Which two traits do you think are most like those of managers in large companies?consider the six personality characteristics of entrepreneurs( internal locus of control, high energy level, need to...
consider the six personality characteristics of entrepreneurs( internal locus of control, high energy level, need to achieve, self-confidence, awareness of passing time, and tolerance of ambiguity). Which two traits do you think are most like those of managers in large companies? which two are least like those of managers in large companies?
Since you specify that this is a large company, I think that self confidence is an absolutely essential trait. Managers in large companies must be able to interface with a lot of different people successfully, and that would demand having a lot of faith in yourself and your own decisions. I think a high energy level would e important over time to keep the manager productive and avoid burnout.
I think an internal locus of control might actually be a bad thing for a manager in a large company, because the larger a company is, the less autonomy its employees generally have. For the same reason, tolerance of ambiguity, while a strength in a rapidly changing situation, would not be called for in a big, and presumably stable, company.
In a large company, the two traits needed for managers are the need to achieve and self confidence. This is because their number one goal is lead a successful comapany, therefore, they need to want to set and reach goals. Self-confidence is necessary because s/he needs to believe that they are making the right decisions. The least needed traits are awareness of passing time and tolerance of ambiguity. A manager at a large company will not put with ambiguity or vagueness. They usually want definitive answers and solutions to any problems. A large company runs much differently than a small company and managers require a different skill set to be successful.
I actually think that the larger the company, the more tolerance for ambiguity is needed. Good managers, I would argue, understand that the world can't be understood in blacks and whites, and that decisions bring consequences that have to be weighed against their benefits. I also think self-confidence is high on the list, because leaders have to be willing to make decisions that affect people's lives and jobs. It takes a high degree of self-confidence to make these sorts of decisions.
Different managers have different styles, just as different companies have different structures and ways of working within those differing organizational frameworks. A manager who is very "hands-on" in style would probably be exhibiting a high energy level and a need to achieve. A manager who is good at delegating and leading with a teamwork approach is probably high in self-confidence and tolerance of ambiguity.
As a manager of a large company, the most valuable traits would definitely be high energy and self-confidence. A leader should believe in himself before he can ask others to follow. High energy would help the manager deal with the high-stress demands of the job. The least likely trait would probably be internal locus of control, because the manager would need to delegate responsibility if the company was very large.
I would say that the two that are most like such managers are "need to achieve" and "self-confidence." I think that people do not get to be managers in large companies without these. I think the two that are least like such managers are "internal locus of control" and "tolerance of ambiguity" since those do not go well with work in a bureaucracy.
The least likely trait seems to be tolerance of ambiguity. As a manager working to organize hundreds of people, there is not much room for ambiguity and impression. Understanding the specifics of the business and what is going on within it would appear highly important for a manager of a large company.