Wk3: Mini Lit Review, Wk4: Mini Lit Review, Wk5: Mini Lit Review, Wk6: Mini Lit Review

Wk 2: Min Lit Review: Current Topics in Leadership & Management

Trae Clavo

Doctor of Business, University of Trevecca

Cur Topics/ Business Strategy (BUS-8020-O06.2)

Dr. Rick Mann

May 27, 2022

Wk 2: Min Lit Review

Current Topics in Leadership & Management

Abstract

Leadership is establishing a new vision or direction for a group of people who follow it; for instance, a leader is the forerunner of that new direction. Moreover, leadership involves the influencing of the elements. Management leads or regulates people and resources in an organization based on defined ideas, goals, or ideals. Management enables the organization's components to be used effectively and efficiently, achieving goals. Management is a never-ending process that strives to achieve the desired results. Leadership research has progressed extensively, from a behavioral approach through the personnel management school of thought to the contingencies or situational model. For instance, it is critical to integrate leadership research to chart a direction for the future. This research aims to summarize recent findings in management and leadership studies. This report conducted a comprehensive review of leadership and management research papers. The paper's approach was consistent with the single-journal critical appraisal technique, which looked at a single significant journal's publication. Several publications, interviews, and data analyses relating to leadership and organizational studies were evaluated during the research. The paper identified several considerable research gaps for future researchers to fill, indicating that the research field in the leadership field and similar topics were wide open for future research, especially with a concentration on developing markets, as none of the research literature focused on developing markets. According to the publication, research will concentrate on meta-analysis and the role of existing literature or relative evaluation in resolving leadership difficulties in businesses.

Introduction

Leadership study has gone a long way from distinctive theory through the personnel management school of reflection to the contingency or situational form. However, as (Coombs & Laufer, 2018) remind out, there is still a lot we do not know and a lot we do not comprehend about leadership. He recently claimed that "many blind people are describing a moving elephant" due to the enormous number of articles written about leadership. Furthermore, (Coombs & Laufer, 2018) claim that understanding leadership requires more than just a few factors. Despite decades of research, there was no clarity or agreement in the literature on the definitions, styles, successful techniques, or other leadership characteristics. Focused study on leadership difficulties has begun to gain traction currently.

Because of more favorable types of leadership being introduced into the literature, the discipline is now beginning to embrace a more holistic perspective of leadership. The development and recognition of targeted yet comprehensive journals about leadership are primarily responsible for this. The journal covered in this article has distinguished itself as among the most prominent in leadership research. 

Nevertheless, according to (Coombs & Laufer 2018), I opine that most famous journals focus either on management or leadership issues; this journal provides a more comprehensive approach, aiming to understand how to apply leadership and other difficulties in the framework of an organization. This article assesses research papers to advise researchers and readers about future developments in leadership and managerial research. It also tries to develop a long-term research plan (Daspit et al., 2017). This research employs a systematic review approach. The author believes that reviews conducted in management research are typically narrative and biased due to the researcher's underlying inclinations, and I agree. According to (Paré & Kitsiou, 2017), systematic reviews can assist overcome these limitations by highlighting the consistency and diversity of the publications reviewed. In their pioneering work on the organized review approach, (Paré & Kitsiou, 2017) emphasize the need to generate a trustworthy knowledge pool by rising context-sensitive research. This research observes the guidelines for procedural firmness (Daspit et al., 2017). Leadership inspiration, leadership distinction, and leadership communication were the three primary categories examined. The following key terms were used to separate these topics further:

• General leadership style 

• Moderating leadership factors

• Intentions to quit 

• Leadership perceptions

•Current issues leadership learning role

A good leader can persuade people to assist the organization in accomplishing its objectives. Organizational and employee performance are affected differently by different leadership styles. A company's culture and, as a result, its efficiency is influenced by leadership style. The activity of socially influencing followers so that they may actively participate in reaching the corporate objective is known as leadership. Leadership style may directly influence organizational commitment and work happiness, and job contentment can confidently impact managerial obligation and performance. Organizational residency behavior openly influences the link between leadership style and organizational obligation. A business needs a leader who understands a complex environment's challenges in today's world. Several ideas have examined the moderating effects of many elements on the relationship between leadership and effectiveness, such as subordinates, work, and psychology. In contrast to this notion, (Avolio et al., 2022) investigated the moderating function of the want for the leader and discovered that a top need for the leader was associated with a weaker relationship between employee job stress and task-oriented leadership. The study presented two key questions: (a) do workers show when they need a leader's help, and (b) would the leader's motivation and inspiration style alter based on the employees' needs?

