Transformational Leadership

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Organizational change is the process in which an organization changes its structure, culture, technologies, strategies or operational methods to affect change within the organization and the effects of these changes towards the organization. Organizational change can either be continuous or only a period of time. Small organization must adapt to survive against the bigger competitors. Organizations must look for new ways to do things more efficiently and cost efficient in order to step up their game and be ahead of their competitors. One of the barriers of change in an organization include lack of employee involvement. Employees always have a fear towards change and even the most loyal employees will resist the change. The biggest mistake some…show more content…
Transformational leadership is a charismatic leader or manager who believes he has a clear vision for the future of the organization that will attract success. Besides, he will also motivate employees to adapt to changes in organization and also guide them as well. A transformational leader will try to get employees enthusiastically on board with his or her ideas and continually uses the vision of a brighter future as a key motivation for employees to be more productive and efficient to adapting changes. Lastly, the transactional leader can create a plan for success of organization and tell each employees how their contribution plays an important part of the organization’s success. The next leadership style is democratic leadership. Democratic leader always let their employees to get involved in any decision making process such as organizational change. A democratic leader will not make changes or proceed with decision-making without the help or consensus of the staff. Which means that if the leader or top management is to make decision-making, they will go through employees also to ask for their opinions. The motivational tactic used by democratic leader is inclusion, where the employees of the organization is part of the decision-making process. Employees take an emotional interest in the success of the organization because they took part and play an important…show more content…
This theory is the most well-known theory of motivation. Maslow describes that every human and individual there exists a hierarchy of five needs which is physiological being the first followed by safety-security, social-belongingness, esteem and self-actualization being the last or top of the pyramid. Physiological needs means that the individual needs water, shelter, food and other bodily needs in order to survive. Example, MAS must provide shelter for their employees to work comfortably and a good working environment must be provided. The second level safety-security means that employees or individual in an organization need security and protection from physical and emotional harm. For example, MAS needs to provide security in workplace so that employees will feel safe and secure. The third level which is the social-belongingness that include affection, belongingness, acceptance and friendship. For example, an individual need to make friends with colleagues in the organization so they can build lasting relationships with them and will not feel lonely. The fourth level is esteem. Esteem includes internal such as self-respect, autonomy and achievement and external esteem such as recognition and attention. MAS should have respect and attention for all employees equally and therefore recognize their contribution towards the company. The last stage is self-actualization.

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