Leaders creating and managing an organizational culture

Leaders work in a business association with the inspiration to win a sustainable way of life (Christensen, Paarlberg and Perry 2017). In any case, intermittently, it is seen that they face many issues in such workplaces. This emerges because of different factors, for example, insufficient compensation or wages is paid to them as a by-product of their work, the workplace is not a happy or neighbourly, and their managers may not be entirely agreeable in nature (Moneand London 2018). Along these lines, there is a need with respect to such business associations around the globe to attempt measures to keep the workers fulfilled and content. This paper looks to comprehend the pretended by such pioneers and the effect it has on the working of the business under inquiry.

The primary issue looked by the leader in any business association is that employees believe they are not remunerated in a way in which they have the right to be. They are of the possibility that the supervisors need to make them work more diligently while procuring the increases of the business themselves. Because of this, there is an age of rich disappointment and disassociation between the workers and the businesses (Nabi et al. 2017). The employees feel over troubled, and the businesses need to keep up the creation of their business in case it is influenced in an unfavourable way. It is in such manner that the idea of transformational administration is esteemed to be significant. Therefore the leaders are due to manage the change in the organization that is by bringing the innovative facilities for the employees that is by maintaining effective communication and taking feedback from the employees and also by introducing the incentive system both for quality and production.

Effectiveness of a transformational leader in promoting innovation

Authority can be of different sorts. The suitable kind which is observed to be valuable for a specific business association relies on the idea of the business. In any case, a standout amongst the most widely recognized kinds of the initiative which is required in each business association is that of transformational authority (Ryan2017). Individuals need to be motivated to work. Subsequently, certain progressions should be achieved in the workplace, which will guarantee that it is made all the more fascinating and agreeable to work in this condition. In such a manner, transformational authority is considered to be significant as it gives direction and inspiration to the Leader to work more earnestly and in a progressively productive way. Transformational authority is intended to change the very point of view of the specialists themselves. It intends to demonstrate the labourers how they can contribute effectively to the work procedure and furthermore gain from it, regardless of whether materialistic additions or enthusiastic fulfilment (Graves, Sarkisand Gold 2019). This is the thing that makes transformational initiative so significant in the working of any business association.

In the end, it very well may be seen that the transformational initiative assumes an exceptional job in changing the nature and climate of the workplace. Because of every one of these issues, there emerges an underlying disappointment among such labourers who at that point need to vary their work spot or chooses to move to some different business association. This represents a ton of issues with respect to the concerned business association as the renunciation of a representative method lost human work with respect to the firm. It is the movement of such workers, which guarantees that the dimension of creation of the business association is constantly kept up at an elevated requirement. Along these lines, there is a need with respect to such business associations around the globe to attempt measures to keep the workers fulfilled and content.

Self Reflection

Transformational administration has completely changed me to a critical degree. Prior, I used to be profoundly disappointed with my work life. I was required to comply with impossible time constraints, and thus, I regularly felt over troubled in nature. Besides, I was of the possibility that the business association does not have any respect for my wellbeing and way of life. This spilled out of the way that I was required to work for longer hours and was paid less compensation. In addition, my administrator was not yielding in nature. He constrained me to work more diligently and demonstrated no appreciation consequently. It was as of now that another director came. She spurred us to work more diligently and furthermore repaid us in a due way. She had faith in the intensity of speaking to our passionate side with the goal that we might be prompted to work in an effective way. Therefore, soon, the workplace saw a change. We were creating the merchandise in a progressively powerful way, and the benefits earned by the firm expanded at an exponential dimension.

References:

Christensen, R.K., Paarlberg, L. and Perry, J.L., 2017. Public service motivation research: Lessons for practice. Public Administration Review, 77(4), pp.529-542.

Graves, L.M., Sarkis, J. and Gold, N., 2019. Employee proenvironmental behavior in Russia: The roles of top management commitment, managerial leadership, and employee motives. Resources, Conservation and Recycling, 140, pp.54-64.

Mone, E.M. and London, M., 2018. Employee engagement through effective performance management: A practical guide for managers. Routledge.

Nabi, N., Islam, M., Dip, T.M. and Hassain, A.A., 2017. Impact of motivation on employee performances: a case study of Karmasangsthan bank Limited, Bangladesh. International Journal of Business and Management, 5(4), pp.57-78.

