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HI6008 Organizational Performance Development

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HI6008 Organizational Performance Development

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Course Code: HI6008
University: Holmes Institute

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Country: Australia

Q1: What are the effective methods to analyze the transformational leadership reports and how they are used?Q2: Are there any merits or demerits which are associated to the transformational and transactional leadership in different sectors?

With the modern business growth, there are stakeholders who need to understand about the embracement of the leadership styles which are related to make sure that the organization is considered to be productive. It highlights on the organizational management with proper setup of the fields of business that tends to face a major impact on the change of world. Here, the technology appears to be one of the critical factor that influence the modern environment. The discussion will be about how organizations are able to enrich the mechanisms of leadership for a better conducive market to work.
Project Objective
The objectives are based on maintaining the relationship that leads to the change in transformational leadership with organizational performance development. The research helps in analyzing the elements which directly influence the productivity path and there are aspects related to how the employees are able to work in the firm with highlighting the factors that could be effective for productivity.
Project Scope
The current study helps in examining the approach which is relevant to how the transformational governance model and business productivity helps in motivating employees, satisfying the job performances and the self-efficacy. There are certain other mediating factors for improving the organizational productivity which will help on working with fulfillment of the environment and how they tend to work.
Literature Review
The transformational leadership and the transactional leadership generally contradict, where there are leaders who tend to make use of the rewards to help in rising the morale of the employee. The transformation leaders are generally focusing on ensuring about creating an environment that will inspire the different subjects for the performance (Boamah et al., 2018). The objective is based on focusing on the motivation about how the workers can increase in productivity. The leadership style is important where the model helps in dealing with firm directions that is mainly to ensure about creating an understanding. The worker role is determined through contributions which works with progression of responsibilities (Gorman et al., 2018).
The fact is important for management in contemporary change in society, where the study is about how the Telecom engineering companies are working with leadership influence that affects the motivation of the employee (Grossman et al., 2018). The study helps in conducting a better support with impact on productivity of workers through empowering and contentment with managers. The influence of the work comes with environmental and the other relationship factors. It includes the focus which is on how the organizational structure and administration appears. The study is about how the Malaysian standards are able to assess the effectiveness of transformative and transactional leadership plans that leads to productivity of workers (Hetland et al., 2018). The leadership models generally helps in improving the role of employees with better growth and productivity. The association is with the leaders and how they are able to determine the extent to which the groups of people are able to match with the goals of organization.
There are different literature gaps which includes how the transformational leaders work on the productivity, gratification for the job, and the self-efficacy factor. The performance is mapped with reviewing the styles of leadership which fails to give a proper evidence of transformed leadership style in an organization. The literature tend to appear for inclining towards how the focus is on the critical element setup and the productivity depends on the interplay (Igram et al., 2018). The competitors and legal provisions are worked with conducting a study for understanding different factors of performance. There are uses of different models which works with tasked responsibilities with appropriate leadership style in order to make use of organizations to direct towards the organizational future. It involves the intricate processes and changes which are implying that the organizations require to work with most threatening aspects of the modern business world (Kark, Van Dijk, D. and Vashdi, 2018).
Research Questions/hypothesis
Primary research questions
Q1. What is the major importance about transformational leadership in a job and how it can lead to better productivity at work?
Secondary research questions
Q1: What are the effective methods to analyze the transformational leadership reports and how they are used?
Q2: Are there any merits or demerits which are associated to the transformational and transactional leadership in different sectors?
Research design and methodology 
There have been variations which include how the qualitative and quantitative factors are able to analyze the adoption of different mixed methods. It applied to leadership skills which are applied by the employees in the company, mainly in telecom sector. The elements are related to qualitative and quantitative collection of data methods.
Qualitative Research
The specifications are about how the data collection is able to understand the different aspects of a system. The accounting procedures help in involvement of human behaviors with mixed research that focus on gaining a better understanding for improved nature of accounting information. It includes the open and the closed ended questions with research approach that will be for data collected and analyzed.
Quantitative Research
The quantitative methods are depending upon well-structured policies with conducting the nature of respondents. It is important to ensure about the interviews with different and same set of questions. The comparisons are made in between the different leadership related factors that helps in obtaining the answered in nan aggregated manner (Ng et al., 2018).
