Meta-Analytic Review Of Authentic And Transformational Leadership

Literature Review on Research Article

Discuss about the Meta-Analytic Review Of Authentic And Transformational Leadership.

The literature review helps in conducting a proper leadership coaching analysis wherein it has been seen that this is basically the training conducted by the managers and leaders. Furthermore, it has been described that this is counselling about the issues related to work and this helps in improving the overall effectiveness of the same (Banks et al. 2017). The unique nature of the leadership coaching lies in the way wherein it has been noticed that the respective needs of the leaders are being provided with importance and this is one of the flexible kind of process and this involves the certain elements such as assessment, support and challenge as well.

Furthermore, it has been noticed that the leadership coaching has a positive impact and this is significantly associated with the different leaders in an effective manner as well. The growing body of the literature on the coaching of leadership has taken the practitioner perspective and the academic approach of the leadership coaching has been far behind.  The different variables are being explained through the focus group discussion and the main generic objectives in the respective study includes the generic level of outcomes and this is one of the essential theory for development as well.

The leader role-efficacy is required to be maintained in an effective manner as the self-efficacy is referred to the confidence of the different managers of supervisors as to mobilize motivation and successfully execute the tasks in an effective manner (Junker and van Dick 2014). The self-efficacy beliefs have been connected with the domain of leadership and this is known as leadership self-efficacy. Furthermore, it has been explained that LSE is broadly defined as the confidence of the leaders on their subordinates as this will help in contributing towards the strengthening of the effort towards perseverance and action in the workplace.

There are different kinds of strong indications of salience of LSE in the literature as this strongly correlates with the personality and this helps in prompting the discussion of the trait vs state like properties (Avolio and Yammarino 2013). There are different empirical indications of the organizational context antecedents and this can be analyzed that LRE can be developed with usage of the leadership coaching. There are different hypothesizes that has been conducted wherein the trust among the subordinates can be analyzed and these kinds of recent developments in the leadership theory is enabled and produced by different relational processes (D’Innocenzo, Mathieu and Kukenberger 2016). 

Evaluation Appropriateness and Characteristics of the method of Mixed Research Design

Lastly, it has been seen that in order to advance research and theory on the respective issue, the leadership coaching impacts not the LRE, but the trust among the subordinates as well. Furthermore, the leaders need to develop sense of role efficacy as this will help the managers in the organization to understand and gain trust among the different subordinates in an appropriate manner (Banks et al. 2016). Based on different empirical findings, it can be proposed that the leadership coaching will influence LTS and this helps in facilitating the willingness of the leaders and this engages in risk taking behavior and delegates the different responsibilities among the different individuals in an effective manner.

The mixed research method has varied advantages. The primary advantage is that it comprises of different components of both qualitative as well as quantitative research and is made up of the positive aspects of both the research aspects. Hence, the given advantage helps in overcoming the different shortcomings of the two approaches combined and goes a long way in helping the research to gain advantage of the components of both the research types.

The second advantage of the mixed method of research is that it assists the researcher by recognizing the knowledge and its related value so as to foster an environment which is based on the construction of various means of qualitative research which is then based on the knowledge and then it is often based on factual aspects belonging to different arenas as well where the people reside or the individuals tend to base their knowledge upon (Antonakis and House 2013).

Another notable feature of the method of mixed research approach is that the given method of approach is based on the underlying assumption that it rejects the dualism and this goes a long way in helping to set the face based which will then go along with the methodologies which are subjectively based and tend to create value just when they tend to be exclusive from one another. Moreover, it can be witnessed that there exists a combination of the quantitative as well as the qualitative approaches. This assists in the analysis of the different effects of leadership coaching among the different subordinates and the leaders by an application of the two phase exploratory design.

The given study was conducted in a mechanism which has used the elements of mixed methods. In this manner, it made use of both the quantitative as well as qualitative methods which helped to analyze the outcomes of the leadership and coaching program. This provided help during the analysis which then assisted in conducting the given study by application of the focus groups with the different types of researchers as well. The mixed design approach also contributes towards the design formation of leadership coaching. The primary focus of the focus group was to fulfill the objectives (Landis, Hill and Harvey 2014). The chosen objective was to understand the outcome and the primary essence of the concept of coaching. The main objective was to also understand the effectiveness of coaching on the basis of leadership. It comprised of leadership tools. These tools had a huge effect on the whole organization and even impacted the employees who performed the operations in a company.

Implications for Theory and for Leaders

Additionally, the mixed research design as adopted by the author was also suitable for handling the different operations related to leadership as it went a long way in the analysis of the different data present and research design which was qualitative and quantitative. The primary positive aspect of the study is that the research method adopted provided the opportunities to allow development as well as expansion

There are different relative theories that has been described in the article that acts as the leadership development tool. Both LRS and LTS have to be included in the different kinds of conceptual models of leadership that will help in gaining effectiveness in the leadership practices. Furthermore, the relational theory of leadership helps in offering view on the leadership as the mutual kind of influence process between the subordinates and the leaders working in the organization (Tian, Risku and Collin 2016). With the help of this respective theory, the leadership self-efficacy will be essential in nature to gain the trust among the different subordinates in the organization.

