How to help a company blossom through transformational leadership
Sävilahti, Mikko (2022)
2022
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2022121328467
https://urn.fi/URN:NBN:fi:amk-2022121328467
Tiivistelmä
Is it possible to improve company success while keeping employees happy with transformational leadership methods?
The Company has problems of employees lacking a vision for their future and purpose in the Company. The majority of employment contracts have lasted between four and six years. After that time period, the employees have seen the need for change.
This study attempts to discover problems in the leadership model by under-standing certain gaps between the company’s leaders’ expectations and employees’ needs. The main argument is that there are certain characteristics that are missing from the current leadership model and that those are relatively easy to find using existing transformational leadership models.
The study is implemented as action research, where the development discussions will be used as an environment for observation and data collection. A fixed number of current employees with different backgrounds are selected to be interviewed with predefined questions and topics. Using development discussions as a framework makes the research easy to implement and reproduce in the future for evaluating possible changes.
As a result of analysing collected data with the theoretical studies, it can be seen that the current company leadership model does not share enough in-formation that would give employees a feeling of continuity and progress. The lack of titles, roles and responsibilities is making their career path difficult to trust and thus making them and the whole company impossible to blossom professionally.
The research shows that with little changes in the company communication can be improved, sharing certain metrics and setting concrete targets is an essential step and not have been taken as seriously as it, based on this study, should. Communication about every success and reached target should not be undermined but shared as openly as all the other topics within the company are communicated. The company strategy is not clear, and it has to be de-fined in a concrete manner in order to have mutual goals for every employee, leader and the owners.
The Company has problems of employees lacking a vision for their future and purpose in the Company. The majority of employment contracts have lasted between four and six years. After that time period, the employees have seen the need for change.
This study attempts to discover problems in the leadership model by under-standing certain gaps between the company’s leaders’ expectations and employees’ needs. The main argument is that there are certain characteristics that are missing from the current leadership model and that those are relatively easy to find using existing transformational leadership models.
The study is implemented as action research, where the development discussions will be used as an environment for observation and data collection. A fixed number of current employees with different backgrounds are selected to be interviewed with predefined questions and topics. Using development discussions as a framework makes the research easy to implement and reproduce in the future for evaluating possible changes.
As a result of analysing collected data with the theoretical studies, it can be seen that the current company leadership model does not share enough in-formation that would give employees a feeling of continuity and progress. The lack of titles, roles and responsibilities is making their career path difficult to trust and thus making them and the whole company impossible to blossom professionally.
The research shows that with little changes in the company communication can be improved, sharing certain metrics and setting concrete targets is an essential step and not have been taken as seriously as it, based on this study, should. Communication about every success and reached target should not be undermined but shared as openly as all the other topics within the company are communicated. The company strategy is not clear, and it has to be de-fined in a concrete manner in order to have mutual goals for every employee, leader and the owners.