The purpose of this thematic paper is to determine the relationship between employees and transformational leadership, including its elements and employee job satisfaction in an American-Thai organization, Bangkok, Thailand. A qualitative research method is used using open-ended questions to implement a transformational leadership style on employee job satisfaction. The results show that transformational leadership, especially intellectual stimulation, is often used in the American-Thai organization.
Problems can arise in an organization when a manager or leader leads in his own style. In order to achieve the goals, leadership is crucial in any business, especially in a multicultural organization is challenging. The topic will focus on transformational leadership as Organization X uses this type of leadership.
The measurement of leader-follower relationship will be tested using the transformational leadership style using the components of inspirational motivation, intellectual stimulation, individual consideration and idealized influence. The purpose of this research is to find transformational leadership in small and medium-sized organizations. It will measure all key team members through interviews about their leadership based on transformational leadership and job satisfaction.
In order to deeply understand their leadership, an in-depth open-ended question with transformational leadership and job satisfaction questions is required in order to use a qualitative method in this research paper.
LITERATURE REVIEW
- Overview
- Job Satisfaction
- Transformational leadership
- Transformational Leadership and Job Satisfaction
- Research Questions
- Proposition for Qualitative Research
The main responsibility for the leader is to ensure that the followers do their best in their work. In some samples, followers are eager to admit that they cannot overcome certain obstacles related to their tasks. In some situations, it is difficult to eliminate dissatisfaction for any reason, but the leader must help the followers.
Transformational leadership is the style of the leaders who can inspire and encourage to achieve the goals. Furthermore, this framework shapes followers into future leaders by developing chemical relationships with the followers and the leaders. According to Burns, transformational leadership supports each other to strive for higher levels of morale and motivation, which is not based on mutual benefits such as the give and take of relationships.
Bass (1985) developed the transformational leadership style, as leaders are seen to improve quality and performance, substitute one goal for another, reduce resistance to certain actions, and implement decisions (p. 27). This will make the supporters willing to drive the organization forward and make a greater effort in the workplace. It will stimulate the followers to get creative ideas when they think and act freely.
As a result, the followers will have an inspiration for personal development as intrinsic motivation. And act as a role model for the followers by demonstrating excellent moral behavior to gain trust and respect. Transformational leadership also increases employees' perceptions and commitment to the organization (Ojokuku, Odetayo, & Sajuyigbe, 2012; Barling, Weber, & Kelloway, 1996).
Thus, a transformational leadership style is critical to improving job satisfaction (Lok & Crawford, 2004; Medley & Larochelle, 1995). However, transformational leadership has a significant impact on productivity and employee satisfaction in the long run (Hartog, Muijen, & Koopman, 1997; Hater & Bass, 1988). Therefore, transformational leadership has a more significant impact on job satisfaction than transactional leadership (Awamleh & AL-Dmour, 2004).
RESEARCH METHODOLOGY
- Research Design
- Research Framework
- Organisation
- Informants
- Developed Questions
- Data Collection
- Data Validity
- Data Analysis
The design determines the impact of transformational leadership and job satisfaction in small and medium-sized organizations. How your leader explains tools like image, stories, models and structure for the near future. Do you think your manager is one of the inspiring factors to achieve your goals?
Can you still have a voice or give advice to your leader when you are in trouble. Do you listen with fear to his new idea/plan or do you believe in his skills, knowledge and personality. First, the data were analyzed by reading through the transcribed data from all responses.
This working analytical framework has four parts to execute the data which are four components of transformational management. All items will be measured through supporting coded data on the consequences of job satisfaction.
FINDING AND DISCUSSION
- Demographic Data
- Inspirational Motivation
- Intellectual Stimulation
- Individual Consideration
- Idealised Influence
- Analysis Summary
- Managerial Implication
Moreover, some Thai employees do not think their leader is an inspiration to them when asked whether their leader is an inspirational factor or not. Moreover, all the answers indicated that the leader regularly uses intellectual stimulation to his team to work effectively. The leader likes to help his teammate by giving advice, encouraging and acting, but some members think he is delegating to someone who can help.
To prove this, testimonials show how they deal with problems and how the manager helps them. Can they advise me or help me with other solutions. Yes, first he will comment, second he will try to help me and organize someone to help me.
These findings are supported; the leader is willing to help his followers as much as he can. Therefore, the leader fits the type of intellectual stimulation leadership and this has a positive impact on job satisfaction. Therefore, it will not be the same for everyone that the leader gives time to his employees.
I'm usually alone so I'm not embarrassed in front of anyone.” She also explained how her manager tried to help by saying, “I think. He has the highest organizational education and relevant work experience in management positions. A leader knows how to lead employees in his own leadership style, and also gains trust and respect.
All the interviewees pointed out that the leader has the ability to influence them and gain their trust. They can trust their leader in any situation because he is a good listener and willing to help them. According to the interview, it was found that the leader makes more frequent use of intellectual stimulation.
Moreover, it is flexible to adapt to the leader, as long as the employee has sufficient skills and abilities. X organization has that kind of experience because the previous leader was a very task-oriented person and the leader eventually had to leave.
RECOMMENDATION AND CONCLUSION
Recommendations
- Provide Vision for the Thai Employees
- Provide Working Space
- Provide Development Program
- Provide Interaction Frequently
- Implement Other Components
As mentioned above, the leader gives too much freedom and less participation except decision making and meeting. The leader has a good relationship with the whole team, but is more likely to be an individual relationship. All the employees are impressed and trust their leader so the leader should consider using more inspirational motivation and idealized influence.
Conclusion
According to the employees, they have skills in their job position, but they still need some training to update their skills. Based on employees, they are satisfied with the transformational leadership style and it has a positive impact on their performance. It would be better if other components were implemented in the organization as recommended above.
Limitations and Suggestions for the Future Research
