BSBLDR801: Strategic Leadership in Organizational Transformation

This report provides a detailed analysis of strategic leadership within an organization, covering topics such as regulatory context, organizational mission and objectives, leadership styles (Laissez-faire, Autocratic, Participative), and personal development methodologies. It discusses techniques for data collection, PEST analysis, emotional intelligence, and change management models. The report also includes a written activity focusing on implementing personal development plans, managing change within an organization (specifically WHS practices), and encouraging collaboration through communication strategies. Furthermore, it addresses handling uncooperative employees, evaluating performance, and demonstrating leadership values to enhance employee productivity and trust. The report concludes by examining the role of transactional and transformational leadership in driving continuous improvement and addressing potential performance issues during the implementation of new technologies.

Running head: STRATEGIC LEADERSHIP IN ORGANIZATION
Strategic Leadership in Organization
Name of the student
Name of the University
Author note

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Activity 1
Answer 1)
For determining the regulatory context of the organisation, first I need to determine the new
requirements that have been met in the existing documentation. This is because the requirements
are related to the quality manual in ISO 9001:2008 are now transferred to the new clause, and
while implementing the standard from scratch, I need to determine the scope of my QPS and
identify the processes and their interactions. The internal and the external issues of the company
need to identify, and the legislative laws are then needed to be implemented depending upon the
internal and the external issues.
Answer 2)
The organization mission defines the company’s business, its objectives and the company’s
approach to reach those objectives and the desired position of the company in the future. The
purpose of the organisation to take money from the investors and generating profit on such
investment (Schnackenberg and Tomlinson 2016). The organisation values guide the
perspectives and the actions of the organisation, and it involves the organisational beliefs and
cultures.
Answer 3)
Organisation objectives are the short term and the middle term goals that the organisation seeks
to achieve, and it plays a crucial role in developing policies. Organisational planning is the
process of identifying the immediate long-term objectives and monitoring the specific strategies
for achieving them and also involves resource allocation. The organisation strategies are to

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measure and identify the actions that the company intends to take to achieve the long-term goals,
and all these actions together make up the company’s strategic plan.
Answer 4)
The three leadership styles are:
Laissez-faire leadership: This leadership involves the minimal direction and the supervision that
is from manager to staff, and it requires the well trained and the effective directors as the
intermediaries between the organisation and the employees.
Autocratic leadership: This leadership has become a relic in today’s business market as the
employee works better without the every time presence of the boss.
Participative leadership: This leadership allow the employees to think independently and share
their creative and the innovative ideas and decisions in the decision making process.
Answer 5)
The personal development methodology is the framework that is for those people who are
committed towards their growth, and this framework allows people to find out their limitations in
the practical ways, it increases the efficiency and the ability to handle the challenges of the
reintegration while moving to the higher level of the personal development. This framework
helps the employee to become a self-grower that is the performance skills in the affective domain
by being more committed to self and are central if one needs to succeed in the personal
development goals. The steps involved in this framework are: Recognizing the need for the
change, exploring the contextual issues, prioritise depending on the values, stating the clear

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outcomes, developing a plan, performing to the plan as set, assessing performance, adjusting the
plan, appreciating gains and rewarding achievements.
Answer 6)
The techniques for collecting data for evaluating the business approach are surveys, interviews
and observation. The evaluation of the business opportunities can be assessed by taking recourse
to surveys that can help in the easy collection of the information. Interviewing can be useful
about market research and observation can help in monitoring competitors.
Answer 7)
PEST Analysis helps in describing the macro-environmental factors that are used for that of
environmental scanning. It helps in giving an overview of the environmental factors that should
be taken into consideration by a business (Ellinger and Gregory 2018). PESTLE analysis can be
applied to the marketing plan of a business that helps them in developing the strategies that can
help them in surviving in a competitive environment.
Answer 8)
Emotional Intelligence is indicative of the capacity that helps a person in managing and
controlling the emotions. Emotional intelligence helps a person in influencing the emotions of
other people. The emotions that are important in the workplace are that of high achievement
along with the excitement that has a positive effect on job performance.
Answer 9)
The stages of change in that of Change Model are Pre-contemplation, Contemplation,
Preparation, Action, Maintenance and Termination.

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Answer 10)
In the first stage (Pre Contemplation) people do not want to take action for the future, and in the
second stage (Contemplation) people start having healthy behaviour in that of the future. In the
stage of preparation, people become ready to take action and in the stage of Action people want
to move forward with the change in behaviour. In the Maintenance Stage, people succeed in
sustaining their behaviour for some time and in the stage of Termination people do not want to
return to that of the unhealthy behaviour. A leader can respond to organisational changes by
communicating the reason for the changes in a clear manner and by the identification of the key
players who can help in bringing about change in the organisation.
Written Activity 2
Answer to question (1)
The personal development plan needs to be implemented for growing the effective type of the
leadership and management style. The servant leadership is the most effective leadership and
management style. Being the leader, the idea of developing the personal development plan is
necessary to implement.
Answer to question (2)
The change that can be implemented within an organization is in relation to WHS practice that
can help in protecting the workers within the organization. The staff who are elected to the WHS
Committee should be provided with proper training that can help them in carrying out their
responsibilities in an efficient manner. The training should be approved by that of Safe Work that
can help in ensuring that the training is on the basis of the Work Health and Safety Regulations
within Australia. The WHS manager can be a member of committee and he should have a

