my respond (1) In my opinion, Pat has been selecting the correct traits/ charact
ID: 3444179 • Letter: M
Question
my respond
(1)
In my opinion, Pat has been selecting the correct traits/ characteristics in people whiling hiring. The most important positive traits for this finance industry are intelligence, self-confidence, ethical orientation i.e. integrity, and interpersonal skills which Pat is looking for. However, if a person has sufficient integrity and orientation, he/ she may not be leaving the company just after one year of training knowing that the company has invested a lot of dollars for training purpose. So, what is more, crucial is the 'method' Pat is using during the hiring process and not the characteristics themselves.
(2)
Yes, it is possible that the two things are uncorrelated. The attrition rate may depend on a bunch of external factors including the existing supply and demand in the given industry, and the difference in offer attributes between this company and the competition. It may also be related to the internal environment of the company. For example, if the existing employees are not happy with the present work environment, they can communicate their feelings to the new joinees and that could create a repulsive effect. The training experience and the way newcomers are treated and managed in the company can also have negative effects.
(3)
As mentioned earlier, I would not have changed the traits which I am looking for. I would have focussed on the 'method' by which I decide that people have a particular trait. I would have researched and implemented the best practices related to finding these traits in human beings to make the hiring process more effective. I would have consulted with other leaders of the same industry regarding these best practices and developed a benchmark.
(4)
It is true that all of the greatest leaders in the World has/ had some of the positive traits common in them but it is not true that all of them inherited these traits from their birth time. For example, Buddha took birth in a lavish background/ family which didn't have any form of servant leadership role in the society. But later in his life, Buddha developed certain qualities determination, self-confidence, conscientiousness, and honesty which led him to become one of the greatest servant leaders of all time. This was developed through his continuous behavioral changes by his intermingling and socializing in the society when he became a monk. So, in my opinion, both behavioral component and trait play simultaneous roles in shaping a leader's personality.
classmate #1 response
Based on ideas described in the trait approach, do you think Pat is looking for the right characteristics in the people he hires? Why or why not?
According to Pat's hiring criteria, he clearly focuses more on the personal skills of his targeted candidates: the ability to get work done and the capability to communicate with people, highly matching Scogdill's trait approach, which is out of date in some way. Pat needs to modify his hiring criteria and make it more fit for candidate hunting in the future.
Could it be that the retention problem raised by upper management is unrelated to Pat's recruitment criteria?It's possible that the problem raised by upper management is unrelated to Pat's criteria. The upper management aren't the ones that work most closely with new hires and they might not be familiar with the whole process. However, Pat could meet with the upper management to see if it's necessary to modify the succession plan a bit or to understand what kind of new hires are the management people really looking for.
If you were Pat, would you change your approach to recruiting? Why or why not?I would change my approach to recruiting if I were Pat because clearly there's something wrong with the hiring criteria, which is not all-round enough to test all the candidates.
What are your thoughts regarding the Trait Approach to Leadership? Do you agree with what the research indicates?I actually agree with some of Stogdill's researches even though some of which are out of date. Still, drive for responsibility, vigor in pursuit of goals, risk taking, etc are essential factors for making a successful leader. Moreover, Mann's survey and results are more all-round and detailed.
Questions ;
Part II: Responses to Classmates
After reading your classmates responses to the case study questions, do you agree or disagree with their point of view? Why or why not?
Did you find any similarities in your point of view, if so how are they similar?
Explanation / Answer
(2)
This person’s view is something different from my view because this person blames the external environments, such as co-workers’ attitude, market demand-supply trendand the training facilities and personal treatment as the primary reasons for someone to leave whereas, my point is that it’s purely internal and ethical related.
(3)
This person differs from me by saying that this person would look for the current employment market trend as a benchmark. So, the judgment in selecting the person will not be on the recruiter’s eyes and judgement. This will serve as a preconceived notion and bias.
(4)
This person hasn’t commented on the recruitment decision but has agreed that both traits and behavioural patterns are important to become a better employee. I agree with this person because people may change their course at any given point of time if they have the right opportunity. I also agree that certain characteristics are developed only at the workplace.
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