Defend or refute: Personality assessment instruments are accurate ...

[Mollykgkg]

Defend or refute: Personality assessment instruments are accurate ways of identifying
  potential leaders within organizations.
 
  What will be an ideal response?

Question 2

Compare the earlier LMX studies, which described in-groups and out-groups to the leadership-making studies in which there are three phases. How is it more helpful to describe LMX in three phases instead of categorizing in- and out-groups?
 
  What will be an ideal response?

[miss_1456@hotmail.com]

Answer to Question 1

If one holds the view that personal attributes are fixed and cannot be developed, then identifying desired traits is one way of assessing potential leadership of organizational members. Assessment instruments are limited in effectiveness in that organizations and their environments change over time and the traits that serve members well in one setting may be less effective in another. If one holds the view that personal attributes can be developed, then assessment instruments may be useful in identifying initial desirable traits and, later on, measuring members' progress in developing these traits. Personality assessment instruments, however, do not give the full picture of a person's capabilities.

Answer to Question 2

Answers will vary but should include a discussion/definition of both in- and out-groups. Rather than reiterating what happens in each phase in leadership-making, good answers will describe the process of developing from low- to high-quality relationships between leaders and followers. These descriptions should include the roles, exchanges, interests, and influences of the three phases.