University Leadership Report: Transformational Change Analysis

This report provides a critical analysis of transformational leadership, focusing on the utility and potential negative consequences of socialization and behavior modification techniques within an organizational context. The report examines the application of these techniques, including the use of behavioral techniques, reinforcement, and punishment, with a specific focus on their implementation within Woolworths. It explores the ethical considerations associated with these techniques, drawing on the work of Buchanan and Huczynski (2017) and other academic sources. The report discusses the importance of understanding employee needs, the role of behavior modification in shaping workplace behavior, and the impact of various factors on organizational effectiveness. Additionally, the report considers the role of technology, automatization, and the challenges associated with transformational change, concluding with a reflection on the ethical implications of utilizing these leadership strategies.

Running head: MANAGEMENT
Leadership for transformational change
Name of the student:
Name of the university:
Author note:

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Table of contents
Introduction................................................................................................................................3
Discussion..................................................................................................................................3
Socialization...........................................................................................................................3
Behavioural techniques..........................................................................................................4
Behaviour and legislation.....................................................................................................10
Utilitarianism........................................................................................................................12
Ethics and financial reporting..............................................................................................12
Community concerns and ethical considerations.................................................................13
Technology...........................................................................................................................13
Automatization.....................................................................................................................14
Challenges............................................................................................................................15
Conclusion................................................................................................................................16
References................................................................................................................................17

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Introduction
Ability to guide others enhances the competencies of the individuals regarding their
leadership skills. This includes the attributes of honesty, integrity, commitment, passion,
good oratory skills, delegation, decision making capabilities and others. Transformational
leadership has attained most crucial position in the organizations in terms of altering the
workplace scenario through the enhancement of the organizational effectiveness. In this
concept, the leaders need to identity the change through the creation of a vision, involving the
personnel into the process of change management (Buchanan and Huczynski2017).
Dedication, commitment and perseverance are important elements for delegating the teams
towards upgrading the standards and quality of the mechanisms in the operations. This
assignment, through the reference of the book, Organizational Behaviour, attempts to
undertake critical analysis of the socialisation and behaviour modification techniques
(Buchanan and Huczynski 2017). Along with this, the assignment measures the ethical
consideration regarding the application of these techniques by the managers of Woolworths.
Discussion
Socialization
Socialization is the act performed by the managers for involving the employees in the
mainstream business operations. Rationality in this direction is reflected from conducting the
need analysis, which helps in averting the instances of conflicts and misunderstanding. In this
case, the managers need to cater to the fact that not all of the employees have equal
understanding levels. Some of the employees need to be briefed about the activities, which
has been planned for altering the workplace scenario. As per the opinions of van der Voet
(2016), one to one sessions is beneficial for these employees in terms of voicing out the
opinions to the managers. The managers need to consider that caring and understanding
approach to the needs of the employees is vital for improvising on the stability in the

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relationship between the employees and the managers. In this, Maslow’s hierarchy of needs
can be related, as it enhances the awareness about the needs of self-esteem in the workplace.
For this, the Operations managers of Woolworths needs to ensure that the staffs have the safe
and congenial workplace environment from which they can learn about the basic managerial
concepts.
Behavioural techniques
According to Yang (2016), variables of the behaviour signify different connotations
for different people. Mention can be made of the variance theory, which is assistance in terms
of the ways and means for resolving the organizational issues. In this, the mechanisms plays
an important part for gaining an insight into the approaches towards executing the allocated
duties and responsibilities. Reference can also be cited of the Process Theory, which
enhances the awareness about the sequence in which the events takes place. With this, the
understanding level of the staffs is attached. Balance in the understanding and the sequence
of the events is assistance for organizations like Woolworths in terms of improvising on the
balance in the operations. Behaviours in the workplace, the staffs behave in accordance to the
events taking place in the surroundings. In the opinions of Shin, Seo Shapiro and Taylor
(2015), this approach relates to the contextual factors, which is needed for enhancing the
organizational effectiveness. The managers make it a point to supervise the behaviour of the
staffs, which helps in detecting the modifications needed for reaching to the benchmark
targets. This modification is done through the application of various techniques like
biofeedback along with positive and negative punishment reinforcement.
 When the selected candidates are provided with induction training, they are informed
about the behaviour modulations, which they need to display in the workplace for
displaying the expected behaviours. Disseminating this information is apt for
monitoring and controlling the behaviours exposed by the staffs. Several behaviour

