This chapter discusses the importance of self-awareness for leaders and understanding how an individual's personality, values, attitudes, and cognitive style influence their leadership abilities. It outlines several theories and models for understanding personality, including the Big Five personality dimensions, Locus of Control theory, and McGregor's Theory X and Theory Y. Leaders are advised to understand their own personality while also recognizing individual differences in others in order to work effectively with a variety of people.

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©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
Chapter 4
The Leader as
an Individual

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Learning Objectives (23may)
• Understand the importance of self-
awareness and recognize one’s blind spots
• Identify major personality dimensions and
understand how personality influences
leadership and relationships within
organizations
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Learning Objectives
• Clarify instrumental and end values, and
recognize how values guide thoughts and
behavior
• Define attitudes and explain their
relationship to leader’s behavior
• Explain attributions and recognize how
perception affects the leader-follower
relationship
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Learning Objectives
• Recognize individual differences in
cognitive style and broaden one’s own
thinking style to expand leadership
potential
• Understand how to lead and work with
people with varied personality traits
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Self-Awareness
• Being conscious of the internal aspects of
one’s nature
– Personality traits
– Emotions
– Values
– Attitudes and perceptions
– Appreciating how your patterns affect other
people
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Big Five Personality
Dimensions
• Extroversion: Degree to which a person is
outgoing, sociable, talkative, and
comfortable meeting and talking to new
people
– Characteristic of dominance
• High degree of dominance could even be
detrimental to effective leadership
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Big Five Personality
Dimensions
• Agreeableness: Degree to which a person
is able to get along with others
– Being good-natured, cooperative, forgiving,
compassionate, understanding, and
trusting
• Conscientiousness: Degree to which a
person is responsible, dependable,
persistent, and achievement-oriented
– Focus on a few goals
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Big Five Personality
Dimensions
• Emotional stability: Degree to which a
person is well-adjusted, calm, and secure
– Emotionally stable leader can:
• Handle stress and criticism well, and does not
take mistakes or failures personally
• Develop positive relationships
• Improve relationships
– Leaders with a low degree of emotional
stability can become tense, anxious, or
depressed
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Big Five Personality
Dimensions
• Openness to experience: Degree to which
a person has a broad range of interests
and is imaginative, creative, and willing to
consider new ideas
– Important as leadership is about change.
Source: The Big Five Personality Traits
(youtube).
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Differences in Behavior Between
Internals and Externals (30/5
kaamatan, 6june-raya, 13june..)
Internals
• More self-motivated
• Better in control of their
own behavior
• Participate more in social
and political activities
• Actively seek information
• Better able to handle
complex information and
problem solving
Externals
• Have structured, directed
work situations
• Better able to handle work
that requires compliance
and conformity
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Theory X and Theory Y
• Assumption that people are basically lazy and
not motivated to work and that they have a
natural tendency to avoid responsibility
Theory X
• Assumption that people do not inherently
dislike work and will commit themselves
willingly to work that they care about
Theory Y
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Exhibit 4.3 - Attitudes and
Assumptions of Theory X and Theory Y
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Source: J. Hall and S. M. Donnell, “Managerial Achievement: The Personal Side of Behavioral Theory,” Human Relations 32 (1979), pp. 77–101

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Social Perception
• Making sense out of the environment by
selecting, organizing, and interpreting
information
– Values and attitudes affect perceptions, and
vice versa
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Perpetual Distortions
• Errors in judgment that arise from
inaccuracies in the perceptual process
– Stereotyping: Assigning an individual to a
group and attributing generalizations about
the group to the individual
• Hinders from knowing people who are
stereotyped
– Halo effect: Overall impression of a person
or situation based on one characteristic
• Blinds the perceiver to other characteristics
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Perpetual Distortions
– Projection: Tendency to see one’s own
personal traits in others
– Perceptual defense: Protecting oneself by
disregarding ideas, situations, or people
that are unpleasant
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Exhibit 4.4 - Hermann’s
Whole Brain Model
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Source: Ned Herrmann, The Whole Brain Business Book (New York: McGraw-Hill, 1996) p. 15

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Myers-Briggs Type Indicator
(MBTI)™
• Measures how individuals differ in
gathering and evaluating information for
solving problems and making decisions
• Uses different pairs of attributes to classify
people in 1 of 16 different personality types
– Introversion versus extroversion
– Sensing versus intuition
– Thinking versus feeling
– Judging versus perceiving
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Working with Different
Personality Types
• Leaders can work effectively by:
– Understanding one’s own personality and
how they react to others
– Treating everyone with respect
– Acknowledging each person’s strengths
– Striving for understanding
– Remembering that everyone wants to fit in
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