In the current business environment, the different individuals in the organizations are looking for better kinds of opportunities in the different companies. In such scenarios, the authentic leaderships play a major role in improving the relationship between the leader-member exchange and this will improve the overall effectiveness and productivity of the organization in an effective manner. The LMX approach will help in bringing the overall effectiveness and positivity among employees and this helps in increasing the overall productivity of the organization as well.
The authentic leadership helps in creating a positive kind of impact on the performance of the different followers and the LMX theory is being characterized in such a manner which will include high level of decision influence and access to the various kinds of resources as well. Furthermore, with implementation of the LMX approach, the psychological capital of the employees in the organization will be improved in an effective manner as this will increase the optimism, self-efficacy and resiliency.
Wang et al. (2005 p.120) has commented that the complimentary congruity theory helps in matching between the behaviours of the different leaders along with capabilities along with the corresponding needs of the followers which will help in creating a positive impact on the organizations in an effective manner. On the contrary, Wang et al. (2014 p.120) has opined that the on the basis of complimentary perspective, this can be analysed that authentic kind of leaders help in improving and enhancing the performance of the different leaders and this will help in creating positive and high level of PsyCap which assist in understanding that the employees or followers are optimistic, resilient and efficacious in nature. A positive along with genuine ethical form of leadership is termed as the authentic kind of leadership which helps in supporting the different kinds of employees in performing the various kinds of tasks in an appropriate manner. Brunetto et al. (2016 p.750) has commented and opined that the theory building in the entire process of underlying along with formulating different kinds of strategies which will help in improving the challenges and this will improve the overall productivity of the organizations in an effective manner. Wang et al. (2014 p.5) has commented that the authentic leadership has similar kind of effect with PsyCap in different kinds of terms which influence the job performance of the various followers by building psychological resources which are effective in nature. There are four major components of the PsyCap which are hope, efficacy, resilience along with optimism helps in representing that the positive kind of psychological resources helps in introducing the desirable outcomes in the organizations effectively. Wang et al. (2005 p.120) has commented and identified that the significant relationships between the LMX and the different work outcomes have been documented in a well-established manner, this will help in managing along with motivating the different individuals effectively. Wang et al. (2014 p.120) has tried to identify the different kinds of mechanisms through which the different kinds of leaders exert their actual influence on the attitudes and the behaviors of the leaders and the employees who are working in the organization effectively.
Wang et al. (2005 p.21) has commented that in case of the different professionals in various organizations in which this can be seen that there is huge scope for providing them and influencing them with the different kinds of hope and optimism and this will improve the performance of the professionals in the organization as well. Additionally, Burnetto et al. (2017 p.755) has commented that these are the major four components of PsyCap leads to the desirable outcomes in organizations in which this will change the overall attitude of the professionals towards the tasks which is being performed by them. Furthermore, Burnetto et al. (2017 p.755) had commented and opined that the differentiation in LMX is derived in a theoretical manner from the theory of equity and this will improve the quality of the tasks which will be performed by the employees in the organization. On the other hand, Brunetto et al. (2016) has analysed in an effective manner that the better understanding of the attitudes of the followers is the duty of the different leaders to analyse the weaknesses and strengths and this will help in uncovering the different dynamics which plays a major role in the organization to be more effective in nature.
On the other hand, Burnetto et al. (2017 p.755) have argued that the psychological capital cannot impact the behaviour of the administrative employees who are working in different organizations. The administration department in various organizations are mainly responsible for preparation of the policies of the organization along with analysing the different kinds of business operations. The administration department members do not gain any such kind of psychological capital or the positive influence from the leaders as there are no such involvement of the leadership approach in such tasks. Furthermore, Wang et al. (2015 p.21) has commented that this has been seen that authentic kind of leadership plays a major role in managing the different tasks in the organization for the employees working in the organization in which the employees need to be their own leaders and motivate themselves which will improve the overall performance of the organization and employees as well.
San Lam & O’Higgins (2015 p.120) has opined that the emotional labour is essential in nature in different organizations as this helps in affecting the workers working in the organization in a positive manner. The different organizations need to incorporate different policies and procedures in such a manner which will help in reducing the negative emotional labour as this will improve the overall situation in the organizations and this will help in proper performance of the employees as well. Furthermore, Wang et al. (2015 p.21) has hypothesised that authentic leadership is the major factor which will play an essential role in managing the emotional aspects of the employees. The authentic kind of leadership in the organizations can influence the maintenance of the positive kind of relationship between the different leaders and the followers who are working together in the organization and this will create huge impact on the performance of the employees in an effective manner.