With the different implications of the empirical studies, it can be analyzed and understood that the trust among the employees in the organization, the propensity of the leaders is essential as to analyze the trust factor that is required to be gained by the individuals in the organization to perform better in the different tasks that is performed by them (Dinh et al. 2016). The coaching of the leadership is relevant to delegate the responsibilities in an effective manner. Additionally, in order to advance theory along with research in the respective issue, this can be analyzed that the different leadership coaching will impact on LRE and the trust among the subordinates.

Furthermore, it has been argued that the transformational and transactional leadership approaches will help in influencing by the increased trust of the different leaders on their subordinates working in the organization (McCleskey 2014). Based on different kinds of arguments and previous kind of empirical findings, this can be seen that there two kinds of attitudinal outcomes, this helps in influencing the increased trust of the superiors on the different subordinates. The relational theory in the leadership helps in relating to the self-efficacy of the leaders working in the different organizations and analyzing their trust factor on the subordinates as well (Day et al. 2014). 

Lastly, it can be analyzed from the literature review that the role efficacy of the leader is essential and this is essential for gaining confidence about the different abilities to mobilize the motivation along with courses of action and this will help in executing the specific task within the given context. There are different strong indications of the salience of the LSE that will be instrumental in nature as the self-efficacy of the leaders have to be strongly correlating with the empirical indications of the different organizational contextual antecedents.

In these leadership theories, it can be analyzed and observed that the coach behavior is effective in nature to understand and estimate the different general principles and this will create influence on the trust of the supervisors on their subordinates as well. The different methods and procedures are essential and required in nature to understand the correlation between the different LTS and LRE compared with the control group as to analyze such circumstances (Northouse 2018).

The main results as observed from the given study was based on was the contribution towards the development of the leadership theories and identification of coaching as an effective tool of leadership (Day et al. 2014).  The given study concentrates on the study of leadership and is an addition to the knowledge base which comprised of formative as well as summative evaluation. The primary question was to understand whether coaching is an important component of leadership. The most positive aspect of the study is the use of both qualitative as well as quantitative aspect of study which is popularly known as the mixed research method. This was done to understand the various opportunities that lie in place for the purpose of expansion and development. The author has used various sources and data which then provides a clear picture of the different effects of leadership and the use of coaching as an effective tool.

The various researchers have attempted to be able to achieve the different research objectives and they have been successful up to a certain extent but there lied certain limitations with respect to the same. The main challenge that stood on the way of the studies related to coaching were with respect to the selection biasness possibility.  There have been various studies in the past but it was observed there studies were also limited and generalized in nature (Washington, Sutton and Sauser Jr 2014). They utilized the nature of different leaders and described coaching as a motivational tool for a leader with respect to the same context.

Moreover, the primary objective of the study was based on the contribution of the development of concepts relating to team development and this went a long way in the analysis of the criticalness of the participation of various employees while decision making. The study was taken place in Norway and this helped in understanding of the specified culture and was not that relevant for the different countries as well.

The design of the study needs to be commended however it was prepared in a manner such that it could not be applied to other countries where there was an absence of the similar cultures. These differences assisted in difficulty of the handling the different issues in a proper way (Miner 2015).  Hence, the limitations of the study primarily come from its differences in various perceptions which was initiated in the pre post design as well as the control group design. This contributed to creation of differences in opinions.

References

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Avolio, B.J. and Yammarino, F.J. eds., 2013. Introduction to, and overview of, transformational and charismatic leadership. In Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition (pp. xxvii-xxxiii). Emerald Group Publishing Limited.

Banks, G.C., McCauley, K.D., Gardner, W.L. and Guler, C.E., 2016. A meta-analytic review of authentic and transformational leadership: A test for redundancy. The Leadership Quarterly, 27(4), pp.634-652.

D’Innocenzo, L., Mathieu, J.E. and Kukenberger, M.R., 2016. A meta-analysis of different forms of shared leadership–team performance relations. Journal of Management, 42(7), pp.1964-1991.

Day, D.V., Fleenor, J.W., Atwater, L.E., Sturm, R.E. and McKee, R.A., 2014. Advances in leader and leadership development: A review of 25 years of research and theory. The Leadership Quarterly, 25(1), pp.63-82.

Dinh, J.E., Lord, R.G., Gardner, W.L., Meuser, J.D., Liden, R.C. and Hu, J., 2014. Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives. The Leadership Quarterly, 25(1), pp.36-62.

Junker, N.M. and van Dick, R., 2014. Implicit theories in organizational settings: A systematic review and research agenda of implicit leadership and followership theories. The Leadership Quarterly, 25(6), pp.1154-1173.

Landis, E.A., Hill, D. and Harvey, M.R., 2014. A synthesis of leadership theories and styles. Journal of Management Policy and Practice, 15(2), p.97.

McCleskey, J.A., 2014. Situational, transformational, and transactional leadership and leadership development. Journal of Business Studies Quarterly, 5(4), p.117.

Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership. Routledge.

Northouse, P.G., 2018. Leadership: Theory and practice. Sage publications.

Tian, M., Risku, M. and Collin, K., 2016. A meta-analysis of distributed leadership from 2002 to 2013: Theory development, empirical evidence and future research focus. Educational Management Administration & Leadership, 44(1), pp.146-164.

Washington, R.R., Sutton, C.D. and Sauser Jr, W.I., 2014. How distinct is servant leadership theory? Empirical comparisons with competing theories. Journal of Leadership, Accountability and Ethics, 11(1), p.11.