Explain the key factors of individual differences relevant in a leader

Explain the key factors of individual difference relevant in leader

Explain the key factors of individual difference relevant in leadership and management development. Critically evaluate the extent to which organizational practices can minimize or increase difference.

Key Factors of Individual Differences Relevant in a Leader

Leadership can be described as the ability to influence people to willingly, efficiently and effectively perform assigned tasks. Individual differences refer to the various ways in which people differ from each other in behavior. Individual differences can either be personality differences or capacity differences (Antonakis & Robert, 2013). Personality differences influence the thinking, feeling and behaviors of individuals while capacities describe the level of performance in the workplace. Capacities can either be cognitive or physical. Cognitive capacities are mostly referred to as natural intelligence (Antonakis & Robert, 2013). Physical capacities are measured through the performance of work-related physical activities.

Some of the factors relevant in individual differences are cultural, social, situational and personal factors. First, cultural factors are relevant in shaping the perceptions of people towards leadership. Leadership is perceived differently from one culture to the other hence, it is important for organizations and executives to understand the subtle nuances of leadership exercised in different cultures (Antonakis & Robert, 2013). Cultural differences are important indicators in determining the effectiveness of a leader or manager. Culture is important in developing effective and efficient leaders as it expresses goals through beliefs and values and also guides a leader’s activities through shared assumptions. Secondly, personal factors involve the leadership styles used by different leaders and managers to influence people to perform assigned tasks. These leadership style include autocratic, authoritative, democratic, pacesetting, affiliate, dictatorial and Laissez-Faire styles (Antonakis & Robert, 2013). The different types of leadership styles are instrumental in determining a leader’s or manager’s values, tolerance, culture and strategies. These leadership styles also influence decision making speed, problem solving and analysis.

Situational factors affect motivation and competency levels. These situational factors include organizational size, patterns of employment, organizational culture, social and psychological climate and leader follower interaction and compatibility. These factors are important for leaders and managers as they influence the effectiveness and efficiency of the followers/ employees. Social factors include the communication styles by organizational executives. Leaders and managers use different methods and styles of communication to relay messages and information to the intended recipient/s. Communication is instrumental in strengthening human relations. Hence, social factors such as communication are important in creating efficiency and balance in management development and leadership. Also, communication enables leaders and managers articulate their ideas and perspective hence creating a common vision and goal with their subordinates.

Organizational practices such as teamwork, project management and active engagement may decrease individual differences (Zaccaro et al., 2018). However, decreasing individual differences has several advantages and disadvantages. A less diverse workplace creates a peaceful and harmonious work environment where there are fewer conflicts since individuals share the same values, perspectives and values. However, decreasing individual differences leads to a monotonous and stagnant workplace since there are fewer ideas and less creativity. On the flip side, organizational practices such as employee appraisals and delegation of duties increase individual differences (Zaccaro et al., 2018). Some of the advantages of increasing individual differences include: First, diversity enables organizational leaders and managers identify and understand target demographics. Also, a diverse workplace helps align the organization’s culture with a particular demographic. Diversity also increases a company’s performance through boosting creativity. For instance according to research, 48% of American companies with increased levels of individual differences (diversity) in their management team had an improved market share (Zaccaro et al., 2018). Through a diverse workplace, people are able to come up with different ideas, perspectives and methods of solving problems and forming new operational strategies. Hence, by increasing the level of cultural diversity in the workplace, organizations are able to expand its perspectives, approach and strategic tactics. Conversely, the disadvantages of a diverse workplace include miscommunication, dysfunctional adaptation and interpersonal conflicts. Increasing the level of individual differences increases the tendency of interpersonal conflicts since people have different beliefs thoughts, beliefs, norms, values, trends and traditions.

References
Antonakis, J., & Robert, J. (2013). House (2013).’The Full-Range Leadership Theory: The Way Forward’, Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition (Monographs in Leadership and Management, Volume 5) (pp. 3-33). Emerald Group Publishing Limited.
Zaccaro, S. J., Green, J. P., Dubrow, S., & Kolze, M. (2018). Leader individual differences, situational parameters, and leadership outcomes: A comprehensive review and integration. The Leadership Quarterly, 29(1), 2-43.