Case Study 2.

1. Based on the information provided about the trait approach in Table 2.1 and 2.2, if you were
Sandra, whom would you select?
Ans:
a. Thomas is persistent because he has been with the company for ten years and he
also has the drive to upkeep the GLF values and vision. He also has extraversion
qualities because he is sociable, assertive by being a director, and has a positive
energy with his employees that allows for them to trust him.
b. Thomas aligns with Table 2.2 because in the case it stated that he was honest and
had a sense of integrity. He is as sociable which is a trait list in the chart and to prove
this the case said that employees trusted him and felt that they could work. To be
sociable one must have great interpersonal skills and create cooperative relationship
with their followers. He exemplifies determination because of his drive to carry the
vision for GLF.
2. In what ways is the trait approach helpful in this type of selection?
Ans: It allows for managers to pick specific traits that best align with the position they are
offering.

3. In what ways are the weaknesses of the trait approach highlighted in this case?
Ans: In this case it comes down to experience more than certain traits. Some other keys
leadership traits are not included in the chart.

Case Study 2.2

1. How would you describe Carol’s leadership trait?

Ans: First of all, Carol decided to try to run his husband’s business herself instead of selling. This
showed her insight or good decisions making skills. Her patience to send time on familizaring
herself with employees and the operation of the company, her planning for the short-term and
long term goals demonstrates her intelligence, her vision to expand the company showed her
strong will, determination and dedication towards her work despite of being a cancer patient
and its side effects, her managing skills, maintaining good bonding with her employees. These all
would describe her leadership trait.

2. How big a part did carol’s traits play in the expansion of the company?
Ans: Carol’s trait plays a vital role in expansion of the company. Her managing skills, her fair and
considerate behavior for employees help to maintain good relation among them, adding more
employees, her strong wills and determination despite suffering from cancer. Due to these traits
she could work with her employees collaborate with them, and her persistence in her work
played a big role in the expansion of company because if a leader does not have these qualities
then he/ she could not get success in any work.

3. Would Carol be a leader in other business contexts?

Ans: Yes, carol would be a leader in other context because for any business, people should have
leadership traits which they could carry on persistently in any situations and carol proved herself
since despite her bad health condition due to cancer, hair loss and fatigue, she did not give up
and continue her work with same enthusiasm a dedication.

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 Case Study 2.3
1. Based on ideas described in the trait approach, do you think Pat is looking for the right
characteristics in the people he hires?
Ans: Of course, Pat is looking for the right characteristics in the people he hires. It is because
the company wants the candidate to have only entry level credits but Pat wants the
candidate to have qualified skills, so that they can boost the profit of company. The
executives of bank want to have the candidate increase their skills in long term period while
Pat wants them to be qualified from the beginning which will help them to grab leadership
positions in short time.

2. Could it be that the retention problem raised by upper management is unrelated to pat’s
recruitment criteria?
Ans: Yes, of course. It is because selecting the qualified candidates at the beginning will help
the candidate to get the leadership position in short time as well as it will benefit the
company too. The company executives just want to see their company full of workers
whether semi-qualified or entry level beginners; which they do not care to.

3. If you were pat, would you change your approach to recruiting?

Ans: Of course not. I am doing my best to select the appropriate one among all the
candidates. If I cannot choose the one from the candidate, as per my position in the
company, I will quit the job rather than changing my own way of recruiting. I will ask the
executives to point out my mistakes and request then to seek for the long-term needs of
company as well as the hired personnel.

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