BSS056-6 Theory into Practice Project

MBA (HRM)
Table of Contents
Introduction:..............................................................................................................................................1
Problem Statement:...............................................................................................................................1
Aim of the study:...................................................................................................................................1
Objectives:..........................................................................................................................................1
Research Questions:..............................................................................................................................2
Research rationale:................................................................................................................................2
Literature Review:.....................................................................................................................................2
Path-Goal Theory:.................................................................................................................................2
Role of leadership in organizational change:.......................................................................................2
Method of data analysis:...........................................................................................................................3
Systematic literature review:................................................................................................................3
Thematic analysis:.................................................................................................................................3
Feasibility of project:................................................................................................................................3
Ethical Issues:........................................................................................................................................4
Conclusion:................................................................................................................................................4
References..................................................................................................................................................4

Leadership's Significance in Organizational Transformation.

Bridging the Connections between Creative and Visionary
Leadership and Successful Organizational Transformation
Introduction:
Companies need to take concrete action if they want to achieve the necessary level of success
and durability. All academics and researchers who have studied these fundamental business
practices concur that organizations must accept, embrace, and put into practice changes to their
business model in response to shifting market conditions, technological advancements, consumer
preferences, and long-term concerns (Abrams, 2018). There are significant works on this subject
by numerous authors. A corporation's long-term profitability and existence depend on
organizational transformation. A company's reputation and market share are at stake if it can't
change with the economy. Even though a wide range of authors have emphasized the necessity
of organizational transformation in different ways, it is generally acknowledged that such change
is essential to a firm's long-term viability and prosperity (Manning, 2020).

Problem Statement:
Leadership has been the subject of substantial research in terms of its capabilities and traits for
dealing with a wide range of organizational issues (Alavi, 2017). Researchers have given a wide
range of leadership theories and tactics for adjusting to and managing a wide range of
organizational contexts. Even though authors who define and discuss these traits frequently
mention that some of them are more crucial for a leader to possess to successfully address the
phenomenon of organizational change, research on the connection between these traits and
successful organizational change is lacking. After recognizing this gap, we decided to research
the connection between a leader's vision and creativity in bringing about organizational change
(McGuire, 2019).

Aim of the study:

To adapt to the changing business and cultural context, companies must continuously adjust their
business models to take into account advancing technologies and rising concerns. Businesses,
therefore, need leaders that can not only evaluate their current state and provide informed
recommendations but also recognize what needs to be improved and come up with creative
methods to make those improvements a reality (Burino, 2017). This thesis aims to investigate the
relationship between a leader's vision and an innovative approach, and the success of an
organization's transition to a new direction. It does this by recognizing the significance of
organizational change and leadership’s crucial role in the change process (Jing, 2016).
Objectives:
 To determine if a company's performance is impacted by a leader's vision.
 To identify the role leadership plays in bringing about a change for the better in a
company (Abrams, 2018).

Research Questions:
The main question this research attempts to answer is how visionary leadership that adopts a
fresh perspective on issues relates to successful organizational change. To make this thesis more
comprehensible and readable, we separated our main research topic into three supplementary
questions. The first goal is to lay the foundation for them to make the characters we'll be using in
this thesis more approachable for the reader and to better organize our efforts. The first three of
the numerous extended or sub-research topics that we have identified will be the focus of this
chapter (Kotter, 2018).
1. How do different factors increase the probability of the right decisions in a leader?
2. How do leaders have to adapt to the changes?
3. How do leaders focus on change management in an organization (Abrams, 2018)?

Research rationale:
The authors concur that bringing about organizational change entails figuring out the greatest
possible form for the organization's future and then plotting a plan to get there when assessing
the qualities of good leaders. The success of this change, therefore, depends on inventive and
visionary leadership (Jing, 2016).

Literature Review:
Path-Goal Theory:
According to the Path Goals theory, the best leaders are those who can inspire their subordinates
by providing a crystal-clear vision of the future of their work (Abrams, 2018). This point of view
contends that a leader's principal responsibility is to make sure that the team's efforts consistently
produce the desired outcomes for the organization. Additionally, leaders motivate their
colleagues by recognizing their hard work and highlighting the abilities and potential of their
group (Anderson, 2017).

