Datta (2015) also presents an excellent case to understand authentic leadership when he states that the research is driven by the flood of works that are created on authentic leadership. Authentic leadership studies were driven by ethical concerns in the workplace. Ethical conduct of today’s leaders was becoming questionable according to the author. This led to a flurry of studies on ethical leadership. Much of the studies done before hand focused on how authentic leadership influences positive management growth and group performance. It was established that in such situations where the leader could be trusted, it was also possible for the members to present more honest opinions. Honest working was hence set as an example in such scenarios. Authentic leadership was observed as a way to predict job satisfaction, organizational commitment and happiness. The strength of Datta’s work lies in the background context he presents, but then the background context is much more comprehensive than the actual study subject. The study is basically a managerial study that seeks to empirically understand how working executives and their authentic leadership are effective in workplace of Eastern India based on the dimensions and components of Authentic Leadership that the author identifies. Datta (2015) successfully identifies authentic leadership as a motivating factor in the workplace and that it did improve managerial performance. On the employee end, it gave them more reason to trust managerial decisions and hence comply with them.