Leadership

UNIVERSITI TENAGA NASIONAL KAMPUS MUADZAM SHAH PAHANG

SUBJECT: KOR UNITEN CODE SUBJECT: MGMF 011 LECTURER: ENCIK AZRI ABDULLAH

CHARACTERISTIC OF GOOD LEADER CHARACTERISTIC OF BAD LEADER MODELS OF A LEADER

By: NAME : PUTU SUCIANI ID NUMBER: AF 82299

0|Page

CONTENT

TITTLE

PAGE

•

ACKNOWLEDGEMENT

2

•

INTRODUCTION

3

•

CHARACTERISTIC OF A LEADER
GOOD CHARACTERISTIC OF A LEADER

5


•

BAD CHARACTERISTICS OF A LEADER

MODELS OF A LEADER

10

13




LAISSEZ FAIRE LEADERSHIP STYLE

14




AUTOCRATIC LEADERSHIP STYLE

15




DEMOCRATIC LEADERSHIP STYLE

16

• WHY DO PEOPLE SEEK TO BE A LEADER?

17

•

CONCLUSION

18

•

REFERENCE

20

1|Page

ACKNOWLEDGEMENT

I am Putu Suciani taking course in foundation of finance. I am currently taking KOR uniten subject. I would like to thank my family, especially my mother, Saidah and my father, Inengah Sudana. I also would like to thank my good friend Nureftika Isniza who had helped me searching the information for this assignments’. Not to forget my lecturer for this subject Sir Azri who had been dedicated to teach me and the rest of the class about the noble value and disciplines. This assignment is produce using some materials from the internet and some books that has been borrowed from the library. These points are elaborate from the information that are trusted and supported with evidence. Hopefully, this assignment can be used in the future.

2|Page

INTRODUCTION

A leader is someone who control and take full responsible for the action of the community or a group of people. This person will lead and make decision for the group. He will be the person who ensure whatever had planned went smoothly without any difficulties. A leader will reflect a group or community performance whether they in good condition or vice versa. Not to mention, as a leader, the person hold a very important task and heavy responsibility. For someone who wants to become a leader he or she must be certainly have good qualities. A leader should have high self-esteem and good communication skills. He or she must be able to persuade and at the same time willing to listen to other’s opinions and respecting theirs. He or she also must be physically fit, in good health condition and emotionally prepared. Therefore, people should not choose the wrong person and not suitable for this job as just because he or she was a popular and have good reputation. I believe to be an excellent leader it takes more than that. If the person failed to be a leader it categorize as bad leadership. In addition of that, bad leadership doesn’t mean that the leader their self are bad. The failure indicates that there are certain characteristics are not suitable and not good enough. Thus, this characteristics cause the leader to fail. Moreover, there are a few factors that reflect the leader performance. There are the leader as a person, his or her leadership and the followers. a) The leader as a person:

According to Bob Gordon and David Fardouly many people fail in leadership because they didn’t receive divine call for leadership. One of the bad characteristic that has been identify to make the leadership fail is they do not recognize their adequate and try to do everything using their own strengths

.

3|Page

b) His or her leadership:

The factors that influence the leadership are the vision and leadership styles. Refer to article from website www.ezinearticles.com, John Haggai stated that “A vision has a direct bearing on his leadership style. At a starting point, one could ask what the visions of this leader are. When we observe the king position as the top of the hierarchy we might assume that the king as the great leader. In fact the king only gives an order, but the kings got assistance from the parliament or assemble of people that make country’s Law. I insist that, every each leader have a unique way or leadership skills. It’s not only depends on their selves but also the environment.

c) The followers:

A leader which has a big follower is said to be a greater influential. A great leader definitely had a power to exert influence on their followers. Define from Anthony D’souza’s statement state that leadership involves on inter-relationship between three elements:

a. The quality skills and needs of the leader b. The needs and expectations of the group c. The demands or requirements of the group

In other words, those are factors that influence how a leader perform and attract their followers.

4|Page

GOOD CHARACTERISTIC OF A LEADER

From my experience, I have identified a few characteristics of a leader from five different fields. These fields are identifying based on: •

Ethical

•

Credible

•

Politically Astute

•

Competent

•

Concern for Organization vs. Concern for self

A great leader would have a good foundation of ethic. These ethics actually provide a leader with quality base that help him or her to make a decision and differentiate between the great leader and toxic leader. Toxic leader is defines as bad leader that failed in leadership. A great leader would have a very good ethics in terms of his or her individual personality nor how he or she try to adopt their environment and blend in. A great leader should be honor. They obey the rules and regulations because they are high disciplines. This person also can be dependable, credible and trust. A great leader do not stiff for a competition. He nor she do not scared instated they take it as a challenge that means to improve their qualities. This person also knows when to put their needs at aside when it is down to business. The priority is what his or her task will be. This characteristics show that a leader has to be wise and mature to make a decisions. This is not only for their self but also for their followers. These are some of examples of good characteristics of a leader.

