Leadership and Personality

development

Report on Audit Course submitted to

the Savitribai Phule Pune University,
Pune

By
Nishant Khandhar

Roll No: T5463

NBN SINHGAD SCHOOL OF ENGINEERING,

AMBEGAON (BK.), OFF.SINHGAD RD.,
PUNE – 411041 MAHARASHTRA,
INDIA
Year 2022-2023
 CERTIFICATE
This is to certify that the report on Audit Course- I entitled
Leadership and Personality
development
Submitted by
Nishant Khandhar

is a bonafide record of the work carried out by him towards the partial
fulfillment of the requirements of Savitribai Phule Pune University, for the award
of degree of Bachelor of Engineering in Computer Engineering under our
supervision and guidance.

Place : Pune

Prof. Sagar Mane Dr. Shailesh P. Bendale

TG Head of the Department
TE Div. 1 Computer Engineering
 INDEX

Introduction 04

Conflict and Collaboration 05

3 Emotional Intelligence 08

4 Decision making 10

5 Personality and Attitude 13

6 Managing communication 15

7 Time Management 17

Conclusion 18

References 19
 1. Introduction

Leadership has been described as "a process of social

influence in which one person can enlist the aid and support of
others in the accomplishment of a common task", although
there are alternative definitions of leadership. For example,
some understand a leader simply as somebody whom people
follow, or as somebody who guides or directs others, while
others define leadership as "organizing a group of people to
achieve a common goal.”

The importance of Leadership and Personality Development

is that the needs of the industry, there are so many
qualifications a Marketing Establishments want their
employees and their applicants to possess. Experts in the
tourism and hospitality industries emphasized that personality
has a high weight during screening process, though of course,
when applicants get hired, they need to have this striking and
pleasing personality always.

According to the book “Leadership and Personality

Development”, The leadership capacity of a certain applicant is
also being checked with the way they present themselves
during interviews and by considering the way they handled
their past job experiences. All of the companies would not
want to lose millions of their profit, lose their loyal customers.
Such cases of ignoring customers or simply treating them
rudely and indifferently will not be acceptable in any
establishment.
2. Conflict and Collaboration
Teams and groups need to collaborate successfully
to complete projects. Inevitably, conflict occurs.
Managing personalities, deadlines and emotions can be a
challenge. As your small business grows, you may find
that collaboration and cooperation dwindles. Larger
teams need to make more of an effort. Make time to
establish rules, roles and responsibilities. Effective
collaboration and conflict management enables teams to
have healthy debates, develop and maintain trust and
encourage innovative thinking.

1. Establishing standards for leadership behavior sets

expectations for the entire workforce. This may include
making every effort to meet milestones, act with
integrity and respect others. Collaboration requires a
commitment from each individual. Participative leaders
recognize that including all team members in the
decision-making process, acknowledging concerns and
working out conflicts ensures long-term success for the
whole team. This can be a time-consuming activity,
however, and shouldn’t be used during a crisis or
emergency. In that case, a leader needs to take charge,
make hard choices and ensure the health and safety of
Using Online Tools

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3. Emotional Intelligence
Emotional intelligence (otherwise known as
emotional quotient or EQ) is the ability to understand,
use, and manage your own emotions in positive ways to
relieve stress, communicate effectively, empathize with
others, overcome challenges and defuse conflict.
Emotional intelligence helps you build stronger
relationships, succeed at school and work, and achieve
your career and personal goals. It can also help you to
connect with your feelings, turn intention into action, and
make informed decisions about what matters most to
you.
Emotional intelligence is commonly defined by four
attributes:
1. Self-management – You’re able to control impulsive
feelings and behaviors, manage your emotions in
healthy ways, take initiative, follow through on
commitments, and adapt to changing circumstances.

2. Self-awareness – You recognize your own emotions

and how they affect your thoughts and behavior. You
know your strengths and weaknesses, and have self-
confidence.

