+ 44 20 8144 3706Research paper – 1
How to become an effective business leader in a High Power-distance culture?
• Citation: Gill., A. & et.al., (2010). The relationship between transformational leadership and employee desire for empowerment. International Journal of Contemporary Hospitality Management.
• Introduction: In this research paper Gill, A. and et.al., review the relationship between transformational leadership style and employee desire for empowerment (EDFE).
• Aims and research methods: The aim of the research study was to identify relationships between TL and EDFE. Individuals working in hospitality industry Canada and India were surveyed. Both nations were selected because power distance is different in both of them.
• Scope: Research focuses on accessing whether EDFE level increase with improvements in the TL in respect to a specific level of power distance culture that is seen in India and Canada.
• Usefulness: Research is useful to the topic because it indicates that transformational leadership elevates EDFE irrespective of any level of power distance. In transformational leadership manager promote innovation in the workplace and this promote close contact and consultation process between managers and subordinates. Thus, whatever is power distance culture level (High or low) this thing will be seen every time. Transformation leadership leads to close cooperation between superior and subordinates and manger comes into a position where it can give leadership in better ways to its subordinates. Thus, by adopting transformation leadership style in high power distance culture one can be become effective leader.
• Limitations: Limitation of research is that entire data is gathered from the workers. Managers must also be included in the research process.
• Conclusions: Author concluded that leadership style affects EDFE and if there will be manager who adopt the transformational leadership style EDFE will also increase.
• Reflection: Our research topic mainly is focused on identifying best leadership style for an organization that has a high power distance culture. Research talked about above is indicating relationship between TL style and EDFE in any power distance culture. Thus, both are on different topic, but research study to large extent give input about most suitable leadership style in high power distance culture. Hence, it can be said that it is useful supplementary information.
Research paper – 2
• Citation: Singh, K., (2015). Leadership Style and Employee Productivity: A Case Study of Indian Banking Organizations. Journal of Knowledge Globalization, 8(2).
• Introduction: In this article Singh, K. tries to identify relationships between varied leadership styles and employee productivity at the workplace.
• Aims and research methods: The aim of the research study is to identify the most appropriate leadership style for Indian and foreign banks taking power distance culture as moderator variable. A sample of 413 employees was taken in the research study that work in private bank and 3 foreign banks US based.
• Scope: Scope of research study is narrow as research topic is very specific in nature.
• Usefulness: This research study has usefulness for my research as Singh, K directly reflects the relationship between leadership style and employee productivity, considering power distance culture prevailed in India and US banks.
• Limitations: Sample units taken from US based banks are very small.
• Conclusions: Author concluded that in the nation like India, where power culture is high transactional leadership style is most suitable. Considering US banks power distance culture transformational leadership style is considered appropriate.
• Reflection: This article will form the basis of my research because it is clearly indicated that considering both nations power distance cultures which one is best. Thus, it is assisting me in identifying the best leadership style by following which one can become effective leaders in a high power distance culture.
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