5|Page

Integrity Integrity means alignment of words and actions with inner values. It means sticking to these values even when an alternative path may be easier or more advantageous. A leader with integrity can be trusted and will be admired for sticking to strong values. They also act as a powerful model for people to copy, thus building an entire organization with powerful and effective cultural values.

Dedication Dedication means spending whatever time and energy on a task is required to get the job done, rather than giving it whatever time you have available. The work of most leadership positions is not something to do 'if time'. It means giving your whole self to the task, dedicating yourself to success and to leading others with you.

Magnanimity A magnanimous person gives credit where it is due. It also means being gracious in defeat and allowing others who are defeated to retain their dignity. Magnanimity in leadership includes crediting the people with success and accepting personal responsibility for failures.

Humility Humility is the opposite of arrogance and narcissism. It means recognizing that you are not inherently superior to others and consequently that they are not inferior to you. It does not mean diminishing yourself, nor does it mean exalting yourself.

6|Page

Humble leaders do not debase themselves, neither falsely nor due to low self-esteem. They simply recognize all people as equal in value and know that their position does not make them a god.

Openness Openness means being able to listen to ideas that are outside one's current mental models, being able to suspend judgment until after one has heard someone else's ideas. An open leader listens to their people without trying to shut them down early, which at least demonstrates care and builds trust. Openness also treats other ideas as potentially better than one's own ideas. In the uncertain world of new territory, being able to openly consider alternatives is an important skill.

Creativity Creativity means thinking differently, being able to get outside the box and take a new and different viewpoint on things. For a leader to be able to see a new future towards which they will lead their followers, creativity provides the ability to think differently and see things that others have not seen, and thus giving reason for followers to follow.

Responsibility Responsibility is the acceptance of full responsibility for personal success and for the success of the project, team and organization. Becoming responsible requires developing and refining the following core qualities:

7|Page

1.

Accountability

People who are truly accountable expand their view of organizational responsibility. At all levels, accountable people do what they can to get done what needs to get done, no matter where in the organization they have to go. They NEVER say, "It's not my job." They also hold themselves accountable for making relationships work - they don't say, "Well, I'll go halfway if they will." They take 100% responsibility for making any relationship work. A person with the core quality of accountability: Takes the initiative to get things done Is not afraid to hold others accountable Is willing to cross departmental boundaries to help with a meaningful project Takes personal responsibility for organizational success

2.

Self-Confidence

People who are self-confident feel that they are the equal of others, even when those others are in positions of much greater formal power. People who are self-confident also recognize the value of building the self-confidence of others and won't be threatened by doing so. Self-confidence in everyone builds a sense of partnership and helps the organization get maximum effort and ideas from everyone. A person with the core quality of self-confidence: Has a self assured bearing Is flexible and willing to change Easily gives others credit Isn't afraid to tell the truth

8|Page

3.

Courage

People with courage are assertive and willing to take risks. They ask forgiveness rather than permission, and are willing to try even though they might fail. They are willing to risk conflict to have their ideas heard, balancing that with the respect that makes constructive conflict possible. A person with the core quality of courage: Champions new or unpopular ideas Talks to others, not about others, when there is a problem Accepts feedback and really hears what others say Takes the ball and runs with it, even when there are obstacles

4. Focus on the whole People who focus on the whole think in terms of the good for the entire organization, not in terms of what's good for them, their team or their department. They can see interdependencies and can see beyond what is immediately observable. They have an understanding of and enthusiasm for the business and an understanding of their industry. For example, if working on a software project, they consider the implications of the whole project and commit to an outcome that works for the customer rather than focusing on just their piece of the project. A person who demonstrates the core quality of focusing on the whole: Realizes that they represent their company to customers Sees how the work in their area affects the entire project and the entire organization Gathers information from all stakeholders when making decisions Shares information throughout the company and understands the value of a knowledgeable workforce

9|Page

BAD CHARACTERISTIC OF A LEADER

It goes without saying that not all leaders are successful, and some fail miserably. Why do leaders fail? Failure can occur for a variety of reasons, some of which are beyond the leader’s or anyone else’s control. Sometimes, however leaders fail for personal, rather than situation, the reason is they were lack the abilities or experience needed to be successful.

At one times, they may possess these assets but still fail. When this happen, it is often because the leaders have been promoted to position where they can no longer rely on themselves to do all the work but must instead succeed through others.