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tests are conducted, which proves beneficial in mapping the arenas in which the
thinking skills and judgmental capabilities ventures. This mapping results in the
allocation of the tasks according to the abilities and competencies of the staffs. Holten
and Brenner (2015) states that the staffs of Woolworths are informed of the
consequences regarding breaching and violating the rules and regulations. This
includes intimation regarding punishments.
 Behaviour modification is needed for bridging the differences, which exists in the
family patterns, impairments and disabilities, environmental factors and psychological
factors. For application of the behaviour modification, principles are followed for
assisting the individuals to practice covert and overt learning. Implementation of these
principles proves beneficial for Woolworths in terms of scanning the social impact.
Strategic planning in this direction is an agent for enhancing the corporate social
responsibility. For launching these modification techniques to the employees,
scientific methods are used for gaining positive results (Ghasabeh, Soosay and
Reaiche 2015). This is with the consideration of the rationale regarding the need for
upgrading the preconceived skills, expertise and knowledge. As a matter of
specification, these modification techniques are applied in cases of parenting,
educational institutions, clinical settings, self-management, medical, government
and industry.
 The need for modification in the behaviours arises when there is deviation from the
expected patterns. Reinforcement is the process, which helps in increasing the
probability regarding the occurrence of a specific behaviour within the delivery of the
stimulus or item. In this case, spontaneity is crucial for the exhibition of the response
in accordance to the requirements (Feng, Huang and Zhang 2016). Reinforcement is
of two types: primary and secondary. In case of primary reinforcement, natural

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occurrence takes place, which do not require learning. The actions are conducted on
the basis of evolution, which occurs from the known and established facts. On the
contrary, secondary reinforcement involves conglomeration of stimuli. In case of
Woolworths, it can be said that rewards and recognitions at the time of training
provides a feeling of inclusiveness to the staffs. Positive reinforcement is an efficient
and effective tool for organizations like Woolworths in terms of altering the dynamics
of the behaviour towards executing the operations. In this, motivation is considered to
be a crucial element for displaying the required behaviour according to the
expectations. Therefore, Yue, Men and Ferguson (2019) opines that self-assessment
skills and exercises can be adopted by the managers to organize the performance of
the staffs in a proper manner. On the contrary, negative reinforcement eliminates
particular stimuli for exhibiting the needed behaviour. This elimination adds to the
probability of recurrence in the near future. Mention can be made of punishment,
which decreases the probability that a specific behaviour will occur immediately as a
consequence of an exhibited behaviour. According to the common perceptions,
punishment is considered to be something producing harmful results. However, it is
not the case, as punishments make the individuals aware of the weaknesses, which
needs to be modified. Consciousness and initiatives in this regards is the true essence
of leadership.
 Behavioural theories are based on the aspects of classical conditioning and operant
conditioning. In this case, two theories gain prominence: antecedents and observable
behaviour. Antecedents are the events, which occur prior to the demonstration of the
behaviour, which is needed (Aarons et al. 2017). In case of Woolworths, the managers
need to be aware of the antecedent factors, which play an important role for initiating
the required behaviours. Change management is one of the main aims for the

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application of the behaviour modification. Inappropriate behaviours are dealt
strategically in terms of ceasing it from creating negative impacts. On the contrary,
new appropriate behaviours are identified by the managers of Woolworths for
proposing change in the workplace conditions. One of the other goals of using the
techniques of behaviour modification is that of preparing the staffs as leaders.
Modulations in the behaviour are considered for applying the appropriate means for
upgrading the standards and quality of the behaviour (Farahnak, Ehrhart, Torres and
Aarons 2019). In case of Woolworths, mention can be made of HR managers, where
formulation of new policies in recruitment and selection alters the structure of the
employment cycle.
 Alteration in the structure of the policies would alter the conditions of the recruitment
and selection. This is an effective means for preparing corporate leaders.
 One of the contexts can be role playing and modelling. If the employees are provided
training about making specific behaviours in response to the proposed events and
circumstances, they would learn classical conditioning, which is needed for the
developing the learning process (Buchanan and Huczynski2017). Apart from this,

