Question:
Describe about the role of Transformational Leadership.
In any business organizations, the role of Transformational Leadership is highly essential because it is able to provide enhanced knowledge related to developing as well as helping the areas of needs of Organizational Performance that can be faced by any business organization. As commented by Carter et al. (2013), transformational leadership also comprising most of the significant information that is able to make the communities educated within the workplace of any business organization as well as attracting towards their designated job roles and responsibilities. It is necessary to mention that, transformational leadership is an effective procedure by which the employees of any business organizations are motivated as well as guided by the top level employees.
On the other hand, Samsung is taken as the case study for conducting the research study that is related to the “Impact of Transformational Leadership on Organizational Performance”. Additionally, the research aim, research objectives, research questions as well as research questions are also included in this particular research study for conducting a conceptualized research on the desired research topic.
In this particular research study, the researcher is mainly focusing on the aspects that are related to transformational leadership for maintaining the performance of any business organizations. Understanding the effectiveness of the transformational leadership is highly important especially in the context of telecommunication business organization because transformational leadership is able to motivate the employees for concentrating on their designated tasks as well as attracting the consumers with the organizational performance.
The aim of this particular research study is to understand the various traits that are related to the transformational leadership that is highly essential aspect for increasing business organizational performances. In addition, evaluating how the aspects of transformational leadership are able to be the benefits for any business organization performances.
The objectives of this particular research are:
It is identified that, most of the business organizations are facing serious challenges related to their organizational performances in a time interval. Employees may have the safety needs and physiological factors, however, the social needs such as, friends, relationships and so on are also important to walk in the main designated path. Henceforth, this particular research study will be based on the paradigm of the transformational leadership for identifying the effectiveness on the organizational performances in case of Samsung.
The research questions are:
H0: Transformational leadership is not able to influence the organizational performances of the business organizations.
H1: Transformational leadership is able to influence the organizational performances of the business organizations.
Transformation leadership style refers to the process where the leaders identify the needed change in the organization, create a vision, and implement the change to improve performance. This leadership style also helps in motivation, morale building, employee satisfaction, job performances well as evaluation of the performance. In contemporary times, it is significant as it seeks to improve the organizational performance, provide a competitive advantage, help the management in determining the strategies and maintain the organizational productivity. Carter et al. (2013) argued that the benefits can sometimes prove to be unidirectional, and the employees can be put under pressure for attaining a common goal. García-Morales, Jiménez-Barrionuevo and Gutiérrez-Gutiérrez (2012) commented that despite the shortcomings it is the most preferred style of leadership that brings in innovation in the organization. These divergent views will be examined in more details for this dissertation.
Performance and the changes related to any organizations change very frequently. It is necessary to understand that how telecom industries are working with these frequently changeable processes related to organizational performance and changes and understand that how any telecom industry will adopt the casual model of organizational performance and changes as well as how will they facilitated. Burke and Litwin Model will helps to integrate those factors as well as it will provide some special guiding to understand the knowledge about how the organizations work within the frequently changeable processes (Cooper 2015).
Burke and George Litwin proposed Burke and Litwin Model in 1992. In this model, they actually add few important factors to 7-S Framework that will enhance the High-Level Change Process Theory. The Burke and Litwin Model is helpful to analyze the organizational change. It is also helpful to understand the changes occurred in any organization (Spangenberg and Theron 2013). This model can manage Organizational Change as well as the prediction regarding Organizational Change also can be made. Some important factors of this Burke and Litwin Model are divided into two segments; they are Transformational Factors and Transactional Factors. The Transformational and Transactional Factors are:
Transformational Factor:
Transactional Factor:
Figure 1: Burke and Litwin Model
(Source: Stone 2015)
In 1978, James MacGregor Burns first used the term Transformational Leadership. He has actually used that term to distinguish the processes by which leaders can help each other to achieve more advance the levels of motivation as well as morale. In addition, Non-Transformational Leadership is surrounded with traditionally expected tasks. Tasks can be managing, organizing the jobs, supervising as well as monitoring the performances. It would create issues if some leader headed with the transformational leadership first time (Cavazotte, Moreno and Hickmann 2012).