The culture and working structure are heavily based on perceptions of leaders, managers, and workers. Perception is a problematic component of human conduct, and not everyone's perceptions must be the same. Because cooperation and relationship growth are fundamental pillars of organizational management, employees want leaders to be people-oriented in today's workplace. Negative views may lead to poor judgments, which can be detrimental to both leaders and businesses. Comprehension of perception is a style where the leader logically examines the situation and data. Leaders that are strong at the hearing and communicating may deal with circumstances more empathetically and effectively. Employees' ingenuity and willingness to learn positively correlate with a leader's technical ability (Vasu et al., 2017). Learning also acts as a link between employees' creativity and the leadership's talents. Transformative leaders encourage employees to be more imaginative. As a result, companies hire people who possess these characteristics or have the potential to develop them into leaders.

Similarly, I agree with (Peng, 2021) that methods and strategies should emphasize personal and emotional growth since it improves self-awareness and facilitates the development of learning and leadership mindsets.

Transformational learning theoretical frameworks might be used to help and develop transformational leaders. Employees' intent to stay with the company for a long time is impacted by their devotion to the company and its leader. Although employment opportunities did not influence transformational leadership, employees' voluntary organizational turnover intention was negatively related to transformational leadership, although employment opportunities did not influence transformational leadership and turnover intention. According to research, transactional and transformational leadership styles hurt leaving intention (Peng, 2021). (Vasu et al., 2017) established an affirmative relationship between despotic leadership style, quitting intention, and unproductive work performance, but a negative link between self-ruled management style, quitting intentions, and counterproductive labor performance. According to (Vasu et al., 2017), a leader is more concerned with efficiency than people under an autocratic leadership style.

Methodologies

The research body employed various information and data gathering methods from different organizational leaders and management teams and several media publications regarding current issues and topics. The methods included interviews, issuing of open questionnaires, and observation. Moreover, the researchers analyzed information from the media and journals related to current issues on leadership and management. The study offered researchers helpful information regarding the research gap and future investigative topics on leadership by abridging the journal's issues over the position period. Five essential tasks were assigned to this study:

• Concise overview of the acknowledged articles for our research 

• classify the articles based on features and code them accordingly to ease data analysis.

 • Investigating the critical points of the publications as well as their limits 

• Suggestions for future research areas and essential elements

Conclusions and future recommendations

The current paper's significant contribution was to outline the concerns raised in previous papers and to point out research needs. The present research looked at papers that were solely about leadership and management. Based on the deficiencies identified, it can be concluded that the research landscape in leadership and related topics is wide open for future research. According to the current research, future studies might focus on impoverished nations and examine how leadership in underdeveloped countries' organizations can solve existing and future organizational issues. Future academics can concentrate their efforts on specific locations and investigate the impact of leadership. According to the article reviewed, future studies might focus on meta-analysis and the importance of literature reviews, scholarly articles, and comparative evaluation in addressing organizational leadership difficulties (Seuring, 2022). Most studies focus on management effectiveness, whereas research on leadership inspiration and interaction lags. As a result, future research may focus on how leadership incentives and communication might facilitate a firm to attain its objectives. Therefore, it is crucial to look at how a firm in a definite industry manages and motivates its employees through successful leadership. A future study might look at other ways that could justify the purpose of leadership research.

As envisioned, according to (Avolio et al., 2022), the perspective I support is that this research is significant for two reasons. Begin, the research assembles current leadership and organizational literature. The paper also highlights research gaps and lays forth a research outline for future field researchers. The authors' natural input is to identify

1. The goals that future academics may follow,

2. The approach that future researchers could use,

3. The instruments that could be employed while researching this subject, and

4. The corporates those upcoming researchers could concentrate on.

References Avolio, B., Walumbwa, F., & Weber, T. (2022). Leadership: Current Theories, Research, and Future Directions. Coombs, W. T., & Laufer, D. (2018). Global crisis management–current research and future directions. Journal of International Management, 24(3), pp199-203. Daspit, J. J., Chrisman, J. J., Sharma, P., Pearson, A. W., & Long, R. G. (2017). A strategic management perspective of the family firm: Past trends, new insights, and future directions. Journal of Managerial Issues, pp6-29. Paré, G., & Kitsiou, S. (2017). Methods for literature reviews. In Handbook of eHealth Evaluation: An Evidence-based Approach [Internet]. University of Victoria. Peng, M. W. (2021). Global strategy. Cengage learning. Seuring, S. (2022). A review of modeling approaches for the sustainable supply chain management. Vasu, M. L., Stewart, D. W., & Garson, G. D. (2017). Organizational behavior and public management. Routledge.

WC: 1750