leaders that fail to succeed in their given tasks are likely to posses one or two dark side traits. A business as example is that a company may be looking for new leaders for their high positions with the members that already worked for the company for many years but do not know where to start and they do not know who might be the best person for the job as they want a strong leader. In this situation the trait theory of leadership can be applied in a way that they are able to identity the strong opponent for the leader position by looking at positive traits and dark side traits. In conclusion trait theory is an effective tool to help identify why leaders fail to succeed in a workplace.
Extrinsic rewards in a workplace key motivator to our focus, high productivity and creativity. Extrinsic rewards are the physical ones that come from an external source (employers) only, which can be benefited outside the job itself both financial and non- financial. Garlick (2009) states that the common extrinsic rewards include cash bonuses, gift cards, reward points, travel awards. Williams (2001) states that most managers utilize extrinsic rewards for their employees to draw attention toward creativity, thus increases new ideas, takes the company in a whole new direction and increase problem solving and productivity. Most Scholars and practitioners agreed that “creativity is necessary for an organization’s survival, whether that creativity introduces groundbreaking innovation or minor changes to the work setting”, (Anderson, Potočnik, & Zhou, 2014; Baer, 2012; Gong, Kim, Lee, & Zhu, 2013). Malik et al. (2015) also demonstrated that extrinsic rewards could enhance creative performance when employees had a disposition that included personal qualities such as an internal locus of control and creative self-efficacy .A business example is that an employee is not interested in the product , but reaching the quota means that they can unlock bonuses set by the employer therefore they are motivated to put extra effort in the sales to reach that set goal.The important point is that an extrinsically motivated person is willing to work on a job task that they do not particularly have no interest in because of the anticipated satisfaction that will come from some extrinsic reward.
There is numerous of similarities and differences can be identified when comparing and contrasting trait theory and the extrinsic rewards. The difference that is found between the two theory is that extrinsic rewards are used to motivate workers and improve productivity and it enhances creativity in a workplace.The trait theory is different from the extrinsic rewards theory because it helps identify traits that determine whether a leader is going to be successful or fail. Another difference is that extrinsic rewards is only given to the person when they accomplishing something.There is a similarity between the two theories they both focus on how to make their employees better both motivated and how they can improve their weakened and strengths. Another difference is that extrinsic rewards focuses on employees while trait theory focuses on leaders .Other similarities is that both theories are able to be used to improve leaders ability to achieve goals and work effectively for their organisation which will lead to success.
Reflecting back to my group presentation it was a success even though it consists of up and downs throughout the two weeks l had to work with my group.Our group productiveness had a link to the Tuckman’s Teamwork theory, My team followed his theory we were able to achieve the first category ‘Forming’ which we demonstrated and achieved when we assigned to the team groups l was quite nervous about meeting and working with new people who are very different from me. When we all had to meet we introduced and get to know one other which worked out fine because everyone was friendly and we discussed how we were going to communicate out of uni and ended up deciding that we create a facebook closed page which l found helpful and effective for our group throughout the times we worked together. We were also able to build trust with each other by doing some activities that were assigned by the mentor. Next category was ‘Storming’ this where my group had a fall out because no one would reply to messages and that people would leave it on seen which made it difficult for us to work together this also caused us not to have group meetings and discuss how far we are going with our assigned tasks, however, we were able to move past this stage as we started to communicate better and everyone was putting the same effort. Next category was ‘Norming’ we were able to achieve this by putting our differences aside and have regular meetings and help each other on our questions which made me even more confident that we were gonna achieve our end goal.Next category ‘Performing’ this was achieved by presenting our findings as a group to the whole class. I feel like each member presented to their best ability and everyone's slides had enough information that answers every aspect of the assessment which got us a B+ for the grade which emphasizes how well we worked as a group. The last category is ‘ Adjourning this was done by recognizing each team member efforts that they demonstrated and we were able to praise each other which lead to us to become closer.
Reference
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