3. Social awareness – You have empathy. You can

understand the emotions, needs, and concerns of other
people, pick up on emotional cues, feel comfortable
socially, and recognize the power dynamics in a group
or organization.
4. Relationship management – You know how to
develop and maintain good relationships, communicate
clearly, inspire and influence others, work well in a
team, and manage conflict.
4. Decision Making
Decision making is the process of making choices
by identifying a decision, gathering information, and
assessing alternative resolutions.
Using a step-by-step decision-making process can
help you make more deliberate, thoughtful decisions by
organizing relevant information and defining alternatives.
This approach increases the chances that you will choose
the most satisfying alternative possible.
Step 1: Identify the decision
You realize that you need to make a decision. Try to
clearly define the nature of the decision you must make.
This first step is very important.
Step 2: Gather relevant information
Collect some pertinent information before you make
your decision: what information is needed, the best
sources of information, and how to get it. This step
involves both internal and external “work.” Some
information is internal: you’ll seek it through a process of
self-assessment. Other information is external: you’ll
find it online, in books, from other people, and from
other sources.
Step 3: Identify the alternatives
As you collect information, you will probably
identify several possible paths of action, or alternatives.
You can also use your imagination and additional
information to construct new alternatives. In this step,
you will list all possible and desirable alternatives.
Step 4: Weigh the evidence
Draw on your information and emotions to imagine
what it would be like if you carried out each of the
alternatives to the end. Evaluate whether the need
identified in Step 1 would be met or resolved through the
use of each alternative. As you go through this difficult
internal process, you’ll begin to favor certain
alternatives: those that seem to have a higher potential for
reaching your goal. Finally, place the alternatives in a
priority order, based upon your own value system.
Step 5: Choose among alternatives
Once you have weighed all the evidence, you are
ready to select the alternative that seems to be best one
for you. You may even choose a combination of
alternatives. Your choice in Step 5 may very likely be the
same or similar to the alternative you placed at the top of
your list at the end of Step 4.
Step 6: Take action
You’re now ready to take some positive action by
beginning to implement the alternative you chose in Step
5.
Step 7: Review your decision & its consequences
In this final step, consider the results of your
decision and evaluate whether or not it has resolved the
need you identified in Step 1. If the decision has not met
the identified need, you may want to repeat certain steps
of the process to make a new decision. For example,
you
might want to gather more detailed or somewhat
different information or explore additional alternatives.
5. A Personality and Attitude
Role of Personality and Attitude in Organization
Personality contributes in part to workplace
behavior because the way that people think, feel, and
behave affects many aspects of the workplace. Attitude
is another major factor to be considered here. People's
personalities influence their behavior in groups, their
attitudes, and the way they make decisions.
Today, at the hiring stage itself many organizations
are attempting to screen applicants who are more likely
to fit with their company culture. Organizations want to
hire individuals with positive traits and attitudes to create
a healthy environment.
Importance of Personality
Personality is a set of distinctive individual
characteristics, including motives, emotions, values,
interests, attitudes, and competencies. It is a stable set of
characteristics representing internal properties of an
individual, which are reflected in behavioral tendencies
across a variety of situations.
It determines an employee’s fitment in terms of
personality, attitude and general work style. In managing
the day-to-day challenges, it is the personality of the
people involved that affects the decisions taken in an
organization. For example, a manager who cannot
motivate his staff positively risks the integrity of the
team which directly impacts the quality of service
resulting in low productivity.
A manager’s personality greatly impacts motivation,
leadership, performance, and conflict. The more
understanding a manager has on how personality in
organizational behavior works, the better equipped he
will be to bring out the best in people and situation.
Personality Traits
Organizations have greatly evolved over the years in
the way organizations operate and react to situations.
Today they are leaner with fewer levels and more
transparency. Managers are more participative involving
subordinates at all levels. The shift towards more
knowledge-oriented and customer-focused jobs have
rendered more autonomy even at fairly low levels within
organizations.
The constant volatility of the environment affecting
organizations have made them open to changes and
newness. All of these factors have contributed to
personality being seen as more important now than it
was in the past.
Behavior patterns have been a constantly evolving
field of study where psychologists attempt to identify
and measure individual personality characteristics, often
called personality traits which are assumed to be some
enduring characteristics that are relatively constant like
dependable, trustworthy, friendly, cheerful, etc.
6. Managing Communication
Communication is a vital management component
to any organization. Whether the purpose is to update
employees on new policies, to prepare for a weather
disaster, to ensure safety throughout the organization or
to listen to the attitudes of employees, effective
communication is an integral issue in effective
management. To be successful, organizations should
have comprehensive policies and strategies for
communicating with their constituencies, employees and
stakeholders as well as with the community at large.
The following communication topics are discussed
in this toolkit:
 The impact of effective and ineffective communication
on the organization and its employees.
 How to build an effective communication strategy.
 The various constituencies affected by the
communicated information.
 Measuring results.
 How to select the appropriate audience for each type
of message.
 The types of communication methods used in
organizations.

