SU_MBA5001_W5_Dennis_A

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1 Implementation of Transformational Leadership Amanda Dennis South University MBA5001: Organization Behavior & Communication Lyle Cady October 23, 2023

2 Implementation of Transformational Leadership Sales representatives rate their career happiness 2.5 out of 5 stars which puts them in the bottom 5% of careers (Career Explorer, 2023). Copiah Supply, Inc. is an industrial supply company that provides goods and services to customers in the Southeast United States. Recent employee surveys conducted at Copiah Supply, Inc. revealed an overall low motivation rate in the sales representative positions. Employees cited salary and commission rates as the main cause of dissatisfaction, with feelings of not being valued by the company as the second factor contributing to low job motivation. Based on these findings, management at Copiah Supply, Inc. has proposed organizational and policy changes to address the employees’ concerns. To ensure successful implementation, Copiah Supply, Inc. will train all managers in applying the transformational leadership theory. Transformational Leadership Transformational leadership believes in the power of encouraging everyone in the organization to hone their individuality and contribute based on their passion and lived experiences. Leaders and managers create connections with employees, invite enthusiastic input, and provide support and positive motivation. Transformational leadership, at its core, looks at each team member and employee and supports positive transformations from within to benefit the good of the whole (Fox, 2019). Transformational leaders inspire followers to accomplish more by concentrating on the followers’ values and helping the followers align these values with the values of the organization (Givens, 2008). By understanding the four components of transformational leadership, managers at Copiah Supply can become successful leaders for their teams.

3  Idealized Influence - Transformational leaders develop a shared vision and improve relationships with employees (Sayyadi, 2020). Managers at Copiah Supply can accomplish this aspect by displaying a sense of pride for being a part of the Copiah Supply team and sharing their values and beliefs, thereby creating a bond with their team. In addition, the managers will need to portray confidence in their ability to lead their team in achieving company goals.  Individualized Consideration - Transformational leaders concentrate on identifying employees’ individual needs and empowering followers in order to build a learning climate and mobilize support toward the goals and objectives at the senior level (Sayyadi, 2020). Successful understanding of this aspect includes managers becoming coaches to their teams. In addition, managers will need to understand team members are not the same. Teams are composed of individuals who have different needs, abilities, and goals and will assist their team in the development of their strengths, including any training the team may need to improve their performance.  Intellectual Stimulation - Transformational leaders propel knowledge sharing in the company to generate more innovative ideas and solutions for new and demanding issues that come up constantly in the hyper-competitive economic environment (Sayyadi, 2020). For this aspect to be effective, managers will need to encourage team members to contribute their thoughts and ideas on improving team performance, solving problems, and how to best streamline their processes.  Inspirational Motivation - Transformational leaders focus on inspiring people and do not just treat them as human assets (Sayyadi, 2020). With a focus on encouraging their teams

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4 to achieve success and realizing Copiah Supply is more than the goods and services sold, managers will achieve this aspect of transformational leadership. Transformational Leadership Impact Transformational leaders can have a positive impact on organizational outcomes such as behavior between managers and subordinates, communication, motivation among subordinates, team behavior, decision-making, and the overall culture of the organization (See Table 1). Table 1 Organizational Outcomes Organizational outcomes Characteristics Related studies Organizational citizenship behavior/ performance 1. Positive benefits for organizations and organization personnel 2. Positive, selfless behavior 3. Positive effect on employee performance Ackfeldt & Leonard, 2005; Bolino, Turnley, & Bloodgood, 2002; Barksdale & Werner, 2001; Nguni, Sleegers & Denessen, 2006; MacKenzie, Podsakoff, & Ahearne, 1998 Culture 1. The influence of the leader can be seen in employees who work in an organization 2. Impacts commitment, performance, and productivity 3. Revision of shared assumptions and values Denison, 1984; Posner, Kouzes, & Schmidt, 1985; Jones, Felps, and Bigley, 2007 Vision 1. Followers’ frame of reference or thinking is changed so that they see new opportunities that were not noticed before 2. Followers are inspired to reach their potential in the context of the work that needs to be done to achieve the organization’s vision and mission Mink, 1992; Keller, 1995; Zaccaro & Banks, 2001 Note. Table 1 presents characteristics of transformational leadership on organizational outcomes-Retrieved from Regent.edu on October 18, 2023.

5 Transformational leaders encourage subordinates to discover who they are and realize their role in helping the organization achieve its goals. This aids in increasing the level of commitment employees have for the organization. A transformational leader chooses to communicate well and to communicate often. A transformational leader doesn’t just see the people nor are they happy just to be seen. Transformational leaders have vision, and they share what they see with their team. In fact, they include their team in the formulation of the vision (Hopping, 2023). Transformational leadership not only promotes positive changes within the organization but also positive personal outcomes. Personal outcomes, such as job satisfaction and commitment have been linked to transformational leadership within an organization. Employees are inspired to go above and beyond their own self-interests for the benefit of the company. In addition, employees are encouraged to think critically and develop new approaches to accomplish their jobs. By showing respect and confidence in their followers, transformational leaders create a great degree of trust and loyalty on the part of the followers to the extent that followers are willing to identify with the leader and the organization. This trust and loyalty results in followers who trust in and identify with the leader and are willing to commit to the organization even under very difficult circumstances (Givens, 2008). Conclusion There is a good deal of leadership styles an organization can employ to foster change. For Copiah Supply, Inc.'s needs, transformational leadership is the best approach. Employees feel they are viewed as human assets rather than a part of the organization. By understanding the four aspects of transformational leadership, the managers at Copiah Supply can change their team’s perspective. This change of perspective will have numerous benefits for both employees and the

6 company. Transformational leadership also correlates with Maslow’s hierarchy of needs. By empowering employees to reach their full potential, self-actualization is achieved. When this is achieved, employees can move beyond self-actualization and self-interest to focus on achieving the organization’s goals. By training the managers at Copiah Supply to become transformational leaders, the company can successfully implement the organizational and policy changes needed to increase motivation, improve the productivity of the sales teams, and create a positive work environment for all employees.

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7 References Career Explorer. (2023). Are sales representatives happy? Retrieved October 18, 2023, from https://www.careerexplorer.com/careers/sales-representative/satisfaction/ Fox, M. (2019, March 15). Transformational leadership vs. Servant leadership: 3 key differences . Barrett-Koehler Publishers. Retrieved October 18, 2023, from https://ideas.bkconnection.com/transformational-leadership-vs.-servant-leadership-3-key- differences#:~:text=Transformational%20leadership%20is%20aimed%20at,seeks %20alignment%20between%20the%20two. Givens, R. J. (2008). Transformational leadership: The impact on organizational and personal outcomes. Emerging Leadership Journeys , 1 (1). Retrieved October 18, 2023, from https://www.regent.edu/journal/emerging-leadership-journeys/transformational- leadership-the-impact-on-organizational-and-personal-outcomes/ #:~:text=Transformational%20leaders%20help%20subordinates %20discover,organization%20(Tucker%20%26%20Russell). Hopping, L. (2023). Transformational leadership and communication . Transformational Institute. Retrieved October 18, 2023, from https://www.transformationalinstitute.com.au/transformational-leadership-and- communication/#:~:text=A%20transformational%20leader%20chooses%20to,the %20formulation%20of%20the%20vision. Sayyadi, M. (2020, September 9). The four aspects of transformational leadership . Society for Human Resource Management. Retrieved October 18, 2023, from https://blog.shrm.org/blog/the-four-aspects-of-transformational-leadership

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