Topic: Evaluate the effectiveness of transformational leadership in creating employee commitment to the organisational change

As per the past researches it has been seen that there is a significant relation among leadership styles, staffs’ commitment to change and the enhanced business performance. Changes unavailable for almost every organisation however it can be highly stressful for the staff members because they might consider it to bring uncertainty like conflicts in role, overloading of roles, loss of status and drop in the resources (Buschlen, Warner and Goffnett, 2015).

In the past research the impact of leadership style has been seen on staff commitment to change and there has been a positive relationship among transformational leadership and the staff commitment.

i.            Identify the factors influencing employee commitment and why employee commitment is essential for achieving work performance.

The factors which bring employee commitment are salaries and rewards, progression in career, personal development, well-being, Corporation, job contentment, organisational confidence, working conditions, trust and loyalty, ethical standards, vertical relation as well as Independence at work.

The employee commitment is important for an organisation because it is related with various aspects like turnover, satisfaction, cognitive dissonance among various hierarchies and the work performance. It is the bond which the staff members share with organisation all the goals of the organisation. It is significant for the business because when the workers are committed then there is connectivity and they have a feeling of being fit within the workplace (Cesário and Chambel, 2017). They feel that they understand the objectives of the organisation and therefore they are highly determined in their tasks, showing relatively high efficiency and more proactiveness in providing support. The employees’ commitment is the indicator of loyalty of the staff and performance of the business.

Commitment is an emotional state that connects a person to the business. It is all about the probability that a person will stick to the business, feel emotionally connected to it, if the job is fulfilling or not. The organizations usually mistake staff retention for commitment. It would be incorrect to state that an employee who continues to work with the business is committed.

ii.            Evaluate the effectiveness of transformational leadership in creating employee commitment in the workplace.

Generally, the description of leadership is on the basis of two functions, that is the decision of the direction and influence. Though the word “transform” means a change of type, inventiveness, functionality and / or the capacity of some phenomena; it is applicable to the leader. The key goal is to enhance the transformational leadership in person and collectively resolve organizational issues; like assisting the employees to recognize the objectives that have to be attained and the method to be used to attain the objectives of the business.  

The employees’ commitment is as per the organizational environment (Bagraim and Hime, 2011). The transformational leaders are supportive and they encourage the staffs to stay committed at the place of work.

Managers take on significant responsibilities to enhance the organizational commitment of staffs. Whether institutions can do extremely well and turn out to be most excellent is dependent on its managers with leadership attributes. So, managers should improve the organizational commitment of workers by showing transformational leadership behaviours and outlooks. The staff members with high organizational commitment will forever work harder than usual and they will forever attempt more with the intention of reaching business goals. Leaders have to act with this consciousness (Nägele and Neuenschwander, 2014). They also have to find out the reasons for reduction in organizational commitment and take essential steps accordingly.

iii.            Provide a reflection on how commitment could enhance your learning capabilities

My learning capabilities are dependent on my commitment. Whenever I want any outcomes then I have to be dedicated and committed this way only I will focus on the learning. I have to be committed to my studies for achieving great results and to learn new skills.  Instilling of learning capabilities includes a mixture of ideals and abilities that involve the wish to be successful, a feeling of the constant significance of learning, and a conviction in one’s own capability. This commitment is highly influenced by the environment and relation with relatives and peer groups. With more commitment I will want to learn more and improve my performance.

References

Bagraim, J. and Hime, P., 2011. The dimensionality of workplace interpersonal trust and its relationship to workplace affective commitment. SA Journal of Industrial Psychology, 33(3).

Buschlen, Warner and Goffnett, 2015. Leadership Education and Service: Exploring Transformational Learning Following a Tornado. Journal of Leadership Education, 13(3).

Cesário, F. and Chambel, M., 2017. Linking Organizational Commitment and Work Engagement to Employee Performance. Knowledge and Process Management, 24(2), pp.152-158.

Nägele, C. and Neuenschwander, M., 2014. Adjustment processes and fit perceptions as predictors of organizational commitment and occupational commitment of young workers. Journal of Vocational Behavior, 85(3), pp.385-393.