There are several positive outcomes of Transformational Leadership. It can be a helpful activity by creating a supportive environment for work where responsibility can be shared. Encouraging the actions of others rather than personal issues, will be a benefit that is highly essential for telecommunication industry as well as any other organizations. Independent decision making as well as earning of genuine trust from others will also be an advantage for the leadership. Taking respect from others and giving proper respect and admire to the team member will helpful to be a successful leader of any organization (Noruzy et al. 2013).
3.0 Research Philosophy
Three major research philosophies are there; those are Interpretivism, Positivism as well as Realism Research Philosophy (Mackey and Gass 2015) Positivism is referred to the gaining knowledge while Interpretivism represents the significant knowledge from the desired information. In this research study, the researcher uses the Positivism Research Philosophy.
Two major research Approach are there; those are, Inductive as well as Deductive Research Approach. The inductive research approach is helpful in formulating identical enhanced theories within the research study (Flick 2015). However, Deductive research approach is helpful for using the existing proved theories within the research study. In this research study, the researcher uses the Deductive Research Approach.
Data collection technique is generally divided into two significant data collection methods, those are, Qualitative and Quantitative Data Collection Method (Panneerselvam 2014) Qualitative questionnaires are asked to those personnel who are directly linked with the organizational activities of any business organization. In addition, Quantitative questionnaires are asked to the customers, employees who are related to the organization partially.
On the other hand, Secondary Data are collected from the books, journals, articles, newspapers as well as internet sources. Apart from that, the Primary Data are collected from the answers that are fetched from the participants or respondents.
Probabilistic as well Non-Probabilistic methods are used in the research studies for determining the numbers of the respondents who are going to select for the interviews (Pickard 2012). The probabilistic method ensures that the respondents will get the equal chance for participating in the questionnaire rounds for conducting the survey.
On the other hand, 50 employees will be selecting for the quantitative questionnaire interview as well as four managers of Samsung will be selected for the qualitative questionnaire interview.
Table 1: Gantt chart
(Source: As Created By Author)
The Statistical Data will be used in this particular research study for analyzing those data that come from the respondents of this particular research work. The methods related to the mean, median, mode and standard deviation will be applied in this research for gathering the primary data collection method.
It is identified that, most of the business organizations are giving positive feedback as they are helped with the impact of the transformational leadership on the organizational performances. Therefore, as an expectation, it can be said that, the alternate hypothesis will be proved positive as well as the researcher will be able to get the significant result as per the outcome of this particular research.
Reference List
Carter, M.Z., Armenakis, A.A., Feild, H.S. and Mossholder, K.W., 2013. Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change. Journal of Organizational Behavior, 34(7), pp.942-958.
Cavazotte, F., Moreno, V. and Hickmann, M., 2012. Effects of leader intelligence, personality and emotional intelligence on transformational leadership and managerial performance. The Leadership Quarterly, 23(3), pp.443-455.
Cooper, R., 2015. The Shared Services Organizational Model in Higher Education Enrollment Management: the Application of the Transactional Components of the Burke-Litwin Model of Organizational Performance and Change and the Moderating Effect of Employee Engagement on Individual Motivation (Doctoral dissertation, The University of Texas at Tyler).
Flick, U., 2015. Introducing research methodology: A beginner’s guide to doing a research project. Sage.
García-Morales, V.J., Jiménez-Barrionuevo, M.M. and Gutiérrez-Gutiérrez, L., 2012. Transformational leadership influence on organizational performance through organizational learning and innovation. Journal of Business Research, 65(7), pp.1040-1050.
Mackey, A. and Gass, S.M., 2015. Second language research: Methodology and design. Routledge.
Noruzy, A., Dalfard, V.M., Azhdari, B., Nazari-Shirkouhi, S. and Rezazadeh, A., 2013. Relations between transformational leadership, organizational learning, knowledge management, organizational innovation, and organizational performance: an empirical investigation of manufacturing firms. The International Journal of Advanced Manufacturing Technology,64(5-8), pp.1073-1085.
Panneerselvam, R., 2014. Research methodology. PHI Learning Pvt. Ltd..
Pickard, A., 2012. Research methods in information. Facet publishing.
Spangenberg, H. and Theron, C., 2013. A critical review of the Burke-Litwin model of leadership, change and performance. Management Dynamics,22(2), p.29.
Stone, K.B., 2015. Burke-Litwin organizational assessment survey: Reliability and validity. Organization Development Journal, 33(2).
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