Ryan, J.C., 2017. Reflections on the conceptualization and operationalization of a set-theoretic approach to employee motivation and performance research. Journal of Innovation & Knowledge, 2(1), pp.45-47.

The factors influencing employee resistance to change:

Employees work in a business organization with the motivation to earn a decent standard of living (Kearney 2018). However, it is observed that they face many problems in such workplaces. Therefore, the factors influencing employee resistance to change are not enough salary or wages is paid to them in return for their labour, the work environment is not comfortable or friendly, and their supervisors may not be very amicable in nature. Thus, there is a need on the part of such business organizations around the world to undertake measures to keep the employees satisfied and content. In this manner, the most active role can be played by the leaders or managers of such business organizations.

The requirement for overcoming resistance to change in organization:

The need to overcome resistance to change in an organization is that there are various serious problems faced by the employees working in the organization. The main problem faced by the employees in any business organization is that they feel they are not compensated in a manner in which they deserve to be. They are of the idea that the managers only want to make them work harder while reaping the gains of the business themselves. As a result of this, there is a generation of abundant dissatisfaction and disassociation between the employees and the employers . The employees feel overburdened, and the employers need to maintain the production of their business lest it is affected in an adverse manner. It is in this regard that the concept of transformational leadership is deemed to be necessary.

As a result of all these problems, there arises an initial dissatisfaction among such workers who then want to quit their workplace or decides to shift to some other business organization. This poses a lot of problems on the part of the concerned business organization as the resignation of an employee means a loss of human labour on the part of the firm. It is the activity of such employees, which ensures that the level of production of the business organization is always maintained at a high standard. Thus, there is a need on the part of such business organizations around the world to undertake measures to keep the employees satisfied and content.

Examine the role of transformational leadership in managing radical change in an organization:

Leadership can be of various types. The appropriate kind which is found to be beneficial for a particular business organization depends upon the nature of the business (Kuranchie-Mensah and Amponsah-Tawiah 2016). However, one of the most common types of leadership which are needed in every business organization is that of Transformational leadership (Kuranchie-Mensah and Amponsah-Tawiah 2016). According to Kuranchie-Mensah and Amponsah-Tawiah (2016), people want to be inspired to work. As a result of this, specific changes need to be brought about in the workplace, which will ensure that it is made more exciting and comfortable to work in this environment. In this regard, transformational leadership is deemed to be important as it provides guidance and motivation to the employees to work harder and in a more efficient manner. According to Malik, Butt and Choi (2015), the role of transformational leadership is managing radical change in an organization is that Transformational leadership is meant to change the very thought process of the workers themselves. It aims to show the workers how they can contribute efficiently to the work process and also gain from it, whether materialistic gains or emotional satisfaction (Bohlmann, van den Boschand Zacher 2018). This is what makes transformational leadership so crucial in the working of any business organization.

Reflection on how adoption of change can help me to transform my life:

Transformational leadership has changed my life to a significant extent. Earlier, I used to be highly dissatisfied with my work life. I was required to meet unrealistic deadlines, and as a result of this, I often felt overburdened. Furthermore, I was of the idea that the business organization does not have any regard for my health and standard of living. This flowed from the fact that I was required to work for longer hours and was paid less salary.

Moreover, my supervisor was not relenting in nature. He forced me to work harder and showed no gratitude in return. It was at this time that a new supervisor came. She motivated us to work harder and also compensated us in a due manner. She believed in the power of appealing to our emotional side so that we may be instigated to work in an efficient manner. Thus, soon, the workplace saw a change. We were producing the goods, and the profits earned by the firm increased at an exponential level.

Reference:

Bohlmann, C., van den Bosch, J. and Zacher, H., 2018. The relative importance of employee green behaviour for overall job performance ratings: A policy‐capturing study. Corporate Social Responsibility and Environmental Management, 25(5), pp.1002-1008.

Kearney, R., 2018. Public sector performance: management, motivation, and measurement. Routledge.

Kuranchie-Mensah, E.B. and Amponsah-Tawiah, K., 2016. Employee motivation and work performance: A comparative study of mining companies in Ghana. Journal of Industrial Engineering and Management (JIEM), 9(2), pp.255-309.

