1. This article uses mixed methods. Describe the characteristics of this research design and evaluate its appropriateness. Was this design sufficient to address the research objective, or would you suggest anotherdesign?
2. Are the methods used to collect data (e.g. focus group and questionnaires) sufficiently justified and described? What further information (if any) do yourequire?
3. Evaluate the report in terms of its implications for theory and for leaders.
4. Critique the outcomes of this this research Did the researchers’ achieve the stated research objective?
The mixed method of data collection refers to the use of both the quantitative and the qualitative methods of researches. This method of the research includes the collection, analysis and the integration of the quantitative methods of research as well as qualitative methods of research. The quantitative methods that are used for the collection of the data generally consist of the close-ended questions that are related to the concerned subject of research. The close-ended questions that are used for the collection of the data help the researches to collect the needed feedback within a very short span of time and thus relate to the needed research question. The qualitative method of researches however deals with the open-ended questions. These questions might help in the collection of more data from the concerned participants of research. The qualitative research methods are generally concentrated on the discussions that are conducted with the related focus groups and the other participants who have been interviewed in the process of the collection of the data. The qualitative researches allow the collection of a greater amount of data and information on the concerned subject of research. The mixed methods of the data collection help in the collection of a greater amount of data that is required for the completion of the researches.
The research variables in the given article are as enlisted below.
Ladegard and Gjerde (2014) have demonstrated the use of both the quantitative and the qualitative data analysis techniques for the collection of the required data for the assignment. The quantitative methods that were used by the concerned author for the data collection was the distribution of the questionnaire among the various participants. This helped the authors to collect the needed information within a very short period of time. This also helped the authors to gather the unbiased responses from the participants since the involvement of the respondents was anonymous in this case. This helped the authors to collect the information on the beliefs of the concerned employees on the matters that pertained to the development sessions and the training processes that are required for the grooming processes of the leaders of the organization. the qualitative data for the research was collected through the direct interaction with the focus groups which helped in the gathering of the required data for the research subject.
The data collection procedure that was used for the composition of the article refers to the processes that used the questionnaires among the various participants who had responded to the research and the interaction within the various focus groups that were formed with the participants of the research. The questionnaires that were provided to the concerned participants helped them to contribute to the research while maintaining the anonymity while providing the unbiased responses for the purposes of the research. These helped the researchers to gain knowledge on the matters that pertain to the opinions that are shared by the respondents, the managers and the leaders of the organizations in this case. The quantitative process of data collection in this case involved the use of the questionnaires that were related to the training of the leadership coaching. This method helped in the collection of the responses of the concerned responses in a very quick and unbiased manner. The questionnaires helped the concerned leaders to state the feelings of the concerned leader in the matters that pertain to the comfort of the leaders on the matters that are being discussed within the given questionnaire. These might also help in the success of the concerned institution in the longer run. The study reveals that fact that the complete feedback and the system of systematic coaching might have a huge role to play in the lives of the concerned people. The study further puts forth the fact that the self-awareness that is present among the concerned members of the organization is actually a humungous task to accomplish. The anonymity of the respondent has helped the concerned authors to get hold of the unbiased responses from the concerned respondents.
The anonymity of the respondents has helped the concerned respondents to reveal the actual answers through the open-ended questions that were provided to them. A certain section of the respondents has further opined that the leadership coaching might actually prove to be helpful in the matters that pertain to the development of the leadership skills that should be present within the concerned leader and thus help them to provide motivation to the subordinate members of the organization.
The respondents of the research have suggested that the concerned management must pay heed to and incorporate the various suggestions that are put forth by the concerned respondents. They further suggest that the organization must arrange training sessions for the concerned leaders and managers in order to help them to deal with the areas wherein they lack the proper skills. The respondents have opined that this might help them to acquire the skills that they might need in order to perform better towards the overall betterment of the concerned organization.
The article deals with the proper evaluation of the significance of the leadership efficacy within the organization. During the implementation of the self-efficacy theory, the authors Ladegard and Gjerde (2014) have stated that the self-confidence of the concerned individual in discussion is almost enough for providing the concerned individual with the encouragement, mobilization and the motivation of the personality of the concerned human being. The author argue that the leadership of an individual might be referred to the skills and the capabilities that are gained by the concerned individual while gaining experience from the concerned job at hand. The authors further argue that the leadership qualities as depicted by the concerned author must include the confidence of the individual in the matters that pertain to gaining control as well as the confidence in the matters related to the business operations of the given organization. Thus, it might be pointed out that the quality of self-efficacy might be considered to be very important and useful for the leader who demonstrates the quality of efficiency.
The study further focusses on the use of the motivational theories in the concerned workplace. It might be pointed out that the motivation of the employees is highly necessary for the enhancement of the performances that are expected to be delivered by the concerned employees. The authors further suggest that the concerned organizational leader or the manager might need to play a number of roles in order to motivate the subordinate employees of the concerned organization. The leaders and the concerned managers might need to encourage the concerned employees in the matters that pertain to providing the concerned clientele of the company with the best services in the market. The most effective way to motivate the concerned employees is to provide the concerned employees with the rewards and the recognition in their concerned department, providing the employees with the needed appreciation for the endeavors that they might have put in for the completion of the given task. The authors further state that the organizational leaders must put in the efforts in order to facilitate the involvement of the concerned subordinate employees who have been striving towards the achievement of the success and the overall growth of the given company. The leaders of the organization are advised to incorporate the participation of the subordinate employees of the organization in the decision-making process. This might help in the sharing of the various ideas, views and the opinions of the employees in the matters that pertain to the decision-making thereby motivating the employees to engage themselves more with the flourishment of the concerned organization.
The primary objectives of the concerned research article are enlisted below.
The research article in discussion discusses in detail the various matters that pertain to the ways in which the leadership coaching might help in the enhancement of the trust in the leadership of the concerned organization. Ladegard and Gjerde (2014) have through the given research thrown light on the critical evaluation of the leadership coaching as pertains to the field of the increment of the psychological empowerment of the concerned subordinate employees of the concern. It might be pointed out that the concerned research study has met the various objectives that were set by the researchers at the time of the commencement of the research. The major issue that is addressed in the concerned paper pertains to the impact of the leadership coaching on the matters that deal with the enhancement of the self-efficacy of the concerned leader. The primary outcome that is highlighted on the complete evaluation of the issue refers to the factors that are given below.
The study demonstrates the proper implementation of the needed methodological tools in the collection of the needed data for the research. The data was collected through a questionnaire which resulted in the maintenance of the anonymity of the respondents thereby getting acce4ss to the unbiased responses from the concerned participants without any breaches of the ethics. Thus, the outcomes of the research in discussion might be considered to be positive.
References
Ladegard, G. and Gjerde, S., 2014. Leadership coaching, leader role-efficacy, and trust in subordinates. A mixed methods study assessing leadership coaching as a leadership development tool. The Leadership Quarterly, 25(4), pp.631-646.
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