Northouse Chapter 2 Case Study

Northouse Chapter 2 Case Study

Northouse Chapter 2 Case Study Student Nameschool Of Business And Econo

Northouse Chapter 2 Case Study Student Nameschool Of Business And Econo

Northouse Chapter 2 Case Study Student Name School of Business and Economics, Fayetteville State University MGMT 615: Leading Organizations Dr. Darrell Bratton Date

Case 2.1 Question 1: Based on the information provided about the trait approach in tables 2.1 and 2.2, if you were Sandra, whom would you select? If I were Sandra, I would elect Thomas Santiago to fill the role as new director of research. In my opinion, Thomas’ ability to gain the confidence of upper management to be consulted on topics pertaining to strategy and corporate direction setting, along with the trust he has gained throughout the company makes him the most suitable candidate. This indicates that he is intelligent, insightful, confident, responsible, and determined; all of which are leadership traits defined by Stogdill (Northouse, 2021).

It is evident that he is capable of influencing others, which would be pertinent as the director of research. Thomas’s trustworthiness could have positive impacts on Great Lake Foods, as studies have indicated that high trust positively influences employees, leadership, and business outcomes. High trust influences increases in team unity, career satisfaction, and productivity by sixty-six percent, sixty percent, and fifty percent respectively (Reddington, 2022).

Case 2.1 Question 3: In what ways are the weaknesses of the trait approach highlighted in this case? The trait approach's inability to solidify a definitive list of specific leadership traits (Northouse, 2021) is highlighted here, as each of the eligible candidates exemplifies numerous traits from Table 2.1, though they may lack others. The case demonstrates that success in previous roles does not necessarily predict success in a new role like director of research, especially since the trait approach does not incorporate situational variables. It also fails to measure how varying degrees of traits impact leadership performance (Lindberg, 2022). Having a way to measure each candidate’s traits and compare these with research might provide clearer insight into the most effective candidate.

Case 2.2 Question 2: Could it be that the retention problem raised by upper management is unrelated to Pat’s recruitment criteria? It is plausible that the retention issues are linked more to organizational culture—including factors like lack of diversity or leadership development—rather than recruitment criteria alone. Many employees leave due to limited career development opportunities and insufficient support from management (Tupper & Ellis, 2022). Situational factors—those that the trait approach does not consider—may also be contributing to retention challenges (Northouse, 2022).

Case 2.3 Question 3: If you were Pat, would you change your approach to recruiting? Yes, I would adopt a new strategy aligned with Premier’s approach by recommending candidates who embody the company’s core values (Premier, 2022). I would investigate the traits or characteristics shared by successful, long-term recruits to identify what influences retention. Additionally, I would seek feedback from departing employees about their reasons for leaving to identify areas for improvement. Recognizing traits like determination—reflecting persistence, drive, and initiative—could be key to improving retention (Northouse, 2021).

Case 2.3 Question 4: Describe how Musk has exhibited each of the Big Five personality factors. Which of these has the most correlation with his leadership success? Elon Musk exhibits neuroticism during investor calls when he refuses to answer certain questions, which could be perceived as hostility (Northouse, 2022). His introversion is demonstrated through his reserved communication style, yet he displays significant openness through innovative ventures and risk-taking. His conscientiousness is evident in his focused decision-making and meticulous engineering work, demonstrated by his roles leading Tesla's engineering and his active tweeting habits. His extraversion is somewhat limited but visible through his ability to communicate and promote his companies. I believe Musk’s most significant trait related to his success is conscientiousness, as it correlates strongly with resilience, especially amid Tesla and SpaceX’s numerous challenges (Khosbayar, Andrade, & Mellado, 2022).

References

• Fortune. (2022). How company culture can help attract and retain top talent. Fortune, 186(1), 15.
• Khosbayar, A., Andrade, M. S., & Mellado Miller, R. (2022). The relationship between psychological resilience and the Big Five personality traits. International Management Review, 18(1), 5–11.
• Lindberg, C. (2022). The trait theory of leadership explained with examples, pros, and cons. Leadership Ahoy! pros-and-cons/
• Northouse, P. G. (2021). Leadership: Theory and Practice. [VitalSource Bookshelf].
• Reddington, R. (2022). Trust in leadership: How building trust supports high-performing teams. Trust in Leadership: How Building Trust Supports High-Performing Teams.
• Tupper, H., & Ellis, S. (2022). It’s time to reimagine employee retention. Harvard Business Review Digital Articles, 1–8.