Authentic Leadership Essay 2022

Assessment 2: Essay

Table of contents
Authentic leadership........................................................................................................................3
Effective Leader-Member Exchange and management support......................................................3
Leader member exchange theory.................................................................................................3
Psychological capital of employees of different employee groups.................................................4
Professionals versus administrative employees...........................................................................5
Blue collar versus white collar employees...................................................................................5
Different generational cohort, and/or different ethnicities...........................................................6
Relationship between Authentic leadership, leader-member exchange and employee
psychological capital.......................................................................................................................6
References:......................................................................................................................................9
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Authentic leadership
Leadership styles are an important section for any organization. It is the most influential deciding
factor for development and productivity. This essay provides a major analysis of authentic
leadership style and its relationship with factors such as Leader-Member Exchange and
Psychological capital of employees across an organization. The relationship is mainly organized
over factors such as productivity, development and sustainability. According to the views of
Robinson, VanderPal and Nhat Hoang (2017), these incidents are depicted with a proper
understanding that is integrated with accomplishments and achievements for both the
management as well as the employees.
Authentic leadership is a method of leading that is integrated with sufficient focus on the
members and is liable to promote both positive ethical climate as well as psychological
capacities across the organization. According to the views of Avey (2014), it is one of the most
conventional and progressive type of leadership suggested. This leadership style is considered as
one of the most efficient ways of leading teams and organizations as it enables them with great
positivity and self-development possibilities.
Effective Leader-Member Exchange and management support
Effective leadership is something that every organization requires as a key development factor.
According to the views of Bolino and Turnley (2009), an effective leader is capable of analysing
himself in every situation and this quality supports the entire framework of managing people.
The possibilities which are linked to justify growth and development through idealizing positive
strengths in a process is also a major inclusion of an authentic leadership behaviour. Effective
leaders have a set of significant skills and abilities based on which their following and
adaptability as a leader depends. These interpersonal skills provide the fellow individuals to gain
more interest in the work process and also establish a sense of trust across the whole team.
Leader member exchange theory
This theory describes the importance of managing a better relationship with members for
improving leadership decisions and abilities. This theory describes a both ways result that is it
depicts the best results developed through better exchange possibilities as well as the negative
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impact of not have one. Behavioural factors such as trust level, loyalty, support and respect have
a major role to play in building a two way sound relationship between the leader and members.
This theory illustrates one of the most crucial qualities of an authentic leadership that is effective
exchange of skills and abilities through supportive emotions. It describes the imbedded
relationship between authentic leadership and an effective leader through member exchange and
a supportive management (Ifuturo.org, 2019).
Psychological capital of employees of different employee groups
Psychological capital is the ability of an individual member which helps in stress reduction and
increment in their individual wellness without any additional efforts or services in terms of
emotional support. . It provides the organization a supportive atmosphere in terms of managing
its members without any further investment in resources. According to the views of Youssef-
Morgan (2014), it is highly favourable for managers as it helps them in increasing productivity
and attaining better results for the process as well as the organization.
Some of the most influential aspects which can initiate an enhancement in psychological capital
relate with increasing self-efficacy, optimism, hope and sustaining abilities. It is also liable to
increase the individual output for the process as it provides an upskilling possibility all across its
operational dimensions. The importance of this factor is not limited to any specific industry type
and thus it can be used along each of the institutions and across a variety of industries.
Unfortunate incidents including job search behaviour, stress and intentions to quit are se of the
most relevant areas which have been observed with quite significant changes. According to the
views of Ling, Liu and Wu (2017), this is a major reason that the organizations lay emphasis on
increased usage of these abilities all across the industries. Psychological capital is also linked to
produce specific support to factors such as employee turnover, organisational change, better
adaptability and flexibility in terms of management. These attributes make this particular
segment a majorly important perspective foe the entire structure. It is also liable to facilitate a
better interactional environment for an environmental process that is liable to produce justified
results in a much more simplified manner.
Psychological capital plays a vital role in idealizing different sections of individuals as
employees and thus supports the organization in every possible manner. Some of the most
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