Managing Research

This article explores the contribution of leadership coaching in organisations and its significance in the organisational perspective. It covers the efficacy of a leader and the impact of leadership coaching on transformational and transactional leadership. The literature review is explorative and conclusive on several levels.

Running head: MANAGING RESEARCH
Managing Research
Name of Student:
Name of University:
Author’s Note:

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Answer 1:
The assignment here is to read the article of the leadership quarterly in order to
understand the contribution of the topic chosen in the contemporary scenario. It also helps in
understanding the importance of leadership coaching in organisations and its significance in the
organisational perspective. There are different sorts of studies in a variety of topics. It has been
seen that there are variety of topics in this particular connection. There are different ways in
which the concept of coaching can create an engaged workforce and better the situations in
organisations. The concept of effective leadership coaching makes effective leaders and these
produce engaged employees who are notable and dependable as far as their work is concerned.
Along with engaged employees there is the presence of both satisfied as well as loyal customers
(Bird et al. 2012).
There has been a study regarding the principles of coaching and there is an evaluation of
the self awareness concept in connection to that of leadership training and also that of self-
awareness as well as behavioural management. The most important drawback in this regard is
that the effect size was considerably small. In this connection it has been stated that the concepts
of both summative along with formative evaluation is very important to understand the reason
for the effects which have been researched. The concept of leadership coaching concept leads to
the chosen idea of exploratory study. There are different aspects of the efficacy of a leader in the
sense that the impact of leadership coaching is significant. The impact of leadership coaching is
crucial for comprehending the positive effect of the confidence of the leaders for the promotion
of transformational as well as transactional leadership (Cox, Bachkirova and Clutterbuck 2014).

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The literature review covers the aspects including the leadership coaching which
influence the efficacy of the leader and also relates to the subordinate outcomes and also is
concerned with the leadership coaching ideas. There is a depth of understanding which is needed
to understand the importance of the specific study. The literature is more or less significant in
terms of the importance of coaching. The relationship between the concepts of leadership
coaching and executive coaching is also included in this study (Sagoe 2012). Outside sources
reveal that the employees can be trained in order to help in understanding how effective the
leadership style is. There needs to be a proper training of the leaders in terms of different sorts of
leadership training. Great leaders are capable of helming great teams and great teams can cause
great things in any organisation in order to make the customer experience better. Thus the
literature review is explorative and conclusive on several levels (Lochmiller 2014).
Answer 5:
The literature review section of the report states the five different hypotheses which have
been formulated in this regard. As per the report it is clear that the quantitative method of data
collection has been employed in this regard. It can also be stated that leaders are able to reflect
the way in which people can perform operational tasks in terms of helping the leaders in
fulfilling their requirements. The way in which the data was to be collected is by means of a
questionnaire which comprised of close ended questions. The questions were separated into a
scale of 1 (strongly disagree) to 7 (strongly agree). In this connection it can also be stated that
there was also the selection of middle and senior level managers in order to participate in the
questionnaire to help in the survey.

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In order to facilitate in the analysis there was the development of a questionnaire and
after this another follow up questionnaire was also sent which was given to the people who had
replied to the questions in the first round. There was the conduction of correlation as well as
regression analysis. The value of Cronbach’s Alpha was found to be .94 which was indicative of
an extremely high level of internal data consistency. There was also a certain amount of trust of
the leaders in the subordinates along with that of empowerment and intentions of turnover. There
was also the validation of the measures which needed to be done by means of a certain survey
which needed to be mentioned in this particular regard (Gillan and Pickerill 2012).
As a critique of the employed data analysis strategy it can be said that it is more or less
reliable in the sense that the people or the sources of data collection are more or less genuine.
The different values of the correlations are clearly given in the said paper. The beta values
wherever applicable are also discussed in this particular regard. Therefore the data analysis
strategy is significant but can be bettered (Kono 2012).
Answer 6:
Ethics are important in different aspects of life. This is because of the reason that ethics
help people in distinguishing between right and wrong. Different people learn ethical norms in
different places based on the social settings. There are ethical norms which are so much
ubiquitous that a person gets tempted to regard them as commonplace. One plausible description
of the problems is that all the people do not distinguish the ethical norms but actually interpret,
apply and balance them in diverse ways. This is done in connection to their own values as well
as life situations (Chang and Gray 2013).

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There are several reasons for the maintenance of ethical norms in the context of research.
Norms help in the promotion of the objectives of the research such as the knowledge, truth and
also the avoidance of error. The concept of research also involves a great deal of assistance and
coordination among several different people in different disciplines and institutions, ethical
standards encourage the values which are essential to the concept of combined work. There are
also norms including that of accountability, mutual respect and fairness. There is also the need to
protect the intellectual property interests at the time of encouragement of collaboration. The most
important factors which are to be maintained include that of “honesty, objectivity, integrity,
openness, carefulness, respect for intellectual properly, confidentiality, social responsibility, non-
discrimination, competence and legality”
In the research which is being discussed in this connection, it can be said that the data
being collected from the managers from different organisations or from company leaders are in
accordance with the norms of research ethics. In this connection it can be said that the research
mentions the different types of criteria which have been kept in mind, it mentions about the
number of the managers and the levels of these managers in their respective organisations. In this
connection it can be said that the most important aspect of confidentiality has been maintained in
the research (Resnik 2015). This is because of the fact that the identity of the managers has not
under any condition been revealed in the research report. The social responsibility was also
maintained in this regard in the sense that nothing causing harm to the social implications was
done in nay way. All the norms of society have been maintained in the said research. There was
also not any amount of discrimination among the managers who were chosen at the time of
conducting the interview. Therefore it can be said that all the norms and ethics of research has
been maintained in the report.

