Remote Transformation
Leadership
A511.5.3.RB
What was the point of the research?
The point of this
research was to test and analyze the effectiveness of transformative leadership
utilizing electronically-mediated communications (remote leadership) in the
form of emails. As a result of globalization and the evolution of technology,
leaders are forces to relay more and more on electronic communications, thus
providing leadership at distance. Ultimately, “The purpose of the current
research study is to broaden our understanding of remote transformational
leadership” (Kelloway, Barling, Kelley, Comtois, and Gatien, 2002, p. 167).
What are the hypotheses and what was the research
method used?
The hypothesis of the
study was that task motivation and performance would be affected and increased
as a result of intellectual stimulating and charismatic emails from a perceived
leader. The first study consisted of 132 undergraduate students and utilized the
vignette format to see if the students could “perceive and accurately identify leadership
“styles” communicated by email” and would a “positive (transformational)
leadership message” contribute to and be associated with a positive outcome (Kelloway
et al., 2002, p. 164). While the second study consisted of 105 undergraduates
and analyzed both an individual and group task that was provided by an email that
had either an intellectual stimulating or charismatic message
Were the results supportive of the research goals?
The results of the
research supports that the participants (students) were able to perceive and
identify leadership styles over email communication from a perceived leader. Furthermore,
that being on the receiving end of a positive (transformational) or charismatic
message from a perceived leader could in fact affect and be associated with a
desired positive outcome.
Of what value was the research?
I believe that the value
of the research is twofold. First, that this research contributes to the
leadership body of knowledge and challenges the traditional way of thinking
that leadership is only effective “up close and personal.” “The current study
extends this research by suggesting that the same effects may well be obtained
when the leader-follower communication is electronically mediated rather than
transmitted directly” (Kelloway et al., 2002, p. 169). Moreover, since research
such as this is still being explored as it relates to modern aspects
(technology) and globalization that require leaders to influence over a greater
distance; more research is needed to study the dynamics of leadership in today’s
space and time thus propelling the topic of transformational leadership. Second,
in today’s dynamic global environment, leaders should be open-minded when it
comes to influencing others by means of electronic communications and
leveraging its capabilities to enhance their message. Indeed, in order to effectively
influence ones followers and successfully appeal to their moral values and “to
mobilize their energy and resources to reform institutions” (Yukl, 2012, p.
321), leaders are nearly forced to use electronically-mediated communications
to fulfil their leadership duties over a grown distance that transcend different
time zones and to prevent increased travel expenses.
References:
Kelloway,
E. K., Barling, J., Kelley, E., Comtois, J., & Gatien, B. (2002). Remote
Transformational Leadership. Leadership and Organization Development
Journal, 24(3), 163-171.Yukl, Gary A. (2012-02-09). Leadership in Organizations (8th Edition). Pearson HE, Inc.. Kindle Edition.
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