Difficulties in Implementing Three Transformational Leadership Values in China's Organizational Culture

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Introduction
Transformational leadership refers to the theory of leadership where a leader works
with the organization’s teams and identifies need for change and then helps to create a
vision to guide the team in executing the change. Transformational leadership helps to
enhance motivation and hence improve performance. Transformational leadership
helps to achieve change through the following; connecting the team sense of identity
to an organization need or project and the identity of the organization and acting as a
role model to the team for inspiration. This report identifies the three transformational
leadership values that I think would be difficult to implement in the organizational
culture of China (Dignam et al., 2012). These values include; extraversion,
conscientiousness and neuroticism. The report also discusses the advantages and
disadvantages of implementing the above listed values in organization in China.
Extravarsion
There are two main characteristics associated with extraverts. They include affiliation
and agency. Affiliation is the need and desire to feel a sense of belonging and
involvement in a social group. This is closely related to the psychological needs of
human beings where humans have a desire for social belonging. People with high
affiliation needs require approval and warm interpersonal relationships. In order to
successfully implement transformational leadership in an organization context, it is
important for all the people within the organization to feel the need of belonging
(Gilbert, 2012). The person in a position of leadership needs to create a strong bond
with other people so that they can feel part of something important. Implementing
extravarsion in an organization is difficult in China`s organizational culture because
most of the organizations have a huge workforce (Cameron, 2011). This makes it very
difficult to understand individual social needs of employees and attend to them
appropriately.
Pros
 Extravarsion improves the self confidence of an individual and hence
increasing productivity.
 Creates sense of togetherness and belonging among employees.

 It encourages teamwork within an organization.
Cons
 This may encourage laxity among employees because of the close
interpersonal relationship that they enjoy with their seniors. This may in turn
contribute to decline in performance within an organization.
 Some employees are reclusive and may not be interested in close interpersonal
relations with their leaders.
Conscientiousness
Conscientiousness is described as having a strong sense of direction and the ability to
put huge amounts of work into tasks. This value is very important in transformational
leadership since it is crucial in managing the talents of a work force. It is a personality
trait that encompasses being careful and vigilant (Fairholm, 2011). In order for an
organization to achieve its objectives, it is important that all the employees are
efficient and keen when carrying out tasks. Transformational leaders tend to be self-
discipline and they are driven with the desire for perfection. Transformational leaders
also exhibit planned as opposed to spontaneous behavior. It is difficult to implement
this value in China`s organizational behavior because of various factors. One of the
factors is that China has an organizational culture that focuses on how fast tasks are
accomplished as opposed to quality and following due process. This may therefore
encourage employees to accomplish tasks hurriedly and hence making it difficult to
implement this transformational trait. The employee remuneration system where
workers are paid according to quantities produced and encourages unhealthy
competition and workers are no longer keen on the tasks they are undertaking.
Pros
 High quality output since tasks are executed carefully.
 Increased productivity.
 Leaders who are conscientious inspire confidence and act as a good example
to their juniors.