AN INVESTIGATION ON THE RELATIONSHIP BETWEEN LEADER AND FOLLOWER PSYCHOLOGICAL CAPITAL, TRUST AND JOB PERFORMANCE IN FINANCE ORGANIZATIONS
Background and Significance of the study
Today, there is an intensifying complexity of businesses, competition and turbulent environment. During this turbulent time, academics (Seligman, 2002; Luthans and Avolio, 2003) have emphasized the importance of hope, optimism, self-efficacy and resiliency. As per the findings of Luthans and Avolio (2003) the investigation of leader’s influence mediating through the followers work will provide a better understanding to the dynamics of leadership process. Walumbwa, Hartnell and Oke (in press) states that followers’ behavior, performance and their states can be positively
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According to Walumbwa et al. (2010) focusing on a moderator the existing knowledge based of PsyCap will increase. Therefore the second objective highlights the importance of combining contextual factors by increasing the practical usage of PsyCap in enhancing Finance performance.
The final objective of this study is to explore whether leaders PsyCap effects of followers PsyCap on their performance. This objective is focused on filling the existing gap in the literature regarding whether leadership affects followers’ positivity on their performance.
The following hypotheses were developed based on the literature review.
Hypothesis 1: Leader PsyCap positively relates to followers PsyCap
Hypothesis 2: Follower PsyCap have a positive relationship between their job performances
Hypothesis 3: Follower PsyCap mediates the relationship between leader PsyCap and follower job performance
Hypothesis 4: Followers trust moderates the influence of follower psycap on their performance
According to the theoretical background and literature review the conceptual framework of the study can be illustrated as follows.
Group
counseling, where the co-leader can take a few minutes work on some better communication methods so that the client can learn some new and healthier methods to communicate. When the co-leader does not have a client to work with, the co-counselor can be part of the counseling process with the leader of the group. When attracting group members, most counselors are attract group members by using printed materials and websites to attract group members. Counselor can also attract clients by word-of-mouth. By asking counselors if they would know people that would benefit from counseling (Corey, Corey, & Corey, 2014).
1.Introduction The cohesiveness of a company's team has an important impact on the management and development of the company. In a highly competitive marketplace, where there is instability and low morale within the company, new leaders should set goals and strategies to improve cohesion in order to meet the challenges of managing and growing the company and to ensure that the company can become a sustainable competitive advantage. Cohesiveness is an important characteristic of a team, and valuing employees can have a significant impact on employee and team dynamics as well as organizational operations. Organizations can enhance cohesion by working to improve the quality of relationships between leaders and followers (Srouji, 2019).
I once worked with a senior manager who as a result of my innovative thought process on task, kept making me leader of projects, but in his mind, he hoped for the best. However, I always believe in my capabilities and drive same conception to my team and at the end, we surpass his expectation and in a bit to deflate our ego, he tends to make comments that disregard our efforts. Also based on the study by (Eden, 1990; Sy, 2010) on leaders’ implicit followership theories (LIFTs), Leaders naturally develop expectations for their followers' performance, and these expectations may be influenced by the conceptions, or mental representations that leaders hold of followers in
Among other things, it predicts that directive leadership is effective with ambiguous tasks, that supportive leadership is effective with repetitive tasks, that participative leadership is effective when tasks are unclear and subordinates are autonomous, and that achievement-oriented leadership is effective for challenging tasks. By taking the Path-Goal Leadership Questionnaire, I know that which way suit me to lead my followers. In my case, I score 27 in participative, which is the highest of four options. As a participative leader, I do reference the suggestions from the followers for making decisions sometimes but not always. Sometimes the leaders’ behaviors depend on the characteristic of the subordinates and tasks.
Leadership Analysis Introduction One of the popular definitions of a leader is, "The only definition of a leader is someone who has followers." ( ) A more comprehensive definition that highlights striking features of a leader is, "A simple definition of leadership is that leadership is the art of motivating a group of people to act towards achieving a common goal.” ( ) A closer scrutiny of the characteristics of an influential leader would many ways assist one, in recognizing those attributes in an attempt to assimilate the best in others.
Therefore, could change the follower perception in positive direction. From the above it is clear that certain aspects related to negative leadership perceptions are caused by organisational factors. How far a leader can address and change such organisational factors is not known, but a leader should attempt to at least address some of these factors. Lack of resources, lack of planning and control, lack of synergy between performance and goals, and lack of higher management support are all factors that leaders can address by communicating with higher management.
"Leadership and the psychology of power. " In The Psychology of Leadership: New Perspectives and Research. Ed. David M. Messick and Roderick M. Kramer.
Positive results were noticed when the leader-member exchange theory was used. The theory suggests that employees are more motivated by transactional leadership style as opposed to other styles. An unexpected interaction effect was discovered. The study should by reviewed by change agents. Jensen, M. M. (2003).
The collective trust of all stakeholders in the performance management process is critical for the framework to be efficient. Given the present organization reality of scaling down and re-organizing endeavors, it is extremely difficult for organizations to gain the trust of their employees to implement effective performance management systems. As such, future research could endeavor to understand the conditions under which dyadic, group and authoritative variables are probably going to strengthen trust and subsequently, improve the adequacy of the performance management systems. The relationship amongst individuals, groups and associations can be conceptualized inside a social exchange structure. In particular, people and groups show behaviors
Steve Jobs, the founder of Apple Inc. is the leader about whom, the current assignment will be based upon. Jobs depicted the execution of an autocratic leadership style in his initial years but changed to transformational leadership style later. Allio (2010) criticized the autocratic leadership style of Jobs for being arrogant and egoistic. It is thus analyzed from the study that the perceptions of the followers regarding the leader matters considerably for a leader to become a role model. However, Hurley-Hanson, and Giannantonio (2013) highlighted the effective persuasive leadership style of Steve Jobs through his initiative of discussing the vision and strategic plans for NeXT with his employees.
However, nowadays groups, companies and organizations need both powerful leaders and managers to produce desired results. Moreover, Abraham Zaleznik (1977) discussed the parallel between leaders and managers and mentioned that they both make a valuable contribution to an organization; although, each one’s contribution is different (Lunenburg, 2011). While some obvious similarities can be found between leadership and management, there are also some noteworthy differences, as previously stated. The purpose of this essay is to clarify the relationship between leadership and management based on existing literature.
The role of trust and loyalty for a positive leader/follower relationship is not something that is created overnight. For some individuals, loyalty and trust is almost nonexistent. There are some individuals that go to work every day, complete the tasks that they are assigned, but do not want any type of relationship with their leader or manager. Other individuals have the need to feel wanted and will build a relationship with their leader. Why would an individual want to get close to someone they work with or for?
The article has focused on the issue of women working in the stripping industry and how “lap dancing” has become a contested career for many women in United Kingdom. The article has stated that this specific industry of stripping and lap dancing has grown rapidly in the last 15 years. There are diverse reasons why women opt for such a career option; one of them being that they require urgent cash which they are not able to attain in any other field. Many women have observed that they are able to make more money here than in any other field, with some earning double on weekends of what they earn on weekdays.
Abstract This work is devoted to the analysis of personal leadership qualities as well as individual characteristics, tendencies, and preferences. Leadership is an essential component of the successful functioning of any organization, so leaders must adequately assess their own capabilities and improve them. Additionally, this paper contains an analysis of results of five tests on leadership including the Myers-Briggs test, the big five personality test, the John Maxwell test on leadership, the dominance, influence, stability, and compliance test and the Adizes management style indicator.