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Ascertaining Whether Great Employees Can Make Great Leaders (Dissertation Sample)


Ascertaining whether great employees can make great leaders


Ascertaining Whether Great Employees Can Make Great Leaders
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The focal aim of the investigation was to determine whether good employees make great leaders or whether they do not. This is subdivided into specific objectives that are based on the five-factor personality traits. The traits are extraversion, neuroticism, agreeableness, conscientiousness, and openness. The research methodology used in determining the objectives was a mixed method secondary research based on a literature review strategy of analysis. The results of the study showed that extraversion, agreeability, conscientiousness and openness made up good employees. However, only conscientiousness and openness truly mean that the great employee would be a great leader. The main recommendation that has been made based on the findings is that organizations need to look at conscientious and open employees in developing leaders from the existing organization. This will improve the development of good leaders by the firm.
Background of the study
Leadership is something that has existed in society since early records all the way to recent times. There has been a transition on what it takes to be a leader. All the way from the early monarchical leaders to the elected political leaders in recent times. In truth, every community or country is reliant in leadership to achieve certain goals. This is evident even in the organizational set up where companies appoint CEOs and managing directors to provide leadership that guides an organization to achieve a specific set of goals. Research by Talyor et al. (2014) found that the selection of the right leaders in an organization determined the organizational success. Their research mainly reviewed how visionary leaders influence the employees to increase their productivity and boost the organizational success. Their study showed that high leadership skills have a strong relationship with organizational effectiveness.
Another study was conducted by Mastrangelo et al. (2014) also found that there was a considerable relationship between organizational performance and enduring leadership. The research reviewed the personal and professional leadership aspects that pushed the employees to co-operate with each other and the leaders in achieving organizational goals. There are numerous different leadership styles that can be adopted to get the best from an organization. A laissez-faire leadership method uses a minimalistic approach while an autocratic leadership style imposes absolute authority over employees in the organization. A participative leadership style allows democratic inclusion of employee ideas while a transactional style is based on rewards and punishment based on the accomplishment of set goals. Finally, a transformational leadership style is centered on the motivation of the employees. Different styles work at different times and on different types of employees.
Statement of the problem
One important consideration is that most organizations have adopted human resource development programs that find young talent and nurture this talent for specific positions in leadership. This strategy means that organizations have to start nurturing the future leaders of the organization from a young age. However, this creates the conundrum of determining which of the talented employees hired in the organization has the potential to become a leader. The question that most talent management programs seek to ascertain is whether the personal traits of some employees makes them better leaders.
Aims and objectives
The main objective of the study is to ascertain whether great employees can always make great leaders based on the five-factor model of personality. This can be better emphasized with the following specific objectives.
* To ascertain whether employees who are self-confident or have neuroticism can make good leaders
* To ascertain whether employees who have extroversive personalities can make good leaders
* To ascertain whether employees who are open, creative and divergent thinkers can make good leaders
* To ascertain whether employees who have agreeable personalities can make good leaders
* To ascertain whether employees with conscientious personalities can make good leaders
Rationale for the study
The personality model by Bass (1990) is accepted by many people like a window to how different personalities manifest. The five different personality types in a way make good employees depending on the situation. However, there is a need to determine whether this can be used to determine whether the employees can be good leaders. Most of the studies that have been conducted are quite old, and there is a need for a more up to date study to ascertain whether, in the modern organization, the same character traits can be used to determine whether good employees can be good leaders.
Research methods
Any research undertaking requires the alignment of the underlying paradigm with the actual process of conducting the said research. A paradigm refers to the ideology or thought process that the respondent had when embarking on the research. A paradigm can be either deductive or inductive in nature. The deductive paradigm refers to research with the aim of answering research questions based on a specific theory. This refers to a top-down and conventional approach when it comes to conducting research. Alternatively, an inductive research tries to use the research questions in the creation of tentative hypothesis or tentative theories. This is more complicated and more difficult as the tentative theory must be different from any theory postulated by previous scholars. The research paper uses that former approach since the theories on personality traits are measured based on leadership skills that employees may have. This is deductive in nature, and the research objectives are determined based on this paper.
It is then important to ascertain the best approach that the research paper can use in determining whether the objectives are true or not. The research approach is either primary in nature of secondary in nature. The former refers to the gathering and examination of information that is original in nature. This information has to be unique to the research, and active data collection methods have to be applied. The detriment with this is that the data may not be available, or there may be restrictions on time and money. However, it provides an effective way of determining the research objectives in a unique way. The latter approach involves the use of past company information, scholarly work, and even newspaper articles to ascertain whether the objectives are legitimate. The detriment is that the information may have errors ...

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