INTELLIGENCE G LEADERSHIP AND THE BIG 5 Revised September 2018 Prof Robin Matthews lecture and seminar 11/11/2018 robindcmatthews.com

summary Leaders and managers: normal and extreme events (black swans) Leadership is a latent variable (factor) Basics of factor analysis Intelligence the g factor Correlation is a necessary condition for causation not a sufficient condition Trait theories The big 5 Leadership and personality 11/11/2018 robindcmatthews.com

A FEW ASPECTS: SEE ELSEWHERE FOR MORE DETAILED DISCUSSION LEADERSHIP A FEW ASPECTS: SEE ELSEWHERE FOR MORE DETAILED DISCUSSION 11/11/2018 robindcmatthews.com

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leadership 11/11/2018 robindcmatthews.com

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Leadership styles Although the way managers manage will vary from individual to individual, there are three main leadership styles that are identified in business: authoritarian leadership democratic/participative leadership laissez-faire leadership 11/11/2018 robindcmatthews.com

Laissez-faire leadership These leaders leave their colleagues to get on with their work without supervision or control. The leader will often set boundaries and a given task and not monitor until it is complete. Pros Employee motivation is high. Workers are often most creative with this form of management. Cons Manager control is required at times and this lack of involvement can lead to mistakes or failed projects. 11/11/2018 robindcmatthews.com

Democratic leadership Also known as participative leadership, where workers will contribute in the decision-making process. There is considerable scope for involvement and participation. Pros Worker involvement encouraged, which can lead to better decisions. Motivation is high and labour turnover low. Cons Consultation with staff can be time consuming. Should staff be involved in some areas of the business e.g. sensitive or more complex issues? 11/11/2018 robindcmatthews.com

Authoritarian leadership Also known as autocratic leaders, they are strict and tell workers what to do. They have a high level of control: they make all the decisions themselves and expect no input from workers. Pros Quicker decision-making process Workers are closely supervised so less mistakes. Cons Employee motivation can be low. Labour turnover can be high. Less creativity due to lack of worker input. Laissez-faire 11/11/2018 robindcmatthews.com

G INTELLIGENCE FACTOR 11/11/2018 robindcmatthews.com

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, Comprehensive knowledge 11/11/2018 robindcmatthews.com

Low and high ‘g’ correlations 11/11/2018 robindcmatthews.com

THE BIG 5 PERSONALITY TYPES 11/11/2018 robindcmatthews.com

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LEADERSHIP EMERGENCE AND EFFECTIVENESS SOME EMPIRICAL TESTS THE BIG 5 LEADERSHIP EMERGENCE AND EFFECTIVENESS 11/11/2018 robindcmatthews.com

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AMONG OTHERS I HAVE USED THE FOLLOWING SOURCES Bibliography Andriani, Pierpaolo, and Bill Mckelvey. "Beyond Gaussian Averages: Redirecting International Business and Management Research toward Extreme Events and Power Laws." Journal of International Business Studies 38, no. 7 (2007): 1212-230. doi:10.1057/palgrave.jibs.8400324.   "Article Tools." Organization Science. Accessed February 28, 2018. https://pubsonline.informs.org/doi/ref/10.1287/orsc.2017.1113. Bouchard, Thomas J., and Matt Mcgue. "Genetic and Environmental Influences on Human Psychological Differences." Journal of Neurobiology 54, no. 1 (2002): 4-45. doi:10.1002/neu.10160. Judge, T. A., Bono, J. E., Llies, R., & Gerhardt, M. W. (2002). Personality and Leadership A Qualitative and Quantitative Review. Journal of Applied Psychology, 87, 765-780. - References - Scientific Research Publishing. http://www.scirp.org/reference/ReferencesPapers.aspx?ReferenceID=1129996. Stacey, Ralph D. "The Science of Complexity: An Alternative Perspective for Strategic Change Processes." Strategic Management Journal 16, no. 6 (1995): 477-95. doi:10.1002/smj.4250160606. 11/11/2018 robindcmatthews.com

APPENDIX 11/11/2018 robindcmatthews.com

The standard deviation (often SD) is a measure of variability The standard deviation (often SD) is a measure of variability. When we calculate the standard deviation of a sample, we are using it as an estimate of the variability of the population from which the sample was drawn. For data with a normal distribution,2 about 95% of individuals will have values within 2 standard deviations of the mean, the other 5% being equally scattered above and below these limits. Contrary to popular misconception, the standard deviation is a valid measure of variability regardless of the distribution. About 95% of observations of any distribution usually fall within the 2 standard deviation limits, though those outside may all be at one end. We may choose a different summary statistic, however, when data have a skewed distribution.3 The standard error of the sample mean depends on both the standard deviation and the sample size, by the simple relation SE = SD/√(sample size). The standard error falls as the sample size increases, as the extent of chance variation is reduced—this idea underlies the sample size calculation for a controlled trial, for example. By contrast the standard deviation will not tend to change as we increase the size of our sample. A confidence interval does not quantify variability. A 95% confidence interval is a range of values that you can be 95% certain contains the true mean of the population. This is not the same as a range that contains 95% of the values.

Factor I Extroversion, Sociability, Surgency High Low Sociable Energetic Adventurous Enthusiastic Outgoing Low Quite Reserved Shy 11/11/2018 robindcmatthews.com

Factor II Agreeableness High Low Forgiving Kind Appreciative Trusting Sympathetic Low Cold Unfriendly Quarrelsome 11/11/2018 robindcmatthews.com

Factor III Conscientiousness High Low Organized Thorough Deliberate Responsible Precise Low Careless Disorderly Frivolous 11/11/2018 robindcmatthews.com

Factor IV Emotional Stability (Neuroticism) High Low Tense Moody Anxious Fearful Touchy Low Stable Calm Contented 11/11/2018 robindcmatthews.com

Factor V Openness to Experience Low Curious Imaginative Wide interests Original Intelligent Low Narrow interests Simple Shallow 11/11/2018 robindcmatthews.com