Moreover, this can be seen that authentic leadership is suggested as this results in generating positive outcomes of the followers and this will help the employees to perform their tasks in an effective manner as well. Additionally, San Lam & O’Higgins (2015 p.120) has argued that ethical behaviours of the authentic leaders help in guiding followers which is due to the credibility and attractiveness as the role models. On the other hand, PsyCap helps in leading to high performance psychological resources which can be measured in an effective manner. Furthermore, Burnetto et al. (2017 p.755) has tried to suggest that these four parameters of the PsyCap can be integrated in an effective manner into the construct of the capital effectively and this will help in broadening the research which is related to the same. Furthermore, Burnetto (2016 p.755) has commented that positive kind of psychological capital helps in reflecting importance of emotional labour on the characteristics of the employees and this will improve the overall performance of the individuals effectively as well.
Sui, Chen & Wang (2012 p.120) has commented that the blue collared employees in the organizations is the working-class individual who performs different kinds of manual labour. The blue collared workers in the organizations can involve the different unskilled and skilled custodial work along with commercial fishing along with other kinds of physical work. The blue collared workers are paid on an hourly basis. In such scenario, San Lam & O’Higgins (2015 p.120) has commented that these kinds of employees in the organizations need to be provided with proper support from the different leaders in the organizations. According to Wang et al. (2015 p.5) the different followers who are under the authentic leaders in the organizations helps in attributing towards the exceptionally strong kind of qualities which are positive in nature as well. The blue collared employees in the different organizations are not being influenced by the authentic kinds of leaders in the organizations as they work on hourly or day basis and they are not under the professional guidance or any follower who can provide with proper knowledge as well. Furthermore, San Lam & O’Higgins (2015 p.120) has commented and analysed that the blue collared employees in the organizations do not get and receive any kind of official training from the upper level employer in the organizations as they perform the part time tasks such as in Amazon or Flipkart, there are different blue collared employees who do not have any official training as the delivery boys are the ones who deliver various products to the different customers and there are no such leadership which is being provided to the employees in the organizations as well.
On the other hand, Rego (2017 p.41) has commented that the white collared employees in the organizations are the ones who works under the professional environment or they are the ones who work in office in an effective manner. San Lam & O’Higgins (2015 p.120) has hypothesised that the blue collared employees try to gain more knowledge relating different kinds of tasks efficiently from the authentic leaders. From the scenario, this can be analysed that authentic leadership plays a vital role in creating positive and proper effect on the performance of the different employees working in the entire organization. On the other hand, this can be seen that the authentic kind of leaders can influence the performance of the blue collared employees as these employees work under the leaders and there are different kinds of knowledge which are being gained by them through the knowledge of the employer. Furthermore, San Lam & O’Higgins (2015 p.120) has commented and argued that these kinds of leaders help and are being able to stimulate values shared among the different followers with different kinds of means such as positivity, transparency along with ethical standards which are high in nature as well. Sui, Chen & Wang (2012 p.9) has commented and analyzed that a work team basically consists of the different kinds of team members who are responsible in nature for achieving the common goals of the company in an effective manner. The blue collared employees in the organizations are required to analyze the motivations which are required to be provided by the different leaders to their followers or the employees who are working in the organization and they are under professional development as well.
Sui, Chen & Wang (2012 p.9) has hypothesised and commented that there are different kinds of changes across various generations. In order to the respective theory, there are different kinds of individuals or the employees who are from the different backgrounds and they are different from the others who are working in the organization. On the other hand, San Lam & O’Higgins (2015 p.120) has commented that there are different individuals from different kinds of backgrounds and they would be requiring proper and effective leadership approach is required to be adopted from the authentic kinds of leaders in the organizations. Furthermore, San Lam & O’Higgins (2015 p.120) has tried commenting that the authentic kind of leaders help in motivating the different followers of the organization in such a manner which will help the employees in the organization in delivering positive outcomes over the extended kind of period and the authentic leaders play a major role in analysing the different kinds of role in managing the performance of the various followers effectively.
