Script English
Good morning, I am Amirah Nursolehah A196279. My topic is Transformational
Leadership: Inspiring Change and Growth
Have you ever wondered how the poor communication and collaboration that occur
can affect transformational leadership?
First and foremost, students should practice transformational leadership; if not there
may be a lack of vision, lower motivation and participation, missed opportunities, and
inefficiencies. Many students usually acknowledge the significance of having
leadership qualities but do not know which type of leadership suits students the best.
Putting more of a priority on generating organizational collaboration that can further a
vision than on formulating strategic plans or making judgments is how transformational
leadership works. During studies, students are advised to organize programs to add
the qualities within themselves before entering work-life. This type of leadership may
help students to develop individualized consideration which provides adequate
support to make the organization work. It can also involve inspirational motivation to
encourage the other members to achieve their goals and succeed. The other members
of the organization can voice out their perspectives on the agreement or disagreement
in making any decision.
Let me start with my personal experience joined an organization during my first year
at university. There was one leader who applied transformational leadership during
the time of period of that organization, which opened my eyes to how she carried out
the conversation with other members. The conservations involved consideration and
emphasis of the leader in determining which were the wise decisions to face every
circumstance at that time. As an illustration, the organization's issues include
freeloaders, which will have an impact on other issues as well as the results of that
specific event. In return, she applied transformational leadership to lead and overcome
this problem. She valued every member’s opinion on the subject and decided which
one was the best solution without any selfishness. These situations gave me the idea
of getting more information about this type of leadership so that I can be a better
version of a leader.
1) Vision is a mechanism for monitoring an organization's success; its absence will
cause numerous challenges and make it more difficult to strive in the future.
The committee might fail to comprehend the organization's long-term goals if an
explicit goal is not supplied. This might result in scattered efforts and a lack of
coordinated activity toward agreed-upon objectives. A lack of strategy can result in
organizational momentum, which is a refusal to adjust grow, and develop. They may
become used to the status quo and reject new ideas and techniques. A concise
strategy helps align the efforts of each team toward common goals. In its absence,
several components of the organization may operate at cross purposes, resulting in
inefficiency and conflict. Strategic management is critical for being relevant in a rapidly
evolving organization.
Visions challenge current regulations, policies, and common thinking. Vision
communicates expectations of excellent performance. It encourages confidence in
believers (Conger & Kanungo, 1987). Senge (2006) defines vision as the spark and
optimism that prohibits the organization from performing regular things.
Three key purposes of vision are involved in inspiring transformation. One benefit of
vision is that it makes the overall path of change clear; two, it makes particular
decisions easier to make; and three, it makes it easier to swiftly and effectively
coordinate the efforts of individuals with various experiences .Vision gives navigation
to the goal as well as a description and explanation of the route. It is crucial to have a
realistic vision that can improve their organization for a better future for the students
in the university.
2) Reduced motivation and engagement will eventually rise after the lack of vision of
certain organizations.
Individuals who are engaged are more likely to recognize and take advantage of the
potential for development and innovation. Individuals may be less likely to go above
and beyond their fundamental work obligations in the absence of transformative
leadership that promotes engagement. Feeling demoralized and disengaged which
results in low morale and productivity if there is no captivating vision may inspire and
encourage individuals by providing a feeling of purpose for their job. Negative
Organization will occur by having low morale. Lack of motivation can create an
undesirable atmosphere in committees in which low morale spreads and affects
overall team dynamics. Disengaged people are less likely to work effectively with
others at work, resulting in poor collaboration and communication challenges.
"Good people with good intentions cooperate and work together over a shared
interest," says a successful person. What drives the majority of inspired people is the
conviction that humankind is good. Pessimists and cynics don't make the world
change.”– Meg Whitman, former CEO of eBay and HP. She supervised adjustments
that increased eBay's revenue from $5.7 million to $8 billion. She handled HP's
separation into HP Inc. and Hewlett Packard Enterprise.
From the expert’s advice above, we can interpret that motivation and engagement
between members in the organization are crucial to achieving goals and outstanding
performances. The objective of any leader is to establish a culture of teamwork and
collaboration in the workplace. The reason is precisely transformational leaders think
that others are capable of doing their best, which inspires and empowers them.
3)The absence of transformational leadership applied among the students will
eventually cause inefficiencies and missed opportunities that arise after reduced
motivation and engagement.
Transformational leaders assist their subordinates in identifying their own identities
and understanding their roles in contributing to the organization's mission. Through
this engagement, these leaders enhance the subordinates' commitment to the
organization. Decision-making procedures are frequently expedited by
transformational leaders through empowerment and the development of a trusting
environment. Without it, decision-making may become administrative and weak,
leading to missed opportunities and delays.
Transformational leaders use intellectual stimulation to get people to think analytically
about current standards and methods. They also encourage ideas for ways to
maximize the output. Thus, to increase efficiency, transformational leaders inspire
their committee to apply their knowledge or expertise wisely, approach issues from
several perspectives, become experts at problem-solving, and choose the optimal
course for moving forward (Bass, 1985; House & Shamir, 1993). This suggests that
leaders can provide members with adequate resources as physical, emotional, or
physiological so they can experiment with different approaches to task-related issues.
Member’s psychological availability and level of involvement at work may increase as
a result.
The biography of Satya Nadella's transformation of Microsoft's culture is undoubtedly
the most talked-about illustration of transformational leadership in the last few years.
The contrast between Nadella's composed approach and that of his aggressive
predecessor, Steve Ballmer, highlighted the shift even more. Early in the decade of
the 2010s, Microsoft had become known as an outdated corporation. Its stock prices
reached a record high back in 1999. Its entry into the smartphone market proved to be
a weak endeavor. Its Surface tablets did not make a significant impression on
consumers. Microsoft's goal was redesigned under Nadella's leadership in 2014 to
"empower every person and every organization on the planet to achieve more." He
oversaw the change in Microsoft's culture from that of a traditional, guarded IT
organization. The modification is best seen in how Microsoft handles open source and
cloud computing. Nadella, on the other hand, is a source cooperation, and Microsoft
became a Platinum Member of the Linux Foundation while he was CEO.
To avoid a lack of vision, decreased enthusiasm and involvement, missed
opportunities, and inefficiencies, students should engage in transformational
leadership practices. Students must implement transformative leadership skills to
avoid the negative consequences of a lack of vision, diminished passion, missed
opportunities, and inefficiency. By doing this, individuals may develop the abilities and
frame of mind required to motivate others, encourage participation, grasp chances,
and boost productivity. By actively practicing transformational leadership behaviors
and cultivating a culture of vision, excitement, and excellence in all endeavors, let's
equip our next generation of leaders to make a good difference. Let's work together to
build a more inventive and promising future.
