Nicemeans a person who is readily available to offer assistance whencalledupon.Aniceleader, therefore, does not discriminate among workers and offersfair hearing in the case of dispute as a leader. Accordingly, beingreferred as nice and creating a reputation that befits that word is aboost to the reputation that brings a tremendous impact amongsubordinates as a leader. It is fundamental for leaders to showconcern and care towards their subordinates by assisting them in workrelated issues. Every manager would want to keep the team motivatedtowards continued company success and maintain the energy levels up. Daft and Lane (2005), states that if a team is flamboyant, thechances are that they won`t mind offering extra vigor in their joband it will be easier to beat deadlines and meet targets. Arguably,morale islinkedto productivity, and it is the work of the team leader to instillpositive energy to workers and it is at this point that the sense ofempathy pays off. In leadership everything is uncertain, andhighrisks come with high pressure. The leaders’ natural intuition hasto kick in when ascertaining the daily functions of an institution.
Inthe managerial practices, thereare five common personality traits that havedeveloped over the past 50 years. The five key categories ofpersonality traits have beendescribedas follows
Extroversions:this ischaracterizedby excitability, loquaciousness, sociability, boldness and highamounts of emotional perspicuity. In the case study, Harry wasappointedas the candidate for promotion due to his great relationship with theemployees and I was apparent that he would build up a level of faithand a vision that all the workers would buyinto.
Agreeableness:It is a personality dimension that includes trust, affection, andaltruism, among other prosocial behaviors. Leaderswith a high level of agreeableness are more cooperative while thosewho lack agreeableness tend to be competitive and manipulative.In the case study, Harry has beendepictedas willing to step in and assist. Harry would also calm theemployees’ fears and raise performance levels.
Conscientiousness:one feature of this dimension is high- levelcontemplation, by ahighimpulse and goal-oriented behaviors. In the case study, Harry is aresponsible person who is capable of leading, and several peoplenoted that he covers their back.
Neuroticism:The trait iscoveredby sadness, emotional instability, and sulkiness. Individualswith this trait are sulky and easily irritable. Harry, in this case,has a lot of potentials and the top management considers helping himfor the future top management position.
Opennessto experience:It is a trait that features insight, and imagination and people inthis quality tend to have a vast range ofinterests.Individuals with this trait are conventional and struggle to adapt toabstract thinking.
Inthe case study, it is clear that Harry distinguishes leadership andpopularity.
Thefour Myer-Briggs Type Indicator measures how people differ incollecting and assessing information for decision making and solvingproblems. The indicators include sensing versus intuition, judgingversus perceiving, introversion versus extroversion, and thinkingversus feeling.
Onfollowing the Myers – Briggs components to evaluate Harry, it isapparent that being nice is his strength in influencing the employeesand communicating.
Harryleadership style that involves empathy and creating a healthy bondcan turn to be unhealthy to some extent. Being n ice can be a traitthat he does not realize as a weakness. However, it is the blindspots characteristic many will not recognizeas a weakness that can limit effectiveness and hinder Harry`s careerdevelopment. For Harry to improve in his management, he should teachthem to fish but not to continue catching the fish for them.
Daft, R. L.,& Lane, P. G. (2005). Theleadership experience.Mason, OH: Thomson/South-Western.