Expanded Comparison Matrix Paper

In addition, Burns et al., (as cited by Lavoie-Tremblay, et al., 2015) defined a transformational leader as “a leader who can extend and elevate the interests of staff, who can facilitate the commitment of staff to the mission and values of the organization, and who can lead staff to rise above their personal interests” (p. 582). Further, Broome (2013) identified transformational leaders as “proactive and hold core beliefs about the potential for development of both individuals they work with and their organization” (p. 327). Samad et al.(2015), connecting transformational leadership to servant leadership and authentic leadership reported, “transformational leadership is also congruent with regards to fostering higher levels of motivation among the followers’ and leaders’ ability to visualize the unforeseen” (pp.

In times of uncertainty and failure I believe that a transformational leader would inspire performance and creative behaviors in their employees to meet the emerging needs of their organization. I believe that the transformational leader would have the ability to motivate his or her employees and inspire them to trust and be loyal employees. Additionally, I think that a transformational leader would continue to maintain daily operations and continue to stimulate their employees to perform with confidence to achieve the goal and meet the standards of the organization.

Transformational leadership’s influence on job performance, job satisfaction, employee attitudes, and employee engagement has been studied and compared to the influence of transactional leadership on the same. This paper compares three studies by three different researchers. Wright and Pandey (2010), Emery and Barker (2007), and Hechanova and Cementina-Olpoc (2013) conducted empirical research to determine the degree of influence transformational leadership played in each of their sample populations. This

Becoming a transformational leader can occur either because the leader has a model or mentor that is a transformational leader, because he/she is a born transformational leader, or through reflection. Senge (1990) wrote that “Learning through reflection is about finding the creative tension...between an understanding of current reality and a vision of desirable practice” (as cited in Johns, 2004, p. 24). In addition, Schuster (1994) noted that one who desires to become a transformational leader can cultivate certain qualities that are characteristic of such a leader: a stimulating vision for the organization, honesty, empathy, authenticity, the ability to defer self-interest to ensure that others are recognized, a holistic concern for the organization, the ability to share power with others, and the ability to develop others (as cited in Johns, 2004, p. 25). The transformational leader is also an effective communicator who persists during hard times and still has the courage to continue to move ahead even when fatigued and encountering difficulties (Schuster, 1994, as cited in Johns, 2004, p. 25).

As a researcher it is important that one can identify the weakness of one’s study. Limitations are the constraints of general and utility of the findings that are the direct result in which you chose to design the study and/or the method used to establish internal and external validity (Creswell, 2007). In all three articles limitations where identified. For example, article one sample size was large, however it restricted the age of the respondents, race age by 50 years, and many of the jurisdictions only having three respondents. Article one also concluded that transformational leaders may not be the result of hierarchical organizations. Article two limitations sample size was too small to create a full assessment. More qualitative research needed to be considered to explore the exact reasons why transformational and transactional leadership tend to lead companies with greater customer satisfaction (Emery and Barker 2007). Article three limitations where identified as student sampling was limited to one department of the university. In addition, more males would judge more favorable than females. Article three required more

In this paper there are three articles that we are going to examine, the first articles is review is Transformational Leadership the structure of an organization affects leadership within the public sector. The article tries to analyse the characteristics of the public sector with regard to the obstacles it represents towards leadership that is transformational. This way it is easier to see through the effectiveness and the performance within the municipal institutions.

Comparison shows the characteristic of three studies conducted by different researchers. In the public sector, transformational leadership is the first study. This type of leadership has no effect on the conduct of managers. Transformational leadership is to stimulate the needs of the subordinates in harmony with the goals of the leader. Morale, motivation, and performance of the individuals within the group are increased by this style of leadership

This research will be adopting the mixed method approach, as it will assist in gathering both qualitative and quantitative methods to ascertain the authenticity of information used. Any weaknesses in either of the research methods will be complemented and compensated by the other’s strength.

