Hi, I am looking for someone to write an article on role of transformational leaders as change agents Paper must be at least 2500 words. Please, no plagiarized work! In order to manage type A personalities effectively, leaders should make efforts to understand their specific personality traits. Moreover, it is important to establish what they value most in their lives and things that they consider as priorities. Type A individuals are a unique set of personalities who are characterized by an obsession with work and competitiveness. They exhibit a competitive spirit in everything that they indulge in. They are individuals who are determined to emerge as the best. They are unlikely to settle for less and prove to be extremely ambitious. Their ambition is what leads to an ardent obsession with work. They exhibit concern for meeting stringent deadlines and have a sense of urgency that defines their entire lives (Hanif & Sarwat 2011, p. 93).
Usually, their sense of urgency may lead them to exhibit a high level of impatience, especially when things do not happen at the pace they want. Their impatience may often lead to a high level of frustration, especially when they are expecting something or they want to complete a certain task. Their frustrations may eventually develop into stress and depression. This may make them very hostile and aggressive. They easily become overwhelmed by anger and can prove to be discourteous. On the other hand, type A individuals are oriented with a high level of achievement. In the workplace, they are defined as enterprising people. Their weakness emerges when they overdo themselves in an effort to compete with others and appear as the best (Hitt, Miller, & Colella 2011, p. 89). Usually, this spirit may serve to depress them and take them down eventually, if they do not achieve what they want.
In the workplace, type A personalities overburden themselves with numerous responsibilities, proof to be highly competitive and ambitious. Therefore, leaders must have a strategy of ensuring that they tap in the potentials of these individuals for the benefit of the organization. For example, giving them space to carry out tasks without direct supervision can make them register a high level of performance.