Introduction
Leadership is the art of motivating team members in an organization to achieve set goals. Front-liner’s characteristics and personalities are vital in ensuring the company remains on course to obtain desired outcomes. The effectiveness of headships varies from an individual to another depending on traits and integrated factors. In any organization, leadership is vital and should be given all the necessary attention it deserves. People who are hired to lead the group must possess certain traits. In this research paper, several front-runners with distinct characteristics will be assessed, and the report presented to the professor and the board of directors. Effective communication is critical to ensure the message is clear for easy decoding. Sometimes when necessary, reminders should be initiated to keep everyone active at all times. A headship should be able to motivate others and inspire them to achieve more. Therefore, to ascertain a front-liner in a given firm possesses the above personalities, it is critical to assess attributes such as agreeableness, adjustment, conscientiousness, and openness.
Purpose Statement
Based on the above spectrum of the five-factor model, a leader’s personality can be evaluated. And centered on these dimensions of personality attributes, the theoretical framework will be explored regarding two case studies: Warren Buffet and Elon Musk. Warren is a philanthropist who is reserved, organized, practical, and goal-oriented. He has high agreeableness scores since he is sociable, sensitive, and emotionally intelligent (Lussier & Achua, 2015). His kindness trait enables him to assist others in difficulties. The buffet is flexible and can adjust in case of changes. Whenever modifications are made in terms of policies, goals, and approaches on how targets are achieved, he can adapt quickly, making him score highly in the adjustment dimension. Based on conscientiousness, he is considered to have extraordinary moral values and is highly dependable. He is organized, focused, and firm in ensuring set goals are achieved. The buffet is intelligent and innovative, resulting in his high scores in the openness factor. However, Musk is emotional and acts on impulse leading to his low score for the attribute of agreeableness. He is harsh, authoritarian, and less tolerant, which makes him less influential.
X and Y leadership theories are crucial in assessing the aspect of supervision, reward, and penalties. Meaning, the way a team leader monitors, gives incentives, motivates, encourages autonomy, and punishes noncompliance in the organization affects members’ performance. The way Buffet and Musk manage workers relates to the X and Y models. Motivation is the crucial factor, making Buffet applauded for his leadership style of delegating duties and empowering his juniors (Male & Palaiologou, 2019). He encourages autonomy by allowing workers to deliver their duties based on their capability, hence independence is reinforced. On the contrary, Musk is seen as an autocrat and rarely listens to suggestions from his juniors. He feels his juniors cannot perform their duties independently, and therefore he tends to micromanage them. Musk believes his style and vision of the company goals are the best and forces others to follow them without question.
Leadership ethics, which are the moral values a front-runner possesses, must be of a high standard to ensure all team members are treated equally, be given the same chance to achieve their targets. Buffet executes his moral obligation, effectively rendering him the most influential leader in the market, however, Musk has ethical concerns. Contingency elements should be encouraged to allow workers to cope with emerging trends at workplaces. An effective leader should be influential to the juniors by giving guidance when needed. One should possess the necessary expertise to assist whenever a team member is stuck while performing a task. The buffet is flexible and able to adapt very fast in different situations. He is ready to delegate duties to effect changes in the workplace when faced with managerial challenges.
On the other hand, Musk does not want to accommodate divergent views. Effective communication is critical in ensuring the message is conveyed, and this can be easily achieved by a charismatic and transformational leader (Li et al., 2019). Oprah Winfrey is considered a transformational leader since she can join hands with her supporters to make changes and, in the process, influences them to adopt new possibilities and visions.
Intended Achievement for the Research Project
Through this research, effective and infective leadership skills have been highlighted. It has been emphasized that a leader should be open to suggestions and new changes in an organization to accommodate emerging issues and to overcome challenges. Tolerance and sensitivity are essential since it enables a front-liner to empathize and offer help to others facing social or economic issues. Autonomy should be encouraged to allow workers to improve in their areas of specialization and grow. Effective communication is necessary to ensure the message being passed is clear, and this should be followed with reminders to keep employees on their toes. To influence others in the workplace, expert power, which can possess vast skills, is crucial. Transformational leadership is vital in ensuring a headship can influence others to adopt new possibilities and visions.
Conclusion
In conclusion, effective leadership should be upheld to enable the smooth running of operations and achieve set goals. Front-liner’s characteristics and personalities are vital in ensuring the company remains on course and obtains desired outcomes. Effective communication is critical to ensure the message is clear for easy decoding. Autonomy should be encouraged to enhance both professional and organizational growth. The buffet is considered an effective leader based on his traits and personality, which encourage positive relationships. He is focused, firm, and sensitive making him an influential leader as opposed to Musk.
References
Li, H., Sajjad, N., Wang, Q., Muhammad Ali, A., Khaqan, Z., & Amina, S. (2019). Influence of transformational leadership on employees’ innovative work behavior in sustainable organizations: Test of mediation and moderation processes. Sustainability, 11(6), 1594. Web.
Lussier, R. N., & Achua, C. F. (2015). Leadership: Theory, application, & skill development. Cengage Learning.
Male, T., & Palaiologou, I. (2019). Leadership: Theory and practice. In Sustaining the comprehensive ideal (pp. 53-70). Palgrave Pivot.