A PROJECT REPORT

ON TRANSFORMATIONAL LEADERSHIP

(TO MAKE THE WORK FORCES MORE ENGAGING )

Submitted by :

Abhishek Bajpai

MBA (14MBAGES002)
Transformational leadership is a style of leadership where the leader works with employees to
identify the needed change, creating a vision to guide the change through inspiration, and
executing the change in tandem with committed members of the group. We could use this
framework to change our working group.

We as a group identify that change in necessary in the current situation

Why we want to change?

We use PEST framework to identify change condition in current situation.

Economical:

Competition increased a lot .We needed a trained and committed manpower to excel in Cost
reduction and to foster Innovation in plant.

Quality become necessary as aspect .Company also increased its warranty period.

Socio:

Youth has changing preference .Scooter market become new Star of market .Company focused
on producing more scooter with limited setup. We need more engagement from Operators to
excel in this arena.

Political:

As a company we have expanded our footprint in global arena .To do export with domestic
production we need continuous improvement in Quality and Zero loss at Assembly lines due to
capacity constraint

From Above changing factor we identify that Operator Work force have to change in this
dynamic condition.
Presently Operators are not fully engaged in productive work, less motivated, innovative.

We need to change this situation as we want to utilize years of experience in this difficult time.

This need Transformation Leadership Quality to achive our desired state.

Develop Strategic Vision:

We as a team develop a vision

Become More Cost Effective

Quality/defect free benchmarking our product

Less Rejection and rework cost

Foster innovation to do new Kaizen in respective areas.

Communicate the Vision:

We need to communicate this vision properly. Operators need to understand the current situation.
They need to understand Sense of urgency.

Model the Vision:

After that we identify some motivated peoples among the group to start the change process.

This effort should be collaborative .We identify one place of work that to Model as change and
we initiate this change process from it.

We decide team members and identify key competency to do change process. If we lack in
competency we organize some training programme to develop ability.

Then start take action to initiate change.

Change could needed in one of the four aspect of Organization to do archive our vision. These
are:

Strategy

Technology
 Process

Culture

People

Policy

Measures

Generate Short Term Wins:

After identification in key parameters of change. We do the change .Suppose we want to change
in Process by mutual consensus .Then we done root cause analysis to do the change.

We identify three state Present State, Desired State and Delta State .Delta State is how we get in
desired state.

Then we do implementation part. This process would be Unfreeze, Change/Move and then
Freeze.

In our context we need to change mainly in Culture of company. We need to form new conducive
culture where everyone take responsibility of their own work

SUSTAIN ACCELERATION:

Increase credibility to change system & policies that dont support the vision.

Prompt a culture to support performance.

Reward performance.

Develop & promote the employee who implement the vision.

INSTITUTE CHANGE:

a-articulate the connection between the new behaviors & departmental success, & develop the
means to ensure leadership development & succession.

References:

1- Class notes
2- Online materials.
3- Class videos.