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3. If a leader being highly self-confident in his working condition, it will become a threaten in his own business. Although he gains the power of control to the company, but sometimes, he can't be easily to convinced his employees to follow his instruction. Besides that, the leader who being highly self-confident always believe his way of doing things. For example, if he thinks the suggestion from employee A is right, then it is right; if he thinks the suggestion from employee B is wrong, then it is wrong, he can't accept others' perspective.

6. A leader who being rude and inconsiderate could be consider as non-authentic (phony). He is acting polite and friendly towards consumers and member of management but being wicked and bad behavior towards employees. Another key indicator of phoniness would be to frequently compliment a worker, and then give that worker a low performance evaluation.

7. I think my best-developed leadership traits is openness to experiences. Willing to experiment with unproven methods and approaches. Be open to the subordinates or members suggestion, and encourage group work as this motivates the members and like to share some personal experience and knowledge to other people.

9. I think the most oustanding leadership traits, motives and characteristic is self-confidence. Leaders need to believe in their leadership skills and ability to achieve objectives. The group members will always follow the leader who has self-confidence because they will be lead in a good way by the self-confidence leader.

10. The reason why they still conducting such interview while many people disagree with the traits approach to leadership is, the interview is the most important process before a company want to recruit any employees of the department. The interviewer can understand what are the interpersonal skill the interviewee have and what kind of capability he/she own in order to contribute to the company. The interviewer can also asses characteristic of interviewee which closely related to the traits approach through the interview.

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Q3. Being highly self-confident may lead to an error in judgment. Because if the leader are highly self-confident with their solution or the way he doing, it is hard for him to accept others suggestions. He very confident with their solution and believe that their solution is 100% correct. But sometimes a leader have highly self-confident may ignore some small detail.

Q6.The attitude to their followers and to customers or top management are differently. To their followers he/she no patience to explain or guidance them on how to do the job. To the customers or the person who are higher position then he/she, he/she will act like very patience, very friendly and very good to get along with.

Q7. Team orientation. willing to corporate with others, listen to others opinion or suggestion and achieve the goal together with team members.

Q9.Enthusiasm. Very passion on teaching, and willing to share more information with us.

Q10. The interviews is to assess personal characteristics that would be related to job effectiveness. Another purpose of the interview is to assess interpersonal skills, which are closely related to traits. If the interview were simply used to discuss the terms of employment and to assess experience, then the interview would not be inconsistent with a trait approach.

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Q3. Self-confidence is necessary for leaders to take risks and accomplish high goals. Confidence is good. People want to follow a confident leader. They want to follow someone who believes in what they are doing and where they are going. But there is a line that can be crossed where confidence turns into overconfidence. It is where a strength becomes a weakness, where an asset becomes a liability.Overconfident leaders assume that they always know best. And they assume that those with differing opinions are somehow less experienced, less knowledgeable, or less understanding, or less of a visionary. Even when valid, differing opinions are presented from trusted sources, they will not give these opinions much attention.

Q6. Few things can discredit a leader faster than being perceived as phony. Sometimes, leaders will say what they don’t believe, sugarcoating the truth so people hear what they want. While these words may appeal to their aspirations, they’re really adopted for appearances. They’re window dressing for cultures that still operate under the same dying command-and-control model. Leadership’s words may reflect their ideals, but they also reveal how their personal faults have corrupted their delivery. And they expose a team that lacks the courage to trust and respect its people.

Q7.  Confidence:

Unfortunately, confidence can be one of those things you either have or don’t have, but I believe that it can be practiced and learned.
Confidence has to do with your inner perception of your ability to fulfill a particular role and is built through your experiences and dealings during your life.
To build your confidence you need to be open to new experiences and be willing to fail or you’ll never grow and find the strength needed to push the limits of what you’re capable of.

Q9. Motivated leaders desire to achieve above and beyond expectations. This comes from their passion, pride and desire to become better and the motivation to do things better than everyone else. To succeed as a leader, you need to be motivated, and no one else can do that for you except your self.

