Evaluating the Effectiveness of Leadership on Organizational Change

by

TABLE OF CONTENTS

CHAPTER 1: INTRODUCTION1

Research Background1

Research Aim and Objectives2

Research Questions2

Outline of the Study2

CHAPTER 2: LITERATURE REVIEW4

Leadership Concepts4

Organizational Change, Readiness and Resistance5

Leadership and Organisational Change5

Leadership and Organizational Commitment6

Transformational Leadership6

Relationship between Transactional and Transformational Leadership with Organisational Outcomes8

CHAPTER 3: METHODOLOGY10

Research Method10

Research Philosophy10

Research Approach/ Paradigm10

Case Study Research Strategy11

Data Collection Sources11

Secondary Source11

Primary Source11

Research Instrument11

Data Analysis Methods12

Ethical Consideration12

REFERENCES13

CHAPTER 1: INTRODUCTION

Research Background

In this globally competitive world, it has become very important for organisations to become adaptable to change. Organisational change has become necessary for the prosperity and survival of organisations. In fact, majority of the organisations worldwide are competing with each other for sustaining by continuously changing (Burke, 2002, 195). A continuously increasing change perspective consist of purposeful and frequent adjustments that are not big but cumulative and ongoing in effect.

Nigeria, according to an estimate of 2009, was the world's 8th largest nation. Nigeria has been rich in mineral resources; nevertheless, the country seems to have mineral resources in equal measure to its political, social and economic problems. For decades, Nigeria has been grappling with religious, ethnic, and political unrest, along with increasingly unequal allocation of resources. However, with recent developments and reformations in the key sectors, there is a boost in economic growth (Ojokuku, Odetayo & Sajuyigbe, 2012, 205). Across the globe, investors are facing situations where they are continuously making decisions which would help them in growing the business as well as help in contributing to the nation's economy. Nigeria, as being a developing nation under various reformations, has been experiencing unprecedented changes within its business environment (McKern, Meza, Osayande & Denend, 2010, 26). These changes are brought in order to compete and sustain within the globalised market and hyper-competition. The manufacturing as well as service industries are usually motivated by continuously changing consumer preferences and demands along with the evolving business procedures. In such scenario worldwide, the managers of the organisations operating in the Nigeria are dealing with dynamic environments (Chiejina, 2012). There is no doubt that organisations can only sustain and become successful by continuously responding to these global business changes. Although, organisations have recognised positive change successfully, yet there are employees who unwilling to accept changes which may lead the organisations towards incapability to change the processes.

Recently, various business organisations have reported to implement change successfully due to the role played by leaders, through their skills, traits and style; nevertheless, the change within an organisation requires firms to focus on their employee engagement, satisfaction, support and commitment. This research focuses on evaluating the effectiveness of leadership styles on organisational change. In this context, the research further pays attention on the relationship between the transformational leadership and employee commitment.

Research Aim and Objectives

The main aim of this research will be to analyse the extent to which transformational leadership influences employee to successfully bring change within the organisation. This aim will be achieved through following objectives:

To analyse leadership role in organisational changes

To analyse the impact of transformational leadership on employee commitment

To identify the role of ...