Dark-side personality is irritating or counterproductive behavior tendencies that interfere with a leader’s ability to form cohesive teams and that cause followers to exert less effort toward goal accomplishment.

Several aspects of dark-side traits are worth noting. First, typical measures of personality are designed to detect bright-side traits, and dark-side traits are usually not assessed or detected with interview, personality inventories, or assessment center techniquese.

10 | P a g e

a) Argumentative

This trait identifies leaders who are suspicious, are overly sensitive to criticism and expect to be mistreated. Leaders possessing this trait do not take personal criticism well and are apt to start arguments and have a hard time ending it.

b) Narcissism

Leaders with this trait tend to be self over confident, self-centered, and extremely ambitious. They grossly overestimate their abilities have a strong sense of entitlement and often hold others in contempt. Extremely arrogant, they are always right and not afraid to tell you so. Such individuals often exploit followers for their own selfaggrandizement.

c) Fear of Failure

These individuals make poor leaders because they dread being criticized. As a result, they tend to be overly cautious and reluctant decision-making. When forced to make decisions, they often impose old solutions to problems even when it is obvious that they will not work.

d) Perfectionism

This dark-side traits identifies leaders who are conscientious and methodical but also attend so closely to details that they have trouble setting and maintaining priorities. They maintain extremely high standards for themselves and their followers, and their inflexibility, nitpicking and micromanaging tendencies can be extremely irritating.

11 | P a g e

e) Impulsivity

As a leader, these individuals are hedonistic and often ignored the feelings of followers when in pursuit of their own pleasure. They enjoy testing limits, may fail to keep promises and commitments and often neglect to consider the consequences of their actions.

f)

Interpersonal Insensitivity

Leaders possessing this trait tend to be aloof and unaware of how they come across others. To have difficulties putting themselves in “ other people’ shoes”

12 | P a g e

MODEL OF A LEADERSHIP STYLE There is a difference in ways leaders approach their group members. Positive leaders use rewards, such as education, independence, etc. to group members. While negative leader emphasize penalties. While the negative approach has a place in a leader's repertoire of tools, it must be used carefully due to its high cost on the human spirit. Negative leaders act domineering and superior with people. They believe the only way to get things done is through penalties, such as loss of job, days off without pay, reprimand employees in front of others, etc. They believe their authority is increased by frightening everyone into higher level of productivity. Yet what always happens when this approach is used wrongly is that morale falls; which of course leads to lower productivity. Also note that most leaders do not strictly use one or another, but are somewhere on a continuum ranging from extremely positive to extremely negative. People who continuously work out of the negative are bosses while those who primarily work out of the positive are considered real leaders. Therefore, these are a few style of leadership that leader nowadays seldom to approach. The main categories are Laissez-Faire leadership style, autocratic leadership style and democratic leadership style. These leadership styles are used in different situation and depend on some factors.

The factors of the leadership style

13 | P a g e

LAISSEZ - FAIRE LEADERSHIP STYLE

Laissez-Faire leadership style is also known as delegative leadership. This style of leadership is applied when the group members know or have more knowledge than the leader does. Laissez-Faire leader allow their group members to make a decisions. This is based on the point that the leader has less knowledge about the task compared to the group members whom they practically know what they suppose to do. This style is best used in situations where the leader cannot be an expert in all situations. Thus, it is important that the leader understand and delegate certain tasks out to knowledgeable and gain trust worthy of the group members or the employees. This leadership style is not an effective way to conduct a task or any activities. This style of leadership shows that the person in charge is lack of good characteristics of a great leader. They important key to be stress on here is important to be educated and knowledgeable. Do read more and maybe alert on the situations that happen around you. Only by reading u can gain more knowledge.

14 | P a g e

AUTOCRATIC LEADERSHIP STYLE

Autocratic leadership style or can also be called as authoritarian leadership style. This style usually applied when members of the group lacks of knowledge about certain procedure or tasks. Authoritarian leaders provide the group members with clear expectations on what should be done, when it should be complete, and how it should be accomplished. These leaders make decisions without input of their group members. Authoritarian leadership is best used in situation when there is a little time for the group to make a decision-making discussion. Not to mention it is also best to use when the leader himself is the one which is the best equipped to solve the problems and the given tasks. There certainly a few disadvantages when this style of leadership is overused. Overused of an authoritarian style can be construed as bossy and controlling. Worst case example of this style can be seen as a leader utilized bullying techniques such as yelling, abusing power, and demeaning group members. Another disadvantage of this style of leadership is the group members were not given their opportunity to voice out their opinions and suggestions. This is not fair to the group members as they all also a part of the team. This style of leadership is suitable to use whenever it is necessary.