Q10. Interpersonal skills are the life skills we use every day to communicate and interact with other people, both individually and in groups. People who have worked on developing strong interpersonal skills are usually more successful in both their professional and personal lives.

Find more at: http://www.skillsyouneed.com/interpersonal-skills.html#ixzz4SJNHeizj

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Q3
Self-confidence is the fundamental basis from which leadership grows. Trying to teach leadership without first building confidence is like building a house on a foundation of sand. It may have a nice coat of paint, but it is ultimately shaky at best. While the leadership community has focused on passion, communication, and empowerment, they've ignored this most basic element and in the process they have planted these other components of leadership in a bed of quicksand.

Q6
For many workers, a sure-fire indicator of a manager being phony would be acting polite and cordial toward members of management, and customers, and being rude and inconsiderate toward workers in his or her own department. Another key indicator of phoniness would be to frequently compliment a worker, and then give that worker a low performance evaluation.

Q7
Part of this answer could come from feedback the person has received, such as having received many compliments for being enthusiastic or having good problem-solving ability. Another part of the answer could come from introspection about leadership tasks the person has performed well. For example, the person might think he or she has high resilience based on having helped a group work through a high-pressure situation such as lacking funds.

Q9

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Q3. Confidence is generally seen as a prerequisite characteristic of effective leaders, but one recent research shows how “overconfidence” can be both helpful and detrimental. It has been identified two elements of overconfidence which are not seeing deficiencies and expectations of positive outcomes and their effects on leaders’ performance.First,  leadership training and development programs in organizations should encourage leaders to think about potential problems/errors/obstacles when they are developing solutions to problems and developing vision statements. Second, organizations have to be careful in leadership selection to not focus too heavily on confidence.
Confidence and self-assurance may be helpful interpersonally for a leader, but leaders must really have a critical and evaluative focus on themselves and their work in order to have effective performance.

Q6. Based on my conclusion I state that an authority conduct that as often as possible prompts a view of phoniness is the point of which the pioneer boasts to the upper administration about the gathering being extraordinary. Additionally, a pioneer who is beguiling toward bosses, however, egotistical toward subordinates is normally seen as inauthentic. However, a similar pioneer frequently disparages the gathering exertion in his or her day by day associations with the gathering. Another pointer of phoniness is the point at which the pioneer once in a while ever censures a gathering part, yet gives that individual an exceptionally negative execution assessment

Q7. Task Related Personality Traits where there is a passion for the Work and the People which means that working in the field that really you love and willing to contribute such as Self-Management, Social Awareness ,Relationship Management, Flexibility and Adaptability, Internal Locus of Control and much more. Nowadays in any organizations, people hire people who can perform multi-tasking activities for the better productivity improvement.

Q9. As an example, as an I student might note that the professor/instructor is highly enthusiastic. This wich means that

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Q3 : if you find any area of deficiency, work on that deficiency steadily.for example perhaps you are not perceived as taking the tim eto understanding a point of view quite different from your own
Q6: For many workers, whose indicator of a manager being phony would be acting polite , and customers, and being rude and inconsiderate toward workers in his or her own department.
Q7: Finding the cluster of traits to emphasize is usually much more useful than emphsizing on trait. you might be a leading a group , for example that is worried because it needs a creative idea to become more productive . here you might emphasize your cognitive skills, be assertive about expressing your ideas, and also expree an enthusiasm about the group's chances for success.
Q9 : mindfulness , which refers to being more aware of your thoughts and actions, reflect carefully on how you react to people and what you are thinking, pay carefully attention to the moment. for example, you might be participant in an intense meeting , and you think of a witty moment that a first you feel cannot wait. through mindfulness, you might decide to postponed the moment until a less intense moment.
Q10: interpersonal skills, If the interview were simply used to discuss the terms of employment and to assess experience, then the interview would not be inconsistent with a trait approach.

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Sharmaine nisha bt Ahmad faurani 1112703024 

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Sharmaine nisha bt Ahmad faurani 1112703024 

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This is individual exercise. Attempt Question 3, 6, 7, 9 and 10

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This is individual exercise. Attempt Question 3, 6, 7, 9 and 10