1. How might lack of cultural dimension play a role influencing leadership? 2. Dirks explores follower trust in the leader-follower relationship. He observes that follower trust in the leader appears to influence the level of team performance. Explain why follower trust is important, and how it influences team (group) performance. reference plz Solution 1. From a scientific and theoretical stand point there are compelling reasons for considering the role of societal and organizational culture in influencing leadership and organizational processes. Because the goal of science is to develop universally valid theories, laws, and principles, there is a need for leadership and organizational theories that transcend cultures. There are inherent limitations in transferring theories across cultures. What works in one culture may not work in another culture. As Triandis (1993) suggests, leadership researchers will be able to “fine- tune”theories by investigating cultural variations as parameters of those theories. 2. Recent ndings/research in the similar field give a fuller understanding of the psychological processes through that transformational leadersexert their inuence on followers by adopting a nuanced read of trust. On the one hand, the mediating role of affect-based trust implies a social exchange mechanism in explaining the results of transformational leadershipon serving to behavior (Dirks & Ferrin, 2002; Schaubroeck et al., 2011). Followers exposed to transformationalleaders receive the leaders’ care and concern, develop emotional attachment, and embrace the duty to respondto leaders by exhibiting serving to behavior towards coworkers (Li & adorned , 2009; Song, Tsui, & Law, 2009). On theother hand, it is also evident that cognition- based trust characterised as a risk reducer (Colquitt et al., 2012; Dirks& Ferrin, 2002) is needed to a lot of totally justify why trust is a intermediary of transformational leadershipeffectiveness. Followers draw inferences concerning transformational leaders’ characteristics, like ability, reliabilityand integrity, and kind cognition-based trust. they will feel more leisurely partaking in serving to behavior,having condence that leaders can acknowledge them for his or her citizenship behaviors suitably instead of exploit them (Mayer et al., 1995). These ndings so highlight the worth of examining trust as a multidimensionalconstruct and positing 2 distinctive underlying mechanisms, that is, social exchange and risk reduction, toexplain the impact of transformational leadership on followers’ serving to behavior..

1. 1. How might lack of cultural dimension play a role influencing leadership?
2. Dirks explores follower trust in the leader-follower relationship. He observes that follower
trust in the leader appears to influence the level of team performance. Explain why follower trust
is important, and how it influences team (group) performance.
reference plz
Solution
1. From a scientific and theoretical stand point there are compelling reasons for considering the
role of societal and organizational culture in influencing leadership and organizational processes.
Because the goal of science is to develop universally valid theories, laws, and principles, there is
a need for leadership and organizational theories that transcend cultures. There are inherent
limitations in transferring theories across cultures. What works in one culture may not work in
another culture. As Triandis (1993) suggests, leadership researchers will be able to “fine-
tune”theories by investigating cultural variations as parameters of those theories.
2. Recent ndings/research in the similar field give a fuller understanding of the psychological
processes through that transformational leadersexert their inuence on followers by adopting a
nuanced read of trust. On the one hand, the mediating role of affect-based trust implies a social
exchange mechanism in explaining the results of transformational leadershipon serving to
behavior (Dirks & Ferrin, 2002; Schaubroeck et al., 2011). Followers exposed to
transformationalleaders receive the leaders’ care and concern, develop emotional attachment, and
embrace the duty to respondto leaders by exhibiting serving to behavior towards coworkers (Li
& adorned , 2009; Song, Tsui, & Law, 2009). On theother hand, it is also evident that cognition-
based trust characterised as a risk reducer (Colquitt et al., 2012; Dirks& Ferrin, 2002) is needed
to a lot of totally justify why trust is a intermediary of transformational leadershipeffectiveness.
Followers draw inferences concerning transformational leaders’ characteristics, like ability,
reliabilityand integrity, and kind cognition-based trust. they will feel more leisurely partaking in
serving to behavior,having condence that leaders can acknowledge them for his or her citizenship
behaviors suitably instead of exploit them (Mayer et al., 1995). These ndings so highlight the
worth of examining trust as a multidimensionalconstruct and positing 2 distinctive underlying
mechanisms, that is, social exchange and risk reduction, toexplain the impact of transformational
leadership on followers’ serving to behavior.