Assessment of organizational leadership

Abstract

A study was carried out to stress personal8. c t e z'is t i os o f l eadel's in bussiness oz'ganizations. 98 l"lxec utives fl'om fOUl' l'enowned ol'ganizations were in c luded in t he study, To lIleaSUl'e the ohaz'acteJ'istics of executivdS two qllestionn8.il· es~ '''el'e used~' one '''as a da t a s hee t, t o obtain demographic information and the o tJle l ' ,,,as a qLlesti onnail'e, oomprising of seven scales o f Bl'iti s h vel'sion o f' Calil'oz'nia Psychological Inven t or,v (CPI ) . These scal e s~ as indicated b ,v vari ous s tud i a s , meas/Jl'e ,1 sadez'ship tl'ai ts. The questionnaires '''8 z'e used execu ti ves t o s ee if diff ez'ed the more sLlccessful busi n ess significantly in t e l'ln5 o f pel'svnalit .v pI'ofile f r om the executi ves who are not so sl1ccessful in tel'ms of s uocess i n organizations. The o z' i tel'i a o f l ead el's hip Sl1ccess in ol'ganizati on was the !lumbe r o f p I'omo tions a ohi e ved and salary to whioh the employee had ascended, The 1'8S0 1 ts showed signifi can t diffa l'en oe sLlccessful and unsuccessful executives on six OLlt of seven soales i. e. Dominance ( Do) , Cap a.city for status (es), Sooiability (So), Achievement via independence (Ai), Hanagerial Potential ( Hp) and WOI'k orientation (Wo) soale, The diffel'enoe be t r,Te en two was not significant on re s p onsibility (Re),