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Answer 7:
In this connection there is often a question which is discussed as a debate. This is the fact
that whether leaders and managers can change in the long run. There are bound to be certain
changes in the behaviours of the leaders with time which can have either a positive or negative
impact on the organisational outcomes which can help in the overall development of the
organisational perspectives. In certain cases it is often stated that the behaviour can be the only
leadership attribute which is easily changeable. This is because of the fact that in case people
correspond to a specific mindset it becomes difficult to change that. Leadership coaching is a
concept which has received a noteworthy amount of popularity over the past decade in terms of
its impact on the leader behaviours within organisations. Based on the transformational
leadership theory it can be stated that the benefits need to be provided at the time the leaders
experience the leadership coaching sessions (Wolfram and Gratton 2014).
One fact which cannot be neglected at any cost is the idea that the concept of leadership
cannot be neglected in the backdrop of any particular organisation. The study comprised of the
exploration on the efficacy of the role of the leader in terms of the mobilization of resources and
specific modes of action in certain contexts. The hypotheses are also relevant to all the great
leaders (Reiss 2015).
The grades of the quantitative analysis and the quasi-experimental design direct to the
piece of evidence that the notion of leadership coaching is a competent leadership development
exercise. The method of analysis and the approach chosen helped in the analysis of the criteria
that there were different forms of leadership impacts for diverse establishments. It is clear from
the results that for the stepping up of leadership development in companies and for the effective
leadership development, it is better for the top companies of the world to spotlight more on the

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internal relations and internal developments than the external effects and exterior evident factors
(Owens, Johnson and Mitchell 2013).
In the said report the different outcomes of the questionnaires and the relevant analysis
were discussed. The link between the results and the known facts were easily analysed.
Therefore the implication which is crucial in this regard is the fact the leaders need to modify
themselves in order to deal with the challenges of different situations which arise in different
organisations.

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References and Bibliography:
Bird, J.J., Wang, C., Watson, J. and Murray, L., 2012. Teacher and principal perceptions of
authentic leadership: Implications for trust, engagement, and intention to return. Journal of
School Leadership, 22(3), pp.425-461.
Chang, R.L. and Gray, K., 2013. Ethics of research into learning and teaching with Web 2.0:
reflections on eight case studies. Journal of Computing in Higher Education, 25(3), pp.147-165.
Cox, E., Bachkirova, T. and Clutterbuck, D.A. eds., 2014. The complete handbook of coaching.
Sage.
Gillan, K. and Pickerill, J., 2012. The difficult and hopeful ethics of research on, and with, social
movements. Social Movement Studies, 11(2), pp.133-143.
Guraya, S.Y., London, N.J.M. and Guraya, S.S., 2014. Ethics in medical research. Journal of
Microscopy and Ultrastructure, 2(3), pp.121-126.
Kamberelis, G. and Dimitriadis, G., 2013. Focus groups. Routledge.
Kinsler, L., 2014. Born to be me... who am I again? The development of authentic leadership
using evidence-based leadership coaching and mindfulness. International coaching psychology
review, 9(1), pp.92-105.
Kono, N., 2012. Ethics in research. The Encyclopedia of Applied Linguistics.
Korzynski, P., 2013. Online social networks and leadership: Implications of a new online
working environment for leadership. International Journal of Manpower, 34(8), pp.975-994.

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Krueger, R.A., 2014. Focus groups: A practical guide for applied research. Sage publications.
Lee, G., 2017. Leadership coaching: From personal insight to organisational performance. Kogan
Page Publishers.
Lochmiller, C.R., 2014. Leadership coaching in an induction program for novice principals: A 3-
year study. Journal of Research on Leadership Education, 9(1), pp.59-84.
Owens, B.P., Johnson, M.D. and Mitchell, T.R., 2013. Expressed humility in organizations:
Implications for performance, teams, and leadership. Organization Science, 24(5), pp.1517-1538.
Reiss, K. ed., 2015. Leadership coaching for educators: Bringing out the best in school
administrators. Corwin Press.
Resnik, D.B., 2015, December. What is ethics in research & why is it important. In ideas.
Sagoe, D., 2012. Precincts and prospects in the use of focus groups in social and behavioral
science research. The Qualitative Report, 17(15), p.1.
Wolfram, H.J. and Gratton, L., 2014. Gender role self-concept, categorical gender, and
transactional-transformational leadership: Implications for perceived workgroup
performance. Journal of Leadership & Organizational Studies, 21(4), pp.338-353.