Furthermore, San Lam & O’Higgins (2015 p.120) has commented that there are differences in the beliefs and attitudes of the different individuals who are working in different kinds of organizations. This is the major duty of the leaders to be authentic in nature to analyse the different learnings which are required to be provided to the employees as this will help them in performing effectively and there will be no such grievances among the employees as well. San Lam & O’Higgins (2015 p.120) has opined that complementary congruity theory can be helpful in managing the different generation cohort in order to understand the different kinds of needs which is required to be fulfilled in an effective and efficient manner. In order to improve the performance of the different employees in the different organizations, authentic leaders will be having similar kind of impact with the PsyCap which will influence the overall job performance of the different individuals in an appropriate manner as well. There are different kinds of empirical evidences which have been conducted as this explains the positive impact of the AL on the performance of the followers.
Sui, Chen & Wang (2012 p.9) has commented and opined that there are different kinds of ethnicities individuals or employees who work in the organizations and there are different kinds of preferences of all the employees working in companies. It can be seen and analysed that there are different kinds of ethnicities in the different organizations which are required to be analysed by the authentic leaders in order to provide them with the various types of help in the decision-making process. On the other hand, Wang et al. (2014 p.20) has commented and identified that there are various needs of the different employees working in organizations and this is the entire responsibility of the authentic leaders to influence the entire maintenance and development of exchange relationships with their followers in an effective manner. The four main themes of the psychological capital help in improving the overall effectiveness and efficiency of the different followers and this will help in creation of the high-quality exchange relationships effectively as well.
On the other hand, San Lam & O’Higgins (2015 p.120) has commented that besides the entire relationship between the followers and authentic leaders in the organization, this can be analysed and seen that the leader member exchange helps in mediating the relationship between the performance of the different followers along with the authentic leaders. The authentic leaders in the ones who will be sharing the important and essential kind of information with the different followers and there will be relational kind of transparency which will be inclusive of the different other factors which will improve the overall relationship in an effective manner. Furthermore, San Lam & O’Higgins (2015 p.120), has commented that the authentic leaders are likely to develop proper and accurate social exchanges with the different followers as this will help the employees form different ethnicities to understand the different kinds of knowledge which is essential to be gained for becoming successful in the different approaches in an effective manner.
Conclusion
Therefore, this can be concluded that authentic leadership plays a major role in the performance of the different employees in the organization. The leader member exchange theory has been applied in different kinds of aspects in which the psychological capital has been established and this helped in managing the different kinds of activities in an efficient manner.
Therefore, this can be recommended that proper and effective relationship between the leaders and the followers are required to be followed in all the different aspects which include the blue collared employees along with the administrative departments as this will improve the overall efficiency and effectiveness of the organization in a positive manner.
References
Brunetto, Y., Teo, S.T., Farr-Wharton, R., Shacklock, K. & Shriberg, A., 2017. Individual and organizational support: does it affect red tape, stress and work outcomes of police officers in the USA?.Personnel Review, 46(4), pp.750-766.
Brunetto, Y., Xerri, M.J., Nelson, S. & Farr-Wharton, B., 2016. The role of informal and formal networks: how professionals can be innovative in a constrained fiscal environment. International Journal of Innovation Management, 20(03), p.1650051.
Rego, A., Owens, B., Yam, K.C., Bluhm, D., Cunha, M.P.E., Silard, A., Gonçalves, L., Martins, M., Simpson, A.V. & Liu, W., 2017. Leader humility and team performance: exploring the mediating mechanisms of team psycap and task allocation effectiveness. Journal of Management, p. 41.
San Lam, C. & O’Higgins, E., 2015. To Examine the Influence of Emotional Intelligence on Team Outcomes via the Mediating Mechanism of Transformational Leadership. Management and Organizational Studies, 2(1), p.120.
SUI, Y., CHEN, Y.Y. & WANG, H., 2012. Climate for Innovation, Creative Efficacy and Team Innovation: The Moderating Role of Team Leadership [J]. Acta PsychologicaSinica, 2, p.9.
Wang, H., Law, K.S., Hackett, R.D., Wang, D. & Chen, Z.X., 2005. Leader-member exchange as a mediator of the relationship between transformational leadership and followers’ performance and organizational citizenship behavior. Academy of management Journal, 48(3), pp.420-432.
Wang, H., Sui, Y., Luthans, F., Wang, D. & Wu, Y., 2014. Impact of authentic leadership on performance: Role of followers’ positive psychological capital and relational processes. Journal of Organizational Behavior, 35(1), pp.5-21.
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