Trait Leadership
Definitions / Descriptions of Trait Leadership
According to Peter Northouse's book, trait leadership focuses on identifying several qualities: intelligence, self-confidence, determination, integrity and sociability. Published in 2009, Northouse's book (Leadership: Theory and Practice) goes into great detail as to what constitutes trait leadership and what behaviors and values do not qualify vis-a-vis trait leadership. Northouse isn't alone in providing narrative that defines and describes trait leadership. A University of Cincinnati publication (Army Leadership Traits & Behaviors) explains that leadership trait theory focuses on a leader's: a) values and beliefs; b) personality; c) confidence; and d) mental, physical, and emotional attributes (www.uc.edu).
In the book The Anatomy of Leadership (West, 2000), the author asserts that trait leadership "makes the assumption" that there are "distinctive physical and psychological characteristics" -- above and beyond standard leadership -- that account for the effectiveness of a leader. Those traits include "height, attractiveness, intelligence, self-reliance, and creativity…" all have been studied at length, West explains. And among those the most frequently cited are: a) basic intelligence; b) "clear and strong values," and c) "high level of personal energy" (West). The author references research on leadership traits by Edwin Gheselli, who studied and evaluated more than 300 managers in 90 different businesses in the U.S.
Gheselli came up with six traits that he asserted are "important for effective leadership": a) need for achievement ("working hard to succeed"); b) intelligence (not just smart but "using good judgment"); c) decisiveness (not hesitating when making important decisions); d) self-confidence (developing a positive self-image); e) initiative (working without supervision; a self-starter); and f) supervisory ability (getting the job done "through others") (West).
A reader will notice that Northouse uses "integrity" and "sociability" as two of the qualities that trait leaders demonstrate, two qualities that are not found in other descriptions. Of course, not all theorists and scholars share the same viewpoint as to what a trait leader should present, but generally there is agreement that intelligence, determination and self-confidence are pivotal for a person known for trait leadership. The fact that Northouse adds "integrity" is important to this paper because Lee Iacocca is an example of what many would say is an effective trait leader -- but looking closely at his decision-making when he was with Ford Motor Company was seriously flawed.
Looking at West's list of trait leadership qualities, he adds "clear and strong values"; and while those qualities (including integrity) overlap with other qualities attached to strong leaders, they should come into play vis-a-vis trait leadership.
Lee Iacocca -- Trait leadership that failed when it came to Integrity
When a person conducts research the late Lee Iacocca he or she will find that he is highly respected in many circles. He is known as the man who saved the Chrysler Corporation from going totally bankrupt, and his career matches up fairly well with the trait leadership theory. To wit, Iacocca served as chairman of Chrysler from 1978 to 1992, when he retired. When he took over Chrysler, the company was losing money and two of its vehicles (the Dodge Aspen and Plymouth Volare) were suffering public relations problems because of the many recalls they went through. Iacocca pitched his Chrysler fiscal problems to the federal government (U.S. Congress) and secured a bailout that amounted to loans that were guaranteed.
He was seen as a bold maverick in that sense, but he put Chrysler on the road to success by showing several of what Northouse lists as qualities that a trait leader should demonstrate; he clearly had intelligence, self-confidence, determination, integrity -- and he must have had sociability because he either charmed or cajoled Congress into guaranteeing loans he needed to revive the moribund Chrysler Corporation.
But before he took over the Chrysler job, his intelligence and his integrity -- with reference to certain pivotal decisions he made at the Ford Motor Company -- can legitimately be brought into serious question. So it appears that Iacocca met perhaps three-fifths of the guidelines for trait leadership (at least according to Northouse).
The Iacocca legacy with regard to Ford's Pinto is seriously tarnished. This paper will delve into the decisions he made, some of which clearly cost American car owners their lives. In fact Iacocca made decisions that put profit...
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