Essays on What Is the Link Between Innovation and Transformational Leadership Assignment

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The paper "What Is the Link Between Innovation and Transformational Leadership" Is a great example of a Management Assignment. In recent days, organizations are experiencing an increasing need in innovation to be able to keep up with the increasing competition resulting from the advancement in technology and knowledge in every sector around the globe. Leadership is crucial in these economic changing times and there is a need for organizations to have the right type of leaders to be able to lead effectively the organization to the right direction of innovation (Gerybadze et al. , 2010).

One such leadership style is transformational leadership. Transformational leadership can be described as leadership that causes changes in the social and individual systems to enhancing morale, performance, and motivation through several mechanisms. Transformational leaders usually use mechanisms such as being a role model who inspires followers, connecting followers’ identity to that of the organization, and its mission, trying to understand their followers’ weaknesses and strengths and motivating followers to own up their responsibilities (Given, 2008). Transformational leadership and innovation are key factors in influencing the performance of the organization.

The purpose of this paper is to explore if there is any link between transformational leadership and innovation. A study in Taiwan by Jung, Chow, and Wu (2003), indicated that there is a strong positive relationship between organizational innovation and transformational leadership. Organizational innovation is a product of creative behaviors that are enhanced by several factors that include the intellectual capacity of employees, personal attributes, a conducive working environment that enhances creativity, supervision that is supportive and experience. Of all these factors of enhancing innovation, the style of leadership used within the organization has been seen to be the most crucial and important factor.

Leaders have the ability to affect both indirectly or directly the creativity of their followers. For example, leaders in an organization can indirectly influence the creativity of their followers by developing a working environment where the employees can have the freedom of trying out different approaches towards solving certain issues without having to worry that they will be punished due to negative results (Shalley, Hitt & Zhou, 2015). In addition, leaders can affect the creativity of employees directly by being role models and motivating them to take up challenges and broadens their thinking capacity hence enhancing creativity leading to innovation (Blush, 2012). There is a rapid change in the business environment that is characterized by increased technological advances, universal economic environment, globalization, and shorter product life cycle that has placed a lot of pressure on organizations requiring them to adopt more creative and high levels of innovations.

Most organisations are adopting the transformational leadership style which is crucial in motivating employees beyond any expectations and helps free the creativity that they might be having within them (Karim & Morshedi, 2015).

This style of leadership helps in transforming the self-concepts and values of an employee towards high levels of aspirations (Jung, Chow & Wu, 2003). Most employees perceive transformational leadership to having a significant effect on enhancing creativity since it focuses on factors such as empowerment, positive working relationships, organizational learning, intrinsic motivation, and giving support to innovation (Hsiao & Chang, 2011). This analysis creates a picture of the strong link existing between transformational leadership and innovation that has seen most organizations opting for transformational leaders to enhance creativity and increase innovation (Alrifi, 2012).

References

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Blush, P. M. (2012). Transforming Your STEM Career through Leadership and Innovation: Inspiration and Strategies for Women. Academic Press.

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Gerybadze, A., Hommel, U., Reiners, H. W. & Thomaschew, D. (2010). Innovation and International Corporate Growth. New York: Springer.

Given, R. (2008). Transformational Leadership: The Impact and Personal Outcomes. Emerging Leadership Journeys, 1(1), 4-24.

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Hsiao, H and Chang, J.(2011). The role of organizational learning in transformational leadership and organizational innovation. Asia Pacific Education Review, 12 (4), 621-631.

Jung, D.I., Chow, C. & Wu, A. (2003). The Role of Transformational Leadership in Enhancing Organizational Innovation: Hypothesis and Some Preliminary Findings. The Leadership Quarterly, 14, 525-544.

Kakouris, A. (2010). Proceedings of the 5thEuropeanConference on Innovation and Entrepreneurship. U.K.: Academic Publishing Limited.

Karim, F. & Morshedi, Z. (2015). The Relationship between Transformational Leadership with Organisational Innovation. Int J Educ Psychol Res, 1(3), 226-233.

Rehman, A., Ghaffar, H., Hussain, Z., Atta, M., Ahmed, M. & Rauf, M. (2014). Transformational Leadership and Organisational Innovation: The Role of Perceived Job Self-Efficacy. Applied Science and Business Economics, 1(1), 56-62.

Razavi, S.H. & Attarnezhad, O. (2013). Management of Organizational Innovation. International Journal of Business and Social Sciences, 4(1), 226-232.

Samad, S. (2012). The Influence of Innovation and Transformational Leadership on Organizational Performance. Procedia-Social and Behaviour Science, 57, 486-493.

Shalley, C.E. Hitt, M. A. & Zhou, J. (2015). The Oxford Handbook of Creativity, Innovation and Entrepreneurship. New York: Oxford University Press.

Zhao, J., Pablos, P. &Tennyson, R. (2014). Organizational Innovation and IT Governance in Emerging Economics. Hershey: Business and Economics.

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