Organization Behavior for Transformational Leadership Style

Question: Discuss about theOrganization Behavior for Transformational Leadership Style. Answer: Introduction Effective leadership is one of the most important components for an organization to become successful (Vasu et al., 2017). This essay will discuss the key qualities of a transformational leader and the impact of such leadership on organizational success. Saleh Al Abdooli, the present CEO of Etisalat, a telecommunication service provider in Middle east has been selected as the transformational leader for this discussion. With the leadership style of Saleh Al, Etisalat has able to achieve maximum success within just 5 years (Etisalat.ae, 2018). Appraisal from his followers and positive commitment of human resource has been effective due to transformational leadership approach, which will be further discussed. Critical Thinking of Transformational Leadership Style According to McCleskey (2014), transformational leaders possess five major personality traits, which are extraversion, neuroticism, openness to experience, agreeableness and Conscientiousness. While considering the leadership qualities of Saleh Al Abdooli, it can be understood that he is quite extrovert and loves to accompany any level managers, supervisors or even employees within very short period. Moreover, being a transformational leader, Roueche et al. (2014) pointed out that one must be well open towards gaining new experience though innovation and strategic motives. This has been the same with Saleh Al Abdooli as he rebuilt the network and technology sharing protocols from scratch for Etisalat from 3G to 3.75G and finally introduced fiber-connectivity in 2014. Furthermore, being a transformational leader,Breevaart et al. (2014) highlighted that one must be agreeabletowards employee demands and this has been the greatest quality of Saleh Al Abdooli has he has always tried to se ttle collective demands from any level of Etisalat. According to Engelen et al. (2015), transformational leader works one among the sub-ordinates by creating a vision of change and implement the same with royal motivation from employees within the organization. Saleh Al joined Etisalat in 2012 and since then created the vision of becoming the strongest and widest network provider in Middle East. Since 2012, Saleh Alinspired all operational managers andsupervisors across branches of the nation to work a team. Eventually, he acted as the motivator, morale developer and performer guidance through variety of mechanisms. Qu et al. (2015) pointed out that once an organization becomes successful in creating the sense of collective identity and operates unitedly it surely becomes to be the greatest ownership. While considering the impact of Saleh Als transformational leadership style on Etisalat, it can be found that the organization has the lowest attrition rate from 2013 and has the highest pool of talented employeesacross Middle East telec ommunication sector. Moreover, his leadership has actualized Broadband Internet services (Al Shamil and eLife) and 4G Mobile Internet access in Etisalat leading it to cover more than 90 percent of countrys populated areas.Therefore, it can be said that being the transformational leader Saleh Al has able to satisfy the human resource and motivate them by creating the vision through inspiration to be the part of the biggest telecommunication company in Middle East. Saleh Al started his career with Etisalat group in the year 1992 as the Mobile System Planning Engineer. He had to undergo several roles and worked under several supervisors. Being one of the nest performers, he was promoted to become the Chief Engineer in Mobile Systems Planning and Managing Engineer to the Chairman of Etisalat Groups technical committee. While being through such a long journey, Saleh Al had experienced the employee grievances, causes of employee dissatisfaction, impact of work pressure, negative impact of organizational culture and value of rewards. Therefore, while being the part of high level employee, Saleh Al always tried to listen and mitigate employee grievances. He always tried to be the part of system and process rather being the controller or manager. As pointed out by Avolio (2016), organizational leaders must always ensure employee satisfaction and guide them to achieve success, similarly Saleh Al stood by his fellow project team members and guided them to achieve target and deliver projects within stipulated deadline. In this way by performing as an active leader with employee-centric approach Saleh Al has able to acquire the qualities of transformational leader. Considering the above example of leadership, and as pointed out by Schmitt et al. (2016), it can be identified that the main components of a transformational leader are influencing nature, inspirational motivation, intellectual stimulation and individualized consideration. A transformational leader contains the qualities such as motivating and inspiring employees, create a vison for future, satisfy employee grievances and create a suitable blend of culture that satisfies all level of employees (Dong et al., 2017). While considering myself, I feel to cover some of the components and qualities of transformational leader which are influencing nature, individualized consideration and agreeableness. On the other hand, I lack the most important qualities which are being extrovert, openness to experience and being intellectual for strategic innovation. I believe myself to become a transformational leader in future because at present I not get the scope to socialize in the workplace, however in forthcoming days while working in groups and communities in an organization I will definitely become an extrovert and share my inspirational thoughts with employees. Moreover, I have the fear to experience new scope but in future I will need to work with experienced talented workforce from whom I will gather knowledge and openness to experience. Finally, I will need to gather ideas related to organizational stakeholders and based on that implement my innovative and creative power by guiding and directing employees to perform in new direction. Conclusion Transformational leadership has been found to have best components of a leadership style that helps in stimulating and developing human resource base. While considering the transformational leadership style of Saleh Al Abdooli, it has been found that only through such motivational and visionary approaches Etisalat has able to establish the highest market share in telecommunication sector of United Arab Emirates. I have able to understand all the components of transformational leadership style however, I will need to mitigate my shortcomings pertaining to being extrovert, openness to experience and being intellectual in future to become a successful leader. References Avolio, B. J., Keng-Highberger, F. T., Schaubroeck, J., Trevino, L. K., Kozlowski, S. W. (2016, January). How Follower Attributes Affect Ratings of Ethical and Transformational Leadership. InAcademy of Management Proceedings(Vol. 2016, No. 1, p. 16854). Academy of Management. 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