Leadership Style Implementation: A Bestway Group Case Study

This report provides an analysis of leadership styles within Bestway Group, a multinational company based in the UK, focusing on transformational and transactional leadership approaches. Transformational leadership is explored as a method to motivate employees through communication, creativity, and empowerment, highlighting key elements such as idealized influence, inspirational motivation, intellectual stimulation, and individual consideration. The report outlines the steps for implementing transformational leadership and its potential effects on maximizing human assets and innovative product delivery. Transactional leadership, which involves monitoring activities and providing rewards or punishments based on performance, is also examined, detailing its elements, potential effects, and benefits such as improved coordination and timely project completion. A critical analysis of both leadership styles is presented, discussing the positive and negative aspects of each approach. The report concludes with recommendations for Bestway Group, suggesting the implementation of both leadership styles with an emphasis on transformational leadership for its innovative and employee-enhancing qualities.

HUMAN RESOURCE
MANAGEMENT

Bestway Group
• Second largest multinational
company of UK.
 Having business in
various sectors such as
cement, pharmacy and
wholesaler (Avolio and
Yammarino, eds., 2013).
Logo of Bestway

INTRODUCTION
 The ability of appealing and motivating people through their
effective communication skill and creative approach (Breevaart
and et. al., 2014).
• Leadership involves various skills for effective results. In
order to empower individuals who is leading either at top,
middle or bottom layer.

Transformational Leadership
 It is an approach where leader is associated with subordinated
of an organisation in order to identify changes, involve
creativity and execute them (Dumdum, Lowe, and Avolio,
2013).
• It helps to improve performance by implement various
mechanism such as by connecting with follower, collecting
identity of firm for motivating staff, by raising interest and
handling challenges.

Transformational Leadership
process

Use of Transformational Leadership
Use of transformational leadership are following:
• Taught to manager.
 Enhance leadership skills with time (Hamstra and et. al., 2014).
• Develop leadership qualities in others.

STEPS OF IMPLEMENTATION
 In transformational leadership approach, rewards are provided to
employees (Hamstra and et. al., 2014).
 It can be considered as compensation in one group and symbol of
status in another group.
 It can cause trouble for company in future.

Elements of Transformational
Leadership
Key elements of leadership approach are:
• Idealised influence: In this method, leader is considered as a
role model by followers.
 Inspirational motivation: method is based on the controlling
process such as monitoring and supervising performance of
employees (Kark and Shamir, 2013).

Cont...
• Intellectual Stimulation : This element of leadership process
is considered by mentor in order to find solution of problems.
 Individual consideration : In this approach connection
between leader and followers is considered (Wolfram and
Gratton, 2014).

Transformational leadership process
This process can be implemented in three steps:
 Transformational leadership involves techniques in order to
create input (Keskes, I., 2014).
• Changes are implemented on behaviours of employee.
• Values are created on the basis of competitive advantageous.

Potential effect of Transformational
Leadership
Potential effect of transformational leadership are following:
•Maximises human assets.
•Innovative product delivery strategies.
 Difficult implementation (Samad and et. al., 2015).

BENEFITS
Benefits of using transformational leadership are following:
• Vision: Through this they can communicate vision of
organisation to employees. Through this image of gaol became
clear.
 Inspiration: By inspiring employees passion and enthusiasm of
employees can be maintained (Bateh and Heyliger, 2014).
Through this company is able to optimise their performance.