Malik, M.A.R., Butt, A.N. and Choi, J.N., 2015. Rewards and employee creative performance: Moderating effects of creative self‐efficacy, reward importance, and locus of control. Journal of Organizational Behavior, 36(1), pp.59-74.

Topic: Evaluate the effectiveness of transformational leadership in creating employee commitment to the organisational change

As per the past researches it has been seen that there is a significant relation among leadership styles, staffs’ commitment to change and the enhanced business performance. Changes unavailable for almost every organisation however it can be highly stressful for the staff members because they might consider it to bring uncertainty like conflicts in role, overloading of roles, loss of status and drop in the resources (Buschlen, Warner and Goffnett, 2015).

In the past research the impact of leadership style has been seen on staff commitment to change and there has been a positive relationship among transformational leadership and the staff commitment.

i.            Identify the factors influencing employee commitment and why employee commitment is essential for achieving work performance.

The factors which bring employee commitment are salaries and rewards, progression in career, personal development, well-being, Corporation, job contentment, organisational confidence, working conditions, trust and loyalty, ethical standards, vertical relation as well as Independence at work.

The employee commitment is important for an organisation because it is related with various aspects like turnover, satisfaction, cognitive dissonance among various hierarchies and the work performance. It is the bond which the staff members share with organisation all the goals of the organisation. It is significant for the business because when the workers are committed then there is connectivity and they have a feeling of being fit within the workplace (Cesário and Chambel, 2017). They feel that they understand the objectives of the organisation and therefore they are highly determined in their tasks, showing relatively high efficiency and more proactiveness in providing support. The employees’ commitment is the indicator of loyalty of the staff and performance of the business.

Commitment is an emotional state that connects a person to the business. It is all about the probability that a person will stick to the business, feel emotionally connected to it, if the job is fulfilling or not. The organizations usually mistake staff retention for commitment. It would be incorrect to state that an employee who continues to work with the business is committed.

ii.            Evaluate the effectiveness of transformational leadership in creating employee commitment in the workplace.

Generally, the description of leadership is on the basis of two functions, that is the decision of the direction and influence. Though the word “transform” means a change of type, inventiveness, functionality and / or the capacity of some phenomena; it is applicable to the leader. The key goal is to enhance the transformational leadership in person and collectively resolve organizational issues; like assisting the employees to recognize the objectives that have to be attained and the method to be used to attain the objectives of the business.  

The employees’ commitment is as per the organizational environment (Bagraim and Hime, 2011). The transformational leaders are supportive and they encourage the staffs to stay committed at the place of work.

Managers take on significant responsibilities to enhance the organizational commitment of staffs. Whether institutions can do extremely well and turn out to be most excellent is dependent on its managers with leadership attributes. So, managers should improve the organizational commitment of workers by showing transformational leadership behaviours and outlooks. The staff members with high organizational commitment will forever work harder than usual and they will forever attempt more with the intention of reaching business goals. Leaders have to act with this consciousness (Nägele and Neuenschwander, 2014). They also have to find out the reasons for reduction in organizational commitment and take essential steps accordingly.

iii.            Provide a reflection on how commitment could enhance your learning capabilities

My learning capabilities are dependent on my commitment. Whenever I want any outcomes then I have to be dedicated and committed this way only I will focus on the learning. I have to be committed to my studies for achieving great results and to learn new skills.  Instilling of learning capabilities includes a mixture of ideals and abilities that involve the wish to be successful, a feeling of the constant significance of learning, and a conviction in one’s own capability. This commitment is highly influenced by the environment and relation with relatives and peer groups. With more commitment I will want to learn more and improve my performance.

References

Bagraim, J. and Hime, P., 2011. The dimensionality of workplace interpersonal trust and its relationship to workplace affective commitment. SA Journal of Industrial Psychology, 33(3).

Buschlen, Warner and Goffnett, 2015. Leadership Education and Service: Exploring Transformational Learning Following a Tornado. Journal of Leadership Education, 13(3).

Cesário, F. and Chambel, M., 2017. Linking Organizational Commitment and Work Engagement to Employee Performance. Knowledge and Process Management, 24(2), pp.152-158.

Nägele, C. and Neuenschwander, M., 2014. Adjustment processes and fit perceptions as predictors of organizational commitment and occupational commitment of young workers. Journal of Vocational Behavior, 85(3), pp.385-393.

