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What We Know About Leadership: Effectiveness and Personality I
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What We Know About Leadership: Effectiveness and Personality I
Journalists Robert Hogan, Gordon J. Curphy, and Joyce Hogan be employed by the American Psychologist
What is leadership?
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It is important to distinguish between a person’s short-term and long-term self-interest; actions that promote the group also serve an individual’s long-term welfare.
Definition
In our view, leadership involves persuading other people to set aside for a period of time their individual concerns and to pursue a common goal that is important for the responsibilities and welfare of a group.
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Leadership is persuasion, not domination
Leadership only occurs when others willingly adopt, for a period of time, the goals of a group as their own
Does leadership matter?
1.Psychologists, as researchers, are (properly) more skeptical; they often explain differences in effectiveness in terms of the factors in the “environment” in which a team operates.
Perhaps because effectiveness is influenced by so many factors, there are only a handful of studies evaluating the impact of leadership on an organization’s bottom line like flight crews.
- At the historical level one might reflect on the horrific consequences of the leadership of Adolph Hitler in Germany from 1933 to 1945 and Joseph Stalin in Russia from 1927 to 1953.
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How are leaders chosen?
Psychologists have known for some time that measures of cognitive ability and normal personality, structured interviews, simulations, and assessment centers predict leadership success reasonably well
Nonetheless, many organizations seem either unaware or reluctant to take advantage of these psychological selection services.
As a result, first-line supervisors are often chosen from the workforce on the basis of their technical talent rather than their leadership skills example given petty officers in the military.
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- Our empirical research is often so narrowly focused that it seems irrelevant.
- We are so cautious about generalizing beyond our data that we seem to have nothing to say.
- Our services appear expensive to organizations who overlook the costs of making poor selection decisions.
- We may lack sufficient status in an organization for our views to be considered.
- We often do not understand the political realities surrounding the selection.