A511.5.3.RB_EllisMark Remote Transformational Leadership

Remote Transformational Leadership

For this week’s blog I will consider the impact of remote transformational leadership based on the research article by the Leadership & Organizational Development Journal in 2003.  The research was designed to better understand the remote transformational leadership, the effects of intellectual stimulation and charisma in remote leadership contexts.  The study gathered and analyzed the responses of two vignettes consisting of 180 students. The point of the research was to determine how remote leadership through technological means impact the relationship between leaders and subordinates.  Based on the study, remote leadership is less optimal due to the limited interpersonal contact between leaders and subordinates.  However the use of transformational leadership would be beneficial if employed properly to achieve the organizational goals in a remote situation. Despite the distance, “Transformational leaders make followers more aware of the importance and value of the work and induce followers to transcend self-interest for the sake of the organization (Yukl, 2013, page 335),” as written in this weeks texts.

The Research

The point of the research was to broaden the understanding of remote transformational leadership, specifically the effects of intellectual stimulation and charisma in remote leadership contexts.  The studies focused on the communication between leaders and followers who work in remote locations, who rely on technology-based communication to accomplish tasks given by a leader, the subordinate’s possible, and perceived reactions to instructions. The study sought to discover if remote leadership is less optimal due to the limited interpersonal contact between leaders and followers.  Based on the research study and this week’s readings, students could distinguish between the leadership styles.  Transformational leadership was received better and preferred, where as the charismatic style generated a negative perception and threating adverse effect. As written in this week’s readings when using a transformational leadership style, “It gives the work meaning, serves as a source of self-esteem, and fosters a sense of common purpose (Yukl, 2013, page 333).

The Theory

The hypothesis at the beginning of the study was to determine what was the negative impact to a leader and subordinate relationship due to geographical distances.   The study found the approach taken by leader and how the leader directed their leadership style via electronic means towards the subordinate impacted how the subordinate perceived the message.   The complete study suggests, “that remote transformational leadership can still have the same positive effects on performance and attitudes that occurs within face-to-face interaction  (Kelloway, 2003).”  The relationship between a leader and subordinate is not impacted when the leader employs a transformational leadership style.  The entire study supported that receiving correspondence whether charismatic or intellectual improved subordinate performance overall versus not having any communication or limited communication from their leader.  The research methods used were laboratory-based procedures with questions requiring problem-solving exercises to illicit responses from the participants, which proved successful in this study. 

Result Analysis

Based on this week’s studies and the research by the Leadership & Organization Development Journal, I believe the results of the study are correct and applicable to better understanding the negative impact of distant or remote relationships between leaders and subordinates. In the end, researchers determined remote transformational leadership does have the similar effects on performance and attitudes of suburbanites despite distance and geographical location.  The study states, “the suggestion that leader-follower distance has a negative effect on performance and followers' perceptions of their leader (Kellowy,2003),” but what about longevity and its effects of leading in this manner over long periods. I believe additional research is needed to determine the impact of time on the leader & subordinate relationship. The additional study should focus on the how long subordinates can function effectively without face-to-face interaction with their leader?  Will the leader lose their influence over time?  How long can a leader maintain a common purpose while geographically separated? 

Reference

Kelloway K., Barling J., Kelley E., Comtois J., Gatien B., 2003, Remote Transformational Leadership, Leadership & Organization Development Journal.

Yukl, G. (2013). Leadership in organizations (8th ed.). Upper Saddle River, New Jersey: Pearson Education, Inc.