Effects of Transformational Leadership on Employees and Teams During Organizational Change
INSTRUCTIONS:
Assignment:
Using
examples drawn from contemporary organisations, critically discuss the effects
of transformational leadership on
employees and teams
during organisational change. Discuss and justify how transformational leaders influence employee motivation.
Ø Introduction
1.
Discuss the importance of leading and
motivating employees and teams during periods of organisational change
2.
Provide a definition of transformational leadership.
3.
Discuss why employee
engagement, teamwork and motivation are critical to the success of any
change process
4.
Discuss how transformational leadership
can have a positive effect on employee and
team behaviour, motivation and attitudes during a change process
5.
Interpret the question and outline what
the rest of your discussion encompasses.
Ø Main Body
A. Discussion of effects of
transformational leadership on employees and teams during organizational change
Present a critical discussion of
your selected topic and integrate and discuss examples from relevant
organisations to inform your analysis (This includes examples as well as
theories).
Organisational
examples might discuss within the main body:
① Apple: Transformation leadership to support change (innovation) and encourage
team engagement and motivation
② Walmart: Relational and change-orientated behaviours
③ Tesla: learning from what does not work when leading change: High injury
rates
④ Liverpool FC: Jurgen Klopp and relational orientated leadership behaviour
⑤ Santander: Balance between constancy and change in a fast moving world. The
importance of the voice of the employee. The importance of team working to
enable creativity. Fostering a culture of freedom of thought.
Leadership
theories writer could discuss and integrate
- The
positive and/or negative effects of a leader’s
use of power and influence during a change process
- Content motivation theory (e.g Maslow; McClelland;
Hertzberg); process motivation theory
(e.g. Adams equity theory; Vroom’s expectancy theory)
- How
a leader enhances team effectiveness during a change process (Hackman,
2002) and the team leader’s role (Lussier,
& Achua, 2016)
- Leader actions that foster team working
during change (Dubrin, 2016)
- See article by Gilley et al., (2009). Gilley,
A., Godek, J.W., Gilley, J.W. (2009). Characteristics of leadership
effectiveness: Implementing change and driving innovation in
organisations. Human Resource Development, 9 (2), 153-169.
B. Literature
Comparison
Compare and contrast what
different scholars have found, relevant to selected topic and support analysis
using citations mainly from the academic literature.
Include relevant exhibits e.g. tables, figures, diagrams drawn from the
literature where these add value to the discussion.
Ø Conclusion
Ø References list (at least
15 references) half of those resources needed be used.
Carter,
M.Z., Armenakis, A.A., Field, H.S., and Mossholder, K.W. (2013).
Transformational leadership, relationship quality, and employee performance
during continuous incremental organizational change. Journal of Organizational
Behaviour, 34, 942-958.
Deschamps
C, Rinfret N, Lagacé MC, Privé C. (2016). Transformational Leadership and
Change: How Leaders Influence Their Followers' Motivation Through
Organizational Justice. Journal of Healthcare Management, 61, 194-213.
Faupel, S.
and Süß, S. (2019). The Effect of Transformational Leadership on Employees
During Organizational Change – An Empirical Analysis. Journal of Change
Management, 19 3, 145-166.
Gilley, A.,
Dixon, P., and Gilley, J.W. (2008). Characteristics of leadership
effectiveness: Implementing change and driving innovation in organizations.
Human Resource Development Quarterly, 19 (2), pp. 153-169.
Madanchian,
M, Hussein, N, Noordin, F, and Taherdoost, H. (2018). The impact of ethical
leadership on leadership effectiveness among SMEs in Malaysia. Procedia
Manufacturing, 22, 968–974
Zeb, A.
Ahmad, S., and Saeed, G. (2018). Leadership effectiveness and Organizational
performance: Exploring gaps in the existing literature. Business & Economic
Review, 10 1, 95-106.
SOLUTION:
Effects of Transformational Leadership on Employees
and Teams During Organizational Change
Student’s Name
Institutional Affiliation
Effects of Transformational Leadership on Employees
and Teams During Organizational Change
Introduction
Transformational leadership is a theoretical framework
that describes how leaders work with teams to pinpoint necessary, desirable
change, establishing ways of directing the organizational alteration, and
implementing it with committed members of a group. During the change process,
transformational leadership positively influences employee and team mannerism since
it enhances job performance, morale and motivation of believers through
different approaches; these entails highlighting strengths and weaknesses of
workforces, inspiring workers to assume responsibility of their service
delivery and linking work teams to the collective identity of a business. Drive,
teamwork, and employee engagement are essential to the success of a corporation,
following a change process as they inspire and augment the interest of workers
in a project, improving their productivity. Transformational leadership brings
various qualities to a work entity, for example, team engagement, collaboration,
change management, strategic planning and self-awareness that lets it enhance organizational
change; however, clarity in definition, control of authority, and ease of
learning are among the elements that attract contrasting opinions from scholars
regarding its effectiveness.
Effects
of Transformational Leadership on Organizational Change
a) Team Engagement
By
expressing their standards, transformational leaders support organizational
change through ensuring that workers depict a positive attitude towards corporate
modification cognitively, mentally, and physically. According to Thisera and
Sewwandi (2018), such workforces have a greater desire to invest themselves
fully in their tasks, accepting and implementing organizational change. As
shown in Figure 1, the Employee Engagement Theory dictates that transformation
leadership qualities such as increased efforts, ethical behavior, non-defensive
communication, authenticity, and mindfulness motivate workers to commit to
another person's work (Carasco-Saul, Kim, & Kim, 2015). Therefore,
transformational leaders ensure that a business has employees with better
insight into the need and importance of organizational change, resulting from their
increased engagement towards it. Transformational learning does not only impact
organizational change through employee engagement but also by uniting them.
Figure 1: Employee Engagement Theory
Source: (Carasco-Saul, Kim, &
Kim, 2015).
Transformational
leadership influences organizational change since it unites and alters the
objectives of followers. According to Zeb,
Ahmad, and Saeed (2018), this form of management leads to the attainment of
higher levels of performance during and after periods of organizational change.
Through qualities such as intellectual stimulation, individual consideration,
inspirational motivation, and idealized influence, transformational leaders
behave in a manner that inspires those around them through challenging
followers to embrace change (Faupel, & Süß, 2019). As an illustration, by
relaying his standards, transformation leaders such as Jürgen Klopp of
Liverpool FC, became a role model to his backroom staff and players, enhancing
the implementation of organizational alterations in training regimes. Through
transformational leaders acting as mentors to their followers, they impact
their ideals and appreciation of operational modification.
b) Collaboration
Transformational leaders enhance organizational change through developing collaboration between work teams and management personnel. According to the Human Relations Theory, partnerships eliminate mechanical or centralized levels of leadership, which...