Quantitative research is considered to be the use of numbers. In the use of a quantitative study, the researcher test objective theories by examining the conjunction among variables. The variables used can be measured on instruments, so that numbered data can be used and analyzed (Creswell, 2008). Qualitative research is mainly used to explore and understand human or social problems. The process of qualitative studies includes questions and procedures; and the data is collected byway of participant’s settings. It allows the researcher to study an issue in great detail and depth, as well as not allowing data collection to be constrained by predetermined data. Mixed methods research combines quantitative and qualitative methods and it involves philosophical assumptions. This form of study includes collecting and analyzing data from a quantitative and qualitative perspective. It is believed that mixed methods research is a great method for practicing researchers who would like to bridge the schism between quantitative and qualitative research (Onwuegbuzie & Leech, 2004a). Even though these methods are different, they all involve philosophical assumptions and distinct methods or procedures (Cresswell, 2009).

In this proposed study, the researcher will use a mixed methods approach (Jack, Norman & Helen, 2012). Jack, Norman & Helen define a mixed method as a procedure for both quantitative and qualitative data at some stage of the research process, to understand a research problem more completely (Jack, Norman & Helen, 2012). Jack, Norman & Helen (2012) define qualitative research as “research studies that investigate the quality of relationships, activities, situations, or materials” (p. 426). In a qualitative research, people use more explanatory data, and data are collected in the form of words and description rather than numbers and statistics. A qualitative research is a method of analyzing, and interpreting data by observing what people do and say (Jack, Norman & Helen, 2012). In contrast to qualitative researches, a quantitative research is a formal, objective, systematic process in which numerical data are used to obtain information about the world (Burns & Grove, 2005). Data of the quantitative research is in numerical form such as statistics, and percentages.

129). As such, Johnson et al. represents the attitude among some scholars that the mixed research method is an acceptable methodological approach. Although, Thomas and James (2006) disputed mixed research as a methodology by saying, “the mistake…is to assume that qualitative inquiry can in any way share elements or end-points congruent with those of scientific inquiry” (p.779). Similarly, Smith and Heshusius (1986) have argued that qualitative and quantitative research are not compatible or complementary. Despite such criticism, the author believes the mixed research method approach adds rigor to this

Mixed methods is defined by Johnson and Onwuegbuzie [1] as the class of research in which quantitative and qualitative research techniques, methods, approaches, concepts or language are combined into a single study. A growing body of literature debates the philosophy behind using mixed methods and reports the findings of studies conducted using mixed methods designs [2].Despite some paradigm wars between qualitative and quantitative research (discussed by Nudzor[3] and Andrew [2]), mixed methods research (MMR) is commonly known as valuable method of addressing the deficits behind the qualitative and quantitative paradigms through combining the respective strengths within one single method [4, 5], that has led to popularity and a growing body of literature in the MMR [6].

Mixed methods approach was implemented deliberately to gain quantitative and qualitative data. The integration of quantitative and qualitative data maximizes the strengths and minimizes the weaknesses of each type of data to ensure validity and reliability. The two forms of data collection were interviews and questionnaires. Mixed methods was chosen to gain better insight into the issue. This will help to compare, validate or triangulate results and in doing so may help to identify trends and outcomes, Plano Clark, (2010). Mixed methods research, is more than collecting qualitative data from interviews, or collecting multiple forms of qualitative evidence (e.g., observations and interviews) or multiple types of quantitative evidence (e.g.,

A TRANSFORMATIONAL LEADER is a person who stimulates and inspires followers to achieve extraordinary outcomes (Robbins, 2007)It has been shown to influence organisational members by transforming their values and priorities while motivating them to perform beyond their expectations (Rowold, 2007)Increased levels of job satisfaction & reduced turnover intentions are consequences of transformational leadership. It is all about leadership that creates positive change in the followers whereby they take care of each other’s interests and act in the interestsof the groupas a whole (Warrilow, 2012)

In this study, the mixed approach (qualitative and quantitative) is used since it is intentional integration and combination of qualitative and quantitative approaches features at different levels in research process and the research assumptions can be understood and corroborated deeply (Creswell and Clark 2007). The concept of mixed method emerged in 1959 when multi-methods were used to study the validity of psychological traits by Campbell and Fisk (Tashakkori and Teddlie 2002). Different terms have been used to refer to this method such as combined, multi-method, integrated method, hybrid, and mixed methodology research, but the term mixed method has been commonly used in recent articles (Creswell and Clark 2007). According to (Creswell 2008) the mixed method can be used within a single study or a number of studies in any program of inquiry. According to them, the main purpose of using this method is to maximize the strengths and reduces the weaknesses of either type of data since both forms of data are collected and combined to draw a more comprehensive picture of the problem than standing alone.