Need for transformational change in organization:

Transformational leadership qualities are wide ranging and each collaboratively results in allowing a firm to achieve its business objectives. As per researchers, transformational leadership qualities such as change management, handling decision making, collaborating the teams are all essential in allowing firms to gain the right productivity. There is always a need for transformational change within 21^st century organizations (Nguyen et al, 2017). If firms do not transform then they do not achieve their business goal of being innovative. For example, Telstra is a automobile engineering and technology company which uses technology to ensure transformational change within its processes. In order to ensure that all the business departments are connected, the company makes use of ERP systems to ensure organizational transformation (Lang et al, 2018). The company had begun its process of transforming all its traditional processes into modernized and digitized processes 2 decades earlier. This transformational change offered a unique ability to the company to be competitive, have higher productivity and be effective in its operations.

Transformational leadership qualities

Transformational change however is a difficult process and at Telstra, it was Elon Musk who allowed for most of the change management. With his transformational leadership qualities, he was able to reach the key organizational mission originally designated by the company (Choi et al, 2017). According to various researchers of transformational leadership, there are many qualities that a transformational leader possesses inclusive of having an apparent vision, having courage, being individually motivated, being inspiring in nature, knowing the individuals, setting the standard of the company and following through. Elon Musk also depicts these leadership qualities (Lang et al, 2018). For example, he believes in making changes and ensuring an action is taken but when this is not accepted by others, then he rather does it alone. So, transformational leadership qualities are to foster an open environment with everyone getting a chance to make a difference and also contribute to the contribution .

Transformational leadership impact on organziational goals

Every leadership style has its individual benefits and disadvantages. This style has its impact on the organizational goals also. For example while it is possible to say that transactional leadership can result in obtaining the outcomes as expected, the transformational leadership has a negative relationship between variables of independent nature and satisfaction at work   (Wanasika & Krahnke, 2018). There is a lot of interdependence created in transformational style of leadership on each other and because of a collaborative focus, the individual identity is lost. However, this style and its qualities do result in offering positive outcomes when the companies know the situation is right for such a leadership style.

Personal reflection

I personally think that transformational leadership theory is essential for business managers. It not only improves the overall outcomes of business but also improves the overall productivity of indiviual members within the group. For example, one of my favorite transformational leaders as I have also discussed above is Elon Musk. He is a visionary leader with ability of making everyone believe in the vision that he has. He is a transformational leader and this has been reflected in many situations such as change management and resistance handling. I think that as a transformational leader, it is also possible to oppose others not in favor of the transformational leadership qualities like change resistance. At Paypal for example Musk left the partnership due to the resistance to change from the other members and the employees. I aspire to be a transformational leader in future. I think that I have a good vision and also know how to make others believe in my vision but I am still very far away from calling myself a true transformational leader. I still have to work towards many skills such as employee employer relationships, transformational change management, power delegation, roles and responsibilities allocation in a shared environment. I think that in my new and future workplaces I would like to exert transformational leadership skills just as Elon Musk has done to deal with the issues related to not being able to reach the business goals. I think that I will be better in handling the dilemmas and working towards the welfare of the company and the individuals operating within the company. At present I don’t have a proper leadership style cultivated and I think that it is more situational in nature but when I read through the theories related to transformational leadership and how it is exercised in different areas, I think that I have to work on many qualities cultivation such as conflict handling, risk management, taking more innovative approaches, being transformational and handling transformational change.

Reference

Choi, S.B., Kim, K. and Kang, S.W., 2017. Effects of transformational and shared leadership styles on employees’ perception of team effectiveness. Social Behavior and Personality: an international journal, 45(3), pp.377-386.

Lang, D., Handley, M. and Jablokow, K., 2018. The competencies of innovation leaders. In Innovation Leadership(pp. 31-44). Routledge.

Nguyen, T.T., Mia, L., Winata, L. and Chong, V.K., 2017. Effect of transformational-leadership style and management control system on managerial performance. Journal of Business Research, 70, pp.202-213.

Wanasika, I. and Krahnke, K., 2018. Reexamining Transformational Leadership in Complex Systems. In Engaged Leadership (pp. 199-210). Springer, Cham.

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