Sample Size 
The sample relates to how 18 years of age people and above are included in the study. The assurance is about the perceptions which are made for handling the sample solutions which can easily be represented through the study of the population. The research is based on concerning about the financial accounting and auditing procedures with decision making that is identified through the researches which are able to draw upon the population (Taylor, 2017). The sample is representative, and the population is being studied for properly interpreting about the different factors o transactional leadership.
The study highlights about the techniques which could be used for the interviews, and then answering the different research questions. They are based on pilot study before the main study so that one is able to determine the data collection and the effectiveness of the tools for the main survey setup.
The variables are worked upon through the classification which is dependent and independent of the age and the gender of the respondents. The independent variables work on holding the business nature with analyzing the factors that tends to make use of different transactional and transformational leadership system (Tepper et al., 2018).
Data Collection
The choice of the sample study is based on the different informed consent where the study is then sent to the participants for the work factor. The purpose is based on improving the participants and the responses which are considered to be confidential which is then compiled with the views of the other participants. The questionnaires are sent to the respondents through the email address with delivering the data by the research assistance (Willis et al., 2017). The response is received from the interviews and then the questionnaires and the interviews will be done and entered into MS Excel. The data is about SPSS with data analysis software with 5 Likert scale, with standard deviations.
Data Analysis 
The analysis of the data is based on the questionnaires and how the data will be coded as depending upon the export of information into SPSS versions with 17 data analysis. The 5-Likert scale and standard deviations help in summarizing the results which are settled in the form of tables, and charts where there are multilinear regression models to work with effectiveness of financial reporting. Here, the analysis is about the effects of independent variables where the information also concerns about the effects related to transactional leadership.
Reliability & Validity 
The use of the mixed methods is generally found to be connected with the validity and the reliability, where there are results which works on handling a complete conduct with secondary data which works on not only carrying out the tests but also working with the leadership standards of different engineering companies.
Research Limitations
The limitations of the research are based on the long-time factors with the effort that is needed to focus on resources. The collection of information is to set out research questions where the information is obtained and then it is not collaborating through possibility of discrepancy of results. The respondents need to consider about the research with sound business enterprise that will help in reaching out for the questionnaires that are sent to the people. There is a possibility of the readers being biased when related to reading, writing and then using the services of internet.
Expected Outcomes/Conclusion
The expected outcomes are about how the transactional leadership styles affect the performance of the employees in the different sectors like telecom (Xenikou, 2017). The project has focused on how one can work over the different transactional leadership styles for growing a strong factors with measuring the work to ascertain about the rapid change of management. 
Boamah, S.A. and Tremblay, P., 2018. Examining the Factor Structure of the MLQ Transactional and Transformational Leadership Dimensions in Nursing Context. Western journal of nursing research, p.0193945918778833. 
Gorman, C.A. and Chavez Reyes, D., 2018. Full Range Focus: How Regulatory Focus Influences the Relationship between Leader Behavior and Subordinate Outcomes. ARBS 2018 PROCEEDINGS, 1, p.36. 
Grossman, G. and Sharf, R., 2018. Situational Judgment Tests and Transformational Leadership: An Examination of the Decisions, Leadership, and Experience in Undergraduate Leadership Development. Journal of Leadership Education, 17(1), pp.114-131. 
Hetland, J., Hetland, H., Bakker, A.B. and Demerouti, E., 2018. Daily transformational leadership and employee job crafting: The role of promotion focus. European Management Journal. 
Igram, Q.I., Garstka, A.N. and Harris, L.D., 2018. Perceptions of Transactional and Transformational Leaders According to Gender. 
Kark, R., Van Dijk, D. and Vashdi, D.R., 2018. Motivated or Demotivated to Be Creative: The Role of Self?Regulatory Focus in Transformational and Transactional Leadership Processes. Applied Psychology, 67(1), pp.186-224. 
Ng, L.T. and Rivera, J.P.R., 2018. Exploring Transformational Leadership and Fellowship in a Cultural Context: The Case of the Philippines. Asia-Pacific Social Science Review, 17(3), pp.136-141. 
Taylor, J., 2017. Management of Australian Water Utilities: The Significance of Transactional and Transformational Leadership. Australian Journal of Public Administration, 76(1), pp.18-32. 
Tepper, B.J., Dimotakis, N., Lambert, L.S., Koopman, J., Matta, F.K., Man Park, H. and Goo, W., 2018. Examining Follower Responses to Transformational Leadership from a Dynamic, Person–Environment Fit Perspective. Academy of Management Journal, 61(4), pp.1343-1368. 
Willis, S., Clarke, S. and O’connor, E., 2017. Contextualizing leadership: Transformational leadership and Management?By?Exception?Active in safety?critical contexts. Journal of Occupational and Organizational Psychology, 90(3), pp.281-305. 
Xenikou, A., 2017. Transformational leadership, transactional contingent reward, and organizational identification: the mediating effect of perceived innovation and goal culture orientations. Frontiers in psychology, 8, p.1754. 

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