15 | P a g e

DEMOCRATIC LEADERSHIP STYLE

Democratic leadership is also known as participative leadership style. This leadership style is suitable to be used when the group leader and the members of the group understand and exactly know the objectives of their roles in the tasks. Democratic leadership accept input (can be in terms of opinions or suggestions) from one or more group members when making decisions and problem solving. As the brain-storming involving all the group members and the leader, the final decision will be make by the leader. The leader retains the final say when choice is made. Group members tend to be encouraged and motivated by this style of leadership. This style of leadership often leads to more effective and accurate decisions, since no leader can be an expert in all areas. Inputs from the group members with specialized knowledge and expertise create a more complete basic for decision making. This style of leadership has many advantages. One of it is the group members and the leader is treated fairly. No one either group member or the leader dominates the decision making and problem solving. This style of leadership actually encourages two-way communication between the leader and the group members. This style of leadership is actually is suitable in any condition of problems or tasks. This is the best technique should be apply on daily basis.

16 | P a g e

Why do people seek to be leaders? Their basic motivation will have a significant effect.

a. Achieving goals The basic benefit of leading is that it allows you to set the direction and recruit others to your cause, thus achieving far more than you could alone.

b. Vision Leaders may well have grand visions of very different futures in which the world is changed in some way (presumably for the better). If they can communicate that vision to others, effectively 'infecting' them with the idea, then this will create a sustaining motivational force in others towards a common goal.

17 | P a g e

CONCLUSION Leadership is multifaceted in that it takes a path a long many dimensions and perspectives. Leadership decisions often take paths that define our nation’s humanity and characters. These are the basic needs to be a leader:

Control A basic need is for a sense of control, which may be gained either by ceding control to trusted others or by taking control and acting yourself. Leaders use both sides of this, seeking to be in charge and also being the person to which others cede control of their actions.

Power A common motivation is seeking after power, which McClelland's Acquired Needs Theory identifies as a basic need. Power is the ability to achieve your goals. Gaining power thus allows the leader to achieve a wide range of other things. Power can have the effect of a drug, and even leaders who did not originally seek it can find its effects intoxicating and end up seeking it for its own sake. Thus 'Power corrupts, and absolute power corrupts absolutely.

Self vs. others We all have some balance of concern for ourselves vs. others, where we seek both to achieve personal goals and also seek to altruistically help others. Leaders also may be motivated some combination of the desire to serve themselves and to serve others, which may range from extreme positions to some intermediate balance.

18 | P a g e

Narcissism People looked at charismatic leaders and identified that they not only seek to connect people with idealistic goals, but that they often also seek to instill devotion of themselves by their followers. This, as other preferences, is a spectrum on which people have preferred positions. Thus it is possible to have charismatic leaders who are highly altruistic. They may also be very narcissistic, seeking leadership primarily for the admiration and worship that they may gain. Narcissistic leaders tend to surround themselves with sycophantic and loyal subordinates whose main role is to stroke the ego of their leader. Truth, particularly when it is critical of the leader, thus tends to be hidden, leading to failure, cover-ups and an eventual descent into collapse. This is exacerbated by the leader's belief in the superiority of their own capabilities which results in them in making autonomous and risky grand decisions with limited information.

Altruism In an altruistic leader, the primary purpose is to help others and make a difference in the world. They may be charismatic or quiet, dominating or reticent in style, but their goal is still to act for a purpose outside of themselves. The altruistic leader may well have a close alignment of identity with the target group or purpose, and hence may be accused still of being self-centered. The difference, however, is in what they achieve for others.

There some styles of leadership that used to approached the group members depends on some factors. They are Laissez-Faire leadership style, autocratic leadership style and democratic leadership style.

19 | P a g e

REFERENCE: http://www.skagitwatershed.org/~donclark/leader/leadchr.html http://ezinearticles.com/?The-Characteristics-of-Bad-Leadership&id=1254862 http://www.expertmagazine.com/artman/publish/article_791.shtml http://www.money-zine.com/Career-Development/Leadership-Skill/Democratic-Leadership/ http://www.money-zine.com/Career-Development/Leadership-Skill/Coaching-Leadership/ http://www.money-zine.com/Career-Development/Leadership-Skill/Democratic-Leadership/ http://www.money-zine.com/Definitions/Career-Dictionary/Laissez-Faire-Leadership-Style/ http://homeworktips.about.com/od/studymethods/ss/leadership_2.htm http://psychology.about.com/library/quiz/bl-leadershipquizabc.htm http://changingminds.org/disciplines/leadership/styles/leadership_styles.htm http://changingminds.org/disciplines/leadership/articles/bennis_qualities.htm http://www.skagitwatershed.org/~donclark/leader/leadstl.html http://en.wikipedia.org/wiki/Functional_leadership_model

20 | P a g e