Leadership and decision making Research Paper Example | Topics and Well Written Essays - 1750 words

Leadership and decision making - Research Paper Example based on the consultants summary regarding the candidate’s personalities. F.C. is an extravert. Extraversion shows how comfortable an individual is with the external environment (Michael 94). Extraverts enjoy being around people. They employ both informal and formal leadership styles and can be described as sociable, talkative and enthusiastic. They dominate conversations most of the times and are not good listeners (Griffin and Moorhead 580). On the other hand, introverts like A.M. and J.T. score poorly on the extraversion scale. Introverts would rather choose to work alone as opposed to working in groups. They are quite serious and maintain high levels of privacy in their affairs at work. F.C.’s extravert trait will be vital in leading the loan officer’s group. This position requires lots of team work in performing activities of accessing credit worthiness and characters of those seeking to secure loans from the bank. It is important to be sociable in order for the group leader to easily fit into the team she will be leading. This quality lacks in A.M. Even though J.T. is an extravert, F.C.’s personality is superior since she does not have a strong desire to dominate her peers. A passion to dominate others would lead to internal conflicts within the loan officers’ team leading to ineffective operations and lack of cooperation which is necessary if the team is to succeed in performing its duties. Agreeableness is a personality which determines how well a person is likely to get along with other people. This factor approximates the point at which a person tires from being defiant and submits to the pressing situation. This is mainly determined by qualities such as being cooperative, good-natured, forgiving, understanding, compassionate and trusting (Hilsenroth, Segal and Hersen 47). One needs to be able to accommodate others in order to be referred to as agreeable. From this point of view, individuals can be classified as chal lengers, negotiators or adapters. Challengers are sceptical, guarded, persistent, tough and competitive. They are viewed at times as rude, hostile and self-centred. Negotiators seek a win-win solution to problems. They therefore shift between being cooperative and being competitive. Adapters are viewed as humble, tolerant and accepting. They come across as naive, conflict-averse, submissive and at times unprincipled since they easily yield to pressing circumstances (Silverthorne 73). In order to lead the loan officers, the preferred candidate should be a negotiator. This will assist in the negotiations associated with the processing loans. Adapters are more likely to give out loan to highly risky borrowers without proper ways to mitigate the risk for the benefit of the company. Challengers are more likely to set the bar too high disqualifying potentially good borrowers and thus reducing the likelihood of the bank earning from interests accruing from such loans. F.C. has been describ ed as competitive even though she does not exhibit â€Å"a strong desire for dominance†. This shows that she is a negotiator scoring well in the perspective of agreeableness. The next personality dimension which is vital in evaluating leadership qualities in an individual is conscientiousness. This shows the extent to which a person is dependable, responsible, achievement-oriented and persistent. Conscientious leaders are good at making long-range goals and do well at organizing routes to