Role of leadership in organizational change:

Nowadays, the majority of businesses understand that strong leadership is essential to the success
and development of their operations. The wealth of knowledge and information that intelligent
leaders have acquired enables them to do their duties effectively and efficiently. There is always
a need for an effective leader to bring about constructive change. When discussing the issue of
organizational transformation, Brookfield emphasizes the significance of evaluating ingrained
cultural norms and ideas. He cites a culture of secrecy, an individualistic culture, and a culture of
quiet as traits that might thwart change management endeavours. Such circumstances can be
managed and handled by professional leadership (Jing, 2016).
Figure1: Effective change management by leadership competencies (Alavi, 2017)
The aforementioned table highlights how important a leader's traits are in effecting good
transformation inside an organization. The chart also highlights the most critical traits and talents
that are advantageous and practical for implementing organizational changes (Anderson, 2017).

Method of data analysis:

Systematic literature review:
To address a particular research question, a systematic literature review (SLR) will locate
pertinent papers, choose the most pertinent ones, and critically evaluate them. Before finishing
the evaluation, a plan or strategy should include specifics regarding the criteria for the systematic
analysis (Anderson, 2017). This is a thorough search of numerous databases and grey literature
that is openly accessible for use by other researchers. It calls for creating a search strategy with a
specific objective in mind or responding to a specific question. The evaluation lists the precise
types of data that were asked for, examined, and submitted within the time limits (Jing, 2016).

Thematic analysis:
Thematic analysis is the examination of underlying conceptual frameworks. In other words,
you're searching your data for patterns and trends. It is not required to find every potential theme
in the data; instead, focus on the significant traits that are connected to your study objectives
because these are what motivate this process (Lawrence, 2015).
In this research, we are using secondary data analysis. Data is collected through a systematic
literature review and themes are generated through thematic analysis. In this, there will be no
respondents, and data will be analyzed through thematic analysis (Manning, 2020).
Feasibility of project:
This literature evaluation will be more affordable than others of its sort because data will be
gathered from organized sources like journals and articles. On the other hand, if and when we
need to read these articles, we will find it difficult. Since our nation cannot afford or does not
have access to the vast majority of genuine and dependable sources, we are usually kept in the
dark. As a result, we must manage these concerns through a variety of channels and support
systems.

Ethical Issues:
Throughout the review process, it is necessary to address the ethical concerns raised by the use
of qualitative data collection techniques. Confidentiality and the researcher's function as a tool
for data collection are two ethical issues that must be taken into account in qualitative research.

Conclusion:
According to our research, we think that increased productivity and the creation of new goods
and services within a company are directly related to innovative methods for realizing a leader's
vision.

References
Abrams, L., 2018. Talking about feminism: Reconciling fragmented narratives with the feminist research
frame. In Beyond Women's Words. 22(4), pp. 107-120.

Alavi, S. B. &. G. C., 2017. Leading change authentically: How authentic leaders influence follower
responses to complex change. Journal of Leadership & Organizational Studies, , 24(2), pp. 157-171..

Anderson, M. H. &. S. P. Y., 2017. Reviewing leadership styles: Overlaps and the need for a new ‘full‐
range’theory. International Journal of Management Reviews, , 1(19), pp. 76-96..

Burino, A. G. A. J. H. &. L. A. R., 2017. Interview: A Research Instrument for Social Science Researchers.
International Journal of Social Sciences, Humanities, and Education , 1(4), pp. 1-14..

Cheema, S. A. A. &. J. F., 2015. Employee engagement and visionary leadership: Impact on customer and
employee satisfaction.. Journal of Business Studies Quarterly,, 7(2), p. 139.

Huda, M. M. T. K. S. N. M. N. H. &. M. N. B., 2018. Transmitting leadership based civic responsibility:

insights from service learning.. International Journal of Ethics and Systems, , 1(34), pp. 20-31..

Jing, F. F. &. A. G. C., 2016. Missing links in understanding the relationship between leadership and
organizational performance.. The International Business & Economics Research Journal (Online), , 15(3),
p. 107.

Kotter, J., 2018. Leading Change: “Why Transformation Efforts Fail”. Harvard Business Review, , 2(1), pp.
59-67.
Lawrence, P., 2015. Leading change–Insights into how leaders actually approach the challenge of
complexity.. Journal of Change Management, 15(3), , 15(3), pp. 231-252..

Manning, T., 2020. Leadership Across Cultures: Attachment Style Influences.. Journal of Leadership &
Organizational Studies,, 3(9), pp. 20-30,.

McGuire, J. (., 2019. Leadership Strategies for Culture Change,. Journal of Developing Change Leadership
as an Organizational Core Capability, , Volume 22, pp. 1-2.

Ulrich, D. (., 2021. A new mandate for human resources.. Harvard Business Review, , Volume 76, pp.
124-134.