There are several different styles of leadership, these articles focus mainly on transformational leadership. Transformational leadership has four main parts: intellectual stimulation, individualized consideration, inspirational motivation, and idealized influence. The researchers each are trying to decide if transformational leadership has an influence on employees’ attitude and performance. According to Pandey & Wright, this arrangement of administrations has little to no opposing effect on how leaders behave (2009). To motivate the needs of the juniors in accord with the objectives of the leader is the idea behind transformational leadership. Confidence, inspiration, and actions of those within the group are amplified by the type of management. Personal care and motivation stems from transformational leadership.
The Effect of transactional and transformational Leadership Styles on The Organizational Commitment and Job Satisfaction of Customer Contact Personnel (Emery & Barker, 2007); examines the assurance and employment gratification of workers who are working by banking and food establishments.
Belle’s article on transformational leadership has been tied to the greatest influential motivating behavior and great public worker actions. The research connects the performance effects of transformational leadership and an assembly of nurses in a municipal hospital in Italy (2013).
[From here on out each article will be referred to as article one, two, and three (respectfully)].
All three articles had similarities in research questions; the main idea what the biggest similarity does transformational leadership impact how employees react. According to article one, one of the questions posed was concerning transformational leadership in the public area. Does the structure of the business matter? In search of the answer to this question, the researchers choose to test the standards as they exist right now; how they relate to transformational leadership. The researchers came up with several questions: the top organization’s structure, the lower the report of practiced transformational leadership actions. The next questions: the researchers decided that the least communication; the lower the stated behaviors of transformational leadership. In the third questions: the more structure, the more difficult it was to motivate through the layers of the business. The fourth questions: the more structure a business has the worse the hurdles are to cross, therefore, the lower amount of transformational leadership behaviors reported.
According to article two, some of the quires deliberated were the association between two sets of employee approach and the patron’s contentment. The leaders were encouraged and motivated to support the query and possible new ways to deal with situations. Leaders are able to encourage persons to act at in elevated levels and to think for themselves in a different way than expected when solving problems. And the article three, examines whether Transformational Leadership is affected by the perspective of community leadership, if actions effect it and what effects the community employees: mediating or moderating . Comparison of Literature Reviews
Each article has pros and cons where literature is concerned, the last two articles did not have a separate literature review section. Article one “literature review begins with an explanation of transformation leadership and then explains the conditions that need to exist before transformational leadership can be successful. The review changes to managerial structure and the ways the structure can sustain or hinder transformational styles as well as reinforcing of the procedures and techniques, insufficient routine extent and incentive methods, and a graded chain of supervisors/managers. The article two literature review suggests that a foremost factor in dealing with customers and employee...
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