Remote Transformational leadership

What was the point of the research?

Remote transformational leadership, this article was about the research done on three different types of leadership, leadership communications, and to broaden our understanding of remote transformational leadership. The point of this research is to find out which method would work the best for a business. Research like this is essential for a business to find out what types of methods work best and which methods should be avoided in general.

Another point which was made during this research is the effects of face to face leadership versus, leadership which is done via email. This is also an important factor to look into because too many times people can get lost when their leadership is not within direct contact. I would compare it to the amount of self-discipline it takes to complete online schooling compared to in-seat classes. This is an important point which is being made because of the way that technologies and businesses are moving forward very quickly in today’s day and age.

What were the hypotheses?

                The hypothesis which were stated found that there were communication problems among team members using computer-mediated communications, and that there were higher recorded inaccuracies in the computer-mediated teams than in the teams that met face-to-face.

What was the research method used?

                The research method which was used is a laboratory-based investigation. As the article states the use of laboratory-based procedure is the most appropriate way to study a topic when it is in the early stages of research and the questions focus on internal validity

Were the results supportive of the research goals?

                I would like to say that after reading the article it is evident that the results were supportive of the research goals. With this research we were able to the see that employees had a much more positive reaction form an intellectually stimulating email. If the employees received an email with very little intellectually stimulating material then the results were not very good at all. This is consistent with the research done suggesting that both intellectual stimulation and charisma resulted in improved task performance.  

Of what value was the research?

                I feel that this research has a huge value for companies that want to know how to succeed. All too often managers and leaders feel that they have to be overly aggressive with employees; or as it was put in this research leaders can have a style of “management by exception”.  Management by exception is a very negative way to handle your employees and I feel that this does not help a company. Far too many times I have felt the negative effects of a boss and I feel that it lingers and looms over my head; it feels as though the negativity has a snow ball effect.

                On the flip side you have a leadership style known as “transformational leadership” which can positively motivate an employee which is feeling down, and make them begin to believe that they can do good work. When a leader shows faith in an employee it also makes that person not want to let down their leader. These are all important factors which should be considered when we are sending out emails to our employees. We have to really think about what is being said so that we can make our team as proficient as possible.