Managers Or Leaders For Hospitality Industry Face Diverse Challenges Today Challenges And Changing Environment

For centuries leaders have been analyzed in order to determine what the traits and characteristics of a successful leader are. Leadership, as defined by Koontz and Weihrich (2008) is “the art or a process of influencing people so that they will strive willingly and enthusiastically toward the achievement of group goals” (p. 311). Leadership plays an important role in employee’s participation, creativity, recruitment to an organization, their commitment to the organization, and productivity levels. Over the years, there have been a number of theories surrounding leadership such as the “Great Man” theory, which, according to Riaz and Haider (2010), “assumes that leaders are born and have innate qualities, therefore, leaders

The study ot leader traits has a long and controversial history. While research shows that the possession of certain traits alone does not guarantee leadership success, fhere is evidence that effective leaders are different from other people in certain key respects. Key leader traits include: drive (a broad term which includes achievement, motivation, ambition, energy, tenacity, and initiative): leadership motivation (the desire fo lead but not to seek power as an end in itself): honesty and integrity: self-confidence (which is associated with emotional stability):

The most important trait of successful leaders is drive which includes a strong desire for achievement, high ambition, high energy levels, tenacity and initiative. Drive combined with high motivation; honesty, integrity, self-confidence, emotional stability, and intelligence distinguish leaders from non-leaders. Successful leaders have a high level of motivation to lead. They want to make a change, to improve, to influence, to exercise power for achieving definite goals.

Another trait is inspiration. Simon Sinek in his book “Start with Why: How Great Leaders Inspire Everyone to Take Action” explores the biological process of the human behavior and relationships the affect the fundamentals of building the organizations. All the great and inspiring leaders and organizations all think, act, and communicate in the exact same way but completely different than others uninspired. Sinek offers a world simplest idea as he call it “the Golden Circle” which includes three circles why, how, and what. This little idea explains why some leaders and organization are able to inspire while others are not. Simply every single leader and organization know what is the mission they are doing and few of them know how they do their

In the research carried out by Bass (1990), they found out that trait leadership theory believes some people are born to lead because of their personal qualities, while others are not. Trait theory also suggests that leadership is only accessible to the chosen ones and not available to all. In the past researchers focused on traits that were able to measure such as physical characteristics, aspects of personality and aptitudes. The current trait research has pointed the focus to more specific traits like stress tolerance, energy level, emotional maturity, integrity and self-confidence. Reviews of the trait research have found all of the above traits to be related to managerial effectiveness Bass (1990) and Marques (2010). When looking at the results of

Measurement of effectiveness of leaders has been aided by a wide range of theories. These approaches include trait approach, behavioral approach, situational approach, the Big-Five model and cognitive approach. In this case, the trait approach must be assessed in respect to its idea of concentrating on a leader's personality, abilities and more dispositions, which can be applied in characterizing the individual's personality. Further, the trait claims that most individuals who posses leadership capabilities were born with innate characteristics thus enabling them to exert influence over their subordinates (Deaux & Snyder, 2012).

Some of these traits self-confidence, intelligence and honesty. It is important for effective leaders to understand their strengths and weakness. Leaders who understand their strengths can use these abilities effectively to make their best contribution. The idea that leaders can do it all is a myth that needs to be avoided because it can destroy the organization. Every leader has a limited capacity, they need to figure out their strengths and built upon that with collaboration of followers to better benefit the organization. Leaders that understand their strength will help followers develop their strength. Causing them to become effective followers and boost job satisfactory. “Job satisfactory is a degree of positive feeling and attitude people have to their job.”

Additionally, leadership traits may be altered by success when internalized by men and women in moving an organization toward success. In any event, leadership traits may be categorized into the most common, and likable leadership titles. These titles include: (1) Spiritual; (2) Servant; (3) Transformational; (4) Authentic; and (5) Transactional. Depending upon the organization, the culture, and the organizational environment, the leadership style needed or desired to move the business to success is a critical decision. Organizations that lack leadership or lack the appropriate motivational leadership tools will have difficulties in the global competition. Recognizing the lack of leadership abilities may prevent organizational failure, unwanted staff turnover, organizational conflicts, reduced productivity, and undesirable legal encounters.

Becoming a good leader takes a special type of person. People who want to become a good leader not only have to have the will to take on the job, but they need to have certain traits and qualities that are characteristic of a good leader. The trait theory of leadership supports the claim that some people are endowed with certain characteristics that make them more capable of being a good leader than others. Many leaders and researchers have come up with certain traits that make people great leaders, whether it is being a leader in a business, an organization or a leader of a sports team.

Kendra Cherry (2016) describes the trait based approach to leadership as “different personality traits and characteristics that are linked to successful leadership across a variety of situations”. In addition Zaccaro, S. J. (2007) has a view that “the unique attributes of such individuals in their inherited or genetic makeup and that personal qualities defining effective

Leadership can be considered in terms of power capacity and opportunity to give to others, the desire to get involved and take action to achieve a collective goal or achieve a common goal. This power derives an estimated authority, trust or reference mentor who cannot be decreed. Leadership is no way from a status, function or any degree of responsibility. It owes its existence to the recognition of others.

The leadership trait theory is based on the theory that people are born with traits that make them better suited for leadership. The qualities that have been traditionally linked to this theory include physical traits (height, weight, appearance), personality traits (social ability), and other traits (intelligence). (Northouse, 2012). Trait theories focus on characteristics shared by leaders however it does not explain why all individuals who have those characteristics are not leaders. It also does not address whether those who possess the identified leadership traits are effective leaders and furthermore it does not take into account the situation. It simply assumes that possessing leadership traits will lead to success in all situations.

The study of leadership has not stayed static in the past hundred years. People have been trying to determine what truly makes an exceptional leader for many years now, so many different theories have evolved in an attempt to explain the concept. Bolden, Gosling, Marturano and Dennison (2003) said that leadership theories have moved "from the "great man" notion of heroic leaders, through trait theories, behaviorist theories, situational leadership, contingency theory and on to transactional and transformational leadership." The reason that all of these theories have existed is because it is difficult to pin down exactly what exists in a person or what one can learn that makes them an exceptional leader. All of these theories though have in common that they are trying to find individual "characteristics and behaviors" (Bolden, et al, 2003) that define leadership.

The true task of leadership involves the ability to make change happen. To understand the behavior and traits of a leader, one needs to look at their innate characteristics. The concept of leader traits and attributes is indeed an old one, predating the scientific study of leadership and reaching back into antiquity, across several early civilizations. Although leadership has many definitions and varied criteria for success, it is defined by the assumption that it is an influence process that in many cases is situational.

This theory is based on the premise that there are certain personality characteristics that are essential for a person to possess in order to be a leader. The main emphasis is on what the person is in terms of a constellation of personality traits. This theory searches for that set of universal leadership traits that will assure success. Numerous traits have been suggested: courage, integrity, loyalty, charisma, ambition, intelligence, honesty, clairvoyance, persistence, arrogance, health, political skill, confidence and vision.