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Certificate Course in TAE that can help in taking care of the fact that the safety protocols have
been maintained within the organization.
Answer to question (3) (a)
The transactional leadership helps to bring the change based on the continuous improvement
strategy by promoting compliance for the existing organisational performance and goals by the
supervision and the use of rewards and punishments. This leadership style employs the form of
management that helps the employees to perform the task by improving their performances. The
transformational leadership also helps the leaders to bring the continuous improvement strategy
by increasing the employee motivation, and the engagement of employees for improving the
production of the organisation and this helps the organisation to bring improvement.
Answer to question (3) (b)
The communication strategy needs to be developed for encouraging collaboration in the process.
This strategy can be developed by setting the communication goals and objectives, developing
the important messages that provide effective information to the targeted audience, identifying
the effective tools, techniques and the communication channels, mapping the accessible
resources of communication, setting and monitoring the milestones, indicators in action line and
timelines. These steps will help to develop a communication strategy document.
Answer to question (3) (c)
There are times when people become un-cooperative and unhappy with the changes made and
this is often found out that the senior employees are not comfortable in changing by the
introduction of new technology. Being a leader, I will make them understand every advantage

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for the employee as well as for the organisation and will make them clear how the changes will
be bringing improvement in the production process.
Answer to question (3) (d)
My performance will be evaluated by introducing the reporting procedures including the report
of the statistical data of the product those are purchased and the implementing the new strategies
for extending my skills and knowledge.
Answer to question (3) (e)
I will play the role of the transactional leader by properly supervising the employees on
increasing the group’s performance. I will set the policy and the assessment criteria that
intervene only in the case of the performance problems and the need for exceptions. I will divide
the task that the employees are expert in doing that will increase the productivity with quality.
Answer to question (4) (a)
The changes that will be implemented on the team members will be based on the continuous
improvement strategy that is by introducing the reporting procedures, which includes the report
of the statistical data of the purchased product that is by keeping the records of the no of products
purchased and bringing the new document for reporting the issues.
Answer to question (4) (b)
The employee motivation is important for bringing improvements in the production process, and
the legislation like the WH&S laws help to ensure the rights of the employees to maintain a safe
workplace which will be advantageous for bringing the improvement strategy. The Disability

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Discrimination Act (1992) will provide a safe workplace with improvements related to the safe
workplace are also essential for the organisation.
The answer to question (4) (c)
The expected results of the changes that are the improvements in keeping records of the products
and the statistical data related to the product will bring the proper record of the product that will
help to properly determine the target audience and the products that need to be improved.
Answer to question (4) (d)
The leader needs to encourage the collaboration by enhancing the contributions of the employees
in the organisation, and this encouragement will help the employees to develop the relationship
with the team members, this will increase the team productivity.
Answer to question (4) (e)
The feedback from the group is important, as this will encourage the team members to maintain
healthy competition among the team. The feedback will help to introduce the reward system for
encouraging and motivating the employees.
Answer to question (5) (a)
The direction and the values can be demonstrated by showing clear profit-making operations to
the employees, which will enhance the productivity of the employees and also build trust among
the organisation management and the employees.
Answer to question (5) (b)
The transactional leader helps to motivate and encourage the improvement strategy, and they
play the role of the extrinsic motivators who encourages the success by the introduction of the

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reward and punishment. The transactional leader establishes the practices that make the
organisation more productive.
Answer to question (5) (c)
The evaluation plan could be developed by undergoing all the factors that make a person a great
leader, taking the self-assessment, identifying the core values, making a personal vision
statement, identifying the lacking in the current leadership styles and analysing what other
employees think about the present leadership style.
Answer to question (5) (d)
The performance issues that the staff members may face during the introduction of the new
technologies for the improvements of the production that is the employees may not be
comfortable with the use of updated technology. Thus, there is a need for training for the
employees, which will allow them to adjust to the improvement strategy and implementing the
changes required for bringing improvement for the desired outcome of the organisation.
Answer to question (5) (e)
The transformational leadership involves the leader those who inspire the staffs by creating the
environment of intellectual stimulation. The transactional leadership involves those leaders who
establish the clear command utilising the carrot and stick approach to the management. Servant
leadership involves the power-sharing models of the authority and encourages collective
decision-making. The autocratic leadership provides significant control over the staff members
and considers the work suggestions. The hands-off approach characterises the laissez-faire
leadership by allowing the employees to get on with the task they fit in. The democratic
leadership often asks for the input from the team members before taking any final decisions. The

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bureaucratic leadership maintains the highly regulated work environment with the strict
adherence of the rules. The charismatic leadership relies on the positive charm and personality of
the leader and the situational leadership style is mainly utilised by the best leaders depending on
the variety of the different styles depending on the environment.

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References
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Mokhber, M., Tan, G.G., Vakilbashi, A., Zamil, N.A.M. and Basiruddin, R., 2016. Impact of
Entrepreneurial Leadership on Organization Demand for Innovation: Moderating Role of
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Schnackenberg, A.K. and Tomlinson, E.C., 2016. Organizational transparency: A new
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Ellinger, E.W. and Gregory, R.W., 2018, July. Owning Without Ownership: How Self-Managing
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