The aim of this master’s thesis is to thoroughly examine and present authentic leadership
and its characteristics by means of empirical investigation as well as by local and foreign
literature survey. In the investigative part of the work we were dealing with, how the
employees of two companies that are engaged in similar work area, evaluate authenticity
of the behavior of their leaders. One of the companies is a part of the private sector,
while the other is a part of the public sector, so we could also evaluate, whether there are
any statistically important differences as regards satisfaction of the employees with the
authentic behavior of their leaders. According to the results of the analyses, we have
come to the conclusion, that there is no observable difference. Furthermore, we have
come to the conclusion, that there is a statistically significant difference regarding
satisfaction of the respondents with current (authentic) behavior of the leaders and
desired elements or characteristics that are important for them at workplace (these
elements or characteristics are actual qualities that authentic leader should possess).
Results indicate that employees want their leaders to be more authentic. We have
compared the elements or qualities that surveyed employees want for their authentic
leaders, with the results of the analysis, in which the respondents from Ghana and New
Zealand equally defined the qualities that are important for their authentic leaders. Every
leader acts uniquely in his environment and in relation to the employees. It is important
that employees feel good and respected in their working environment in its widest sense.
The employees see their leader as their role model; they learn from him, draw on
knowledge. The authentic leader with his mode of operation (transparency, openness,
two-way communication, ethics, respect etc.) positively influences the well-being of the
employees in an organization.
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