The Importance of a Comprehensive

Communication Strategy
Most HR professionals and organizational leaders
agree that linking corporate communication to business
strategy is essential to effective and consistent business
operations. With a formal and comprehensive
communication strategy, organizations can ensure that
they:
 Communicate consistent messages.
 Establish a recognizable employment brand.
 Deliver messages from the top that are congruent with
the organization's mission, vision and culture.
THE IMPACT OF EFFECTIVE COMMUNICATION
Effective communication may contribute to
organizational success in many ways. It:
 Builds employee morale, satisfaction and engagement.
 Helps employees understand terms and conditions of
their employment and drives their commitment and
loyalty.
 Educates employees on the merits of remaining union-
free (if that is the organization's goal).
 Gives employees a voice—an increasingly meaningful
component of improving employees' satisfaction with
their employer.
 Helps to lessen the chances for misunderstandings and
potentially reduces grievances and lawsuits.
 Improves processes and procedures and ultimately
creates greater efficiencies and reduces costs.
7. Time Management
Time management is the process of organizing and planning how to
activities. Get it right, and you'll end up working smarter, not harder

The highest achievers manage their time

exceptionally well. And by using Mind Tools' time- management r
time – starting right now!

The Benefits of Good Time Management

When you know how to manage your

time effectively, you can unlock many
benefits. These include:
 Greater productivity and efficiency.
 Less stress.
 A better professional reputation.
 Increased chances of advancement.
 More opportunities to achieve your life and
career goals.
Overall, you start feeling more in control, with
the confidence to choose how best to use your time.
And by feeling happier, more relaxed, and better
able to think, you're in a great place to help others reach
Conclusion

Organizations depend on their leaders to lead them in the

direction of prosperity and success. Importance of a leader's
position in an organization can be fairly compared with the
role of a human spine as far as keeping an upright position.
While many leadership behaviors can be modified and
learned to a great extent, what determines the shape of those
learned behaviors is the baseline personality of a leader.
While effective social and interpersonal skills can facilitate
majority of leadership tasks in a shared governance
structure, some leadership situations may call for leadership
styles that dictate the team activities. Therefore, the leaders
should be carefully selected based on the needs of the
leadership position. Ultimately a careful focus on ongoing
leadership development through personal development;
specifically, interpersonal skills development is critical to
assure effective leadership.
References

1. Lilienfeld SO, Waldman ID, Land eld K, Watts AL,

Rubenzer S, Faschingbauer TR. Fearless dominance and the
U.S. presidency: Implications of psychopathic personality
traits for successful and unsuccessful political leadership.
Journal of Personality and Social Psychology. 2012; 103: 489-
505.

2. Odom, Summer F, Boyd, Barry L, Williams, Jennifer.

Impact of Personal Growth Projects on Leadership Identity
Development. Journal of Leadership Education. 2012; 11: 49-
63.

3. Van Eeden R, Cilliers F, Van Deventer V. Leadership

styles and associated personality traits: Support for the
conceptualization of transactional and transformational
leadership. South African Journal of Psychology. 2008; 38:
253-267.