Saturday, February 13, 2016


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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