How Do Personality Traits, Leadership Power and Organizational Culture Affect the Success of a Leader: A Comparative Study of World Vision and ARC

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dc.contributor.author Opel, Roselyne
dc.date.accessioned 2015-05-05T11:52:13Z
dc.date.available 2015-05-05T11:52:13Z
dc.date.issued 2014-08-30
dc.identifier.uri http://erepo.usiu.ac.ke/11732/74
dc.description A Project Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirement for the Degree of Executive Masters in Organizational Development (EMOD) en_US
dc.description.abstract The purpose of this study was to investigate on how leadership personality traits, leadership power and organizational culture affect the success of a leader. The study was guided by the following stated research objectives: to investigate how different leadership power affect the success or failure of the leader, to examine how personality traits affect the success and failure of the leader and to determine the link between organization culture and success of a leader and if the culture has any bearing to the success or failure of a leader. The study adopted a descriptive research design. The population of interest consisted of all the employees of World Vision (60) and ARC (90), a Non Governmental Organization. The research was conducted among the employees of World Vision and ARC Non Governmental Organization and their details were obtained from the organization’s human resources department. Stratified and Systematic random sampling was used in this study. Therefore a sample size of 109 was selected from a total population of 150 employees in both organizations. Questionnaires were used for primary data collection. The collected data was coded and entered into the Statistical Package for Social Sciences (SPSS) program according to each variable of the study for analysis. The findings on the effect of leadership power established that the majority of participants in the study perceived their supervisor to set goals which are difficult to reach (m=4.35). A number of the participants perceive their supervisor to enthusiastically communicate what the employees need to accomplish (m=4.89). Others claimed that their efforts to do a good job are seldom blocked by red tape (m=5.03). Majority of participants perceive their supervisor acknowledges the contributions of others in achieving organization goals (m=4.55). A number of participants express positive expectation of the work done by supervisor (m=3.95). On the effect of personality traits on the leader, the study revealed that the majority of participants perceive their supervisors follow through on the promises and commitments made on the organization (m=5.40). The supervisors talk with employees on how their interests can be met by working toward a common goal (m=4.98). The supervisors update employees on current activities that may affect the organization (m=4.55). The supervisors treat employees with dignity and respect which make it a point to publicly recognize people who show commitment to organization values (m=5.55). On the effect of organization culture on leader, the findings showed that the organizations have clear business and operational objectives that are understood by all employees (m=6.48). The management is disciplined with employee performance feedback and appraisals (m=4.55). The management has put in place a clear set of values that underpin business performance (m=3.78). The management is quick to deal with problem of employees’ performance (m=5.42). The management rewards employees for business success (m=5.42) and the employees feel comfortable talking about personal issues with other employees and management (m=3.75). On the perceived success or failure of the leader, the findings suggested that most of the participants agreed that they supervisor has appropriate skills and qualifications to enhance organization productivity from World Vision (m=5.42). Very few respondents agreed that the feel a great deal of pride of my supervisor when the organization is successfully with majority of the participants from ARC (m=1.94). The study recommends that leaders should reward employee for the work that they do. The supervisors should reward employees with salary increments and promotions. The supervisor should build consensus on agreed set of values for the organization. The supervisor should talk with the employees about the values and principles that guide them towards organization actions. The management should continuously provide employee performance feedback and appraisals. The management should do an excellent job of communicating with employees on a host of issues that may affect their performance at the workplace. en_US
dc.publisher United States International University - Africa en_US
dc.subject Leadership en_US
dc.subject Personality Traits en_US
dc.title How Do Personality Traits, Leadership Power and Organizational Culture Affect the Success of a Leader: A Comparative Study of World Vision and ARC en_US
dc.type Thesis en_US

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