Trait Theory

‘Traits are the distinguishing personal characteristics of a leader, such as intelligence, honesty, self – confidence, and appearance’ (Ghee & Daft 2004, p. 45). ‘Traits theory basically states that leaders are born’ (Shead 2007). On contrary to leadership as an inborn trait, behavioral theory believes that managers’ leadership potential can be trained.

Leaders deal with rapid changes environmental concerns, transforming the values, beliefs and attitudes of the followers. The ideal leader must be ethical, flexible, proactive, analytical, strategic, culturally competitive and adept at competitive positioning.

Many studies searched for a limited set of traits, which would make someone be viewed as successful leader. According to Cohn &

Integrity keep everything secure and leads to higher productivity. Also, it is not possible to lead others without empathy, without knowing the emotions and needs of followers. Without being able to "put yourself in the other person 's shoes". Empathy companied with integrity drives trust. Emotional intelligence is about self-awareness. It is a critical trait for leaders to master. Vision is required by the leader. It gives direction and inspiration to the followers toward future goals. But leadership requires and good judgment, especially in evaluating difficult situations and focusing on what it is important for the team. A person who leads will be on the forefront of issues, will have to face critisicsm, attacks, setbacks ets. It needs courages for someone to lead. Finally, all leaders needs passion, a quality that boosts morale, promotes synergy and can drive organizations in expansion of through difficult times.

All these traits are the basic building blocks of leadership and all the other aspects as good communication, innovation, crisis management etc flow from these seven. Each trait is an essential piece of a good leader. Other qualities such as charisma, fearlessness, persistence, toughness it seems that is not reliable indicator of an effective

Managing diversity in the workplace should be a part of the culture of the entire organization. Moreover, restaurant personnel that are prepared for a change in demographics will be prepared for the future as the customer base changes as well as the applicant pool. The restaurant will also be able to experience many of the advantages that a diverse workplace can bring, such as attracting and retaining the most qualified candidates and welcoming diners who prefer to patronize establishments that employ a diverse workforce (Byrd-Giles, 2003). With all the positive aspects that diversity brings to a company, some would see a few disadvantages. Some employees may feel threatened or uncomfortable by working with individuals of a different age, sexual orientation, or