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employing skilled and qualified volunteers for disseminating lectures on the social
problem solving skills would be fruitful in terms of enhancing the capabilities in the
thinking skills.
 For example, if the case of extinction is taken, it works on the principle of eliminating
the irrelevant concepts, which occurs after the exposure of behaviour. Mention can be
made of the instances of introducing the incentives and rewards for luring the staffs
towards the brand image. Consistency in this direction is assistance in terms of
catering to the fact whether the certain behaviour remains consistent or fades away.
Herein, mention can be made of the motivation theory as proposed by Herzberg,
stating the necessities for adopting the concepts of motivational factors like that of
incentives, bonus, praises and recognition (Buchanan and Huczynski, 2017).
 One of the evidence regarding the usage of transformational change in the
organizations like Woolworths is that of Bath model of HRM. In this, the main focus
is on the processes, which influences the policies and practices influencing the
behaviour of the employees. Here, the essential attributes is that of Ability,
Motivation and Opportunity (AMO). If one of these factors is missing, the
performance of the employees can affect largely. Mention can be made of
performance management systems, which is assistance in gaining an insight into the
response of the behaviours towards the surrounding events. Along with this, data
analytics can be referred, which is assistance for the organizations like Woolworths to
seek an insight into the consumer choices, trafficking patters in visiting the website
and others. Computation of the data regarding the responses of the clients and the
customers is an agent in terms of deducing relevant conclusions whether the exposed
behaviour is in alignment with the benchmark targets (Buchanan and Huczynski
2017). One of the other perspectives from which behaviour is determined is that of

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positivist. In this perspective, consistent efforts are made for determining the causal
links through which the organizational effectiveness can be enhanced. On the
contrary, constructivists rely on inference from the qualitative data. In case of
Woolworths, inculcating the value of self-awareness within the employees would be
effective for altering the workplace conditions. This can be achieved through the
means of causing the advent of innovation in the policies and practices related to the
leadership skills, abilities and competencies. Evidence based practices are important
in the workplace of Woolworths. This includes documentation and other programs for
informing the staffs about the plans and decisions.
 The true essence of shaping the behaviours lies in developing the objectives with a
target audience and reinforcement. Gradual successive approximation is a test adopted
by organizations like Woolworths for eliminating the irrelevant behaviours for
reaching to the relevant one. For example, if feedbacks are made people friendly, then
it would be helpful in gaining an insight into the needs, demands and requirements of
the clients and the customers. Insight into these requirements is assistance for
scanning the arenas in which the behaviour of the stakeholders venture. Negligence in
this direction aggravates the complexities in application of the transformational
leadership change in the workplace. Not taking effective communication channels is
further an addition to the negative outcomes regarding application of the proposed
change (Buchanan and Huczynski 2017). One of the other evidences can be the debate
between best practices of next practice. Answers for this can be determined through
evaluation. Consideration of the altering dynamics and the altering needs, demands
and requirements of the stakeholders is the primary criteria for bringing change in the
workplace conditions. In this case, leadership skills and competencies is reflected
from making plans for the increasing technological capabilities. Risks are inevitable,

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which indicates the high levels of turbulence, which the organizations like
Woolworths encounter in the process of business. For averting this situation, risk
assessment matrix is necessary in terms of proposing changes in the workplace
conditions, so that best practices can be developed. In this case, resistance to change
is an evident issue, which acts as an obstacle in the implementation of the
transformational leadership change. Lack of strategic planning aggravates the
complexities in redesigning the organizational structure. Lack of transparency in the
surfacing issues is also an issue in terms of scoring the behaviours displayed by the
staffs (Buchanan and Huczynski2017). If the broadcasting voices remain silent, then
the right to information act is subdued in case of the staffs. This approach is
accounted to be illegal in terms of ensuring the wellbeing of the employees.
 In case of the misconduct, behaviour modification is of utmost importance. Examples
can be discretionary behaviours by Woolworths in terms of adding extra time and
effort towards completion of the tasks. Unethical approach is accounted from
withholding the information and cooperation, which increases the issues of
misunderstanding and conflicts. Not considering the psychological impact in the
process of conducting the behavioural tests is problematic in terms of mapping the
thinking skills and judgmental capabilities of the staffs. In such a situation,
application of transformational leadership change attains a negative connotation.
Instead, it necessitates the need for emotional regulation for organizing the behaviour
in accordance to the personal growth and development (Buchanan and
Huczynski2017). Taking notes of the behaviours exposed by the individuals and
groups is one of the strengths of Woolworths in terms of developing good practices
towards enhancing the scope and arena of the external environment, that is, the supply
chain network.

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Behaviour and legislation
According to Buchanan and Huczynski (2017), there is a clear demarcation between
the domain of the codified law and domain of free choice. This establishes a contradiction
between the restrictions and freedom, which the employees need to cater while making the
required performance in the workplace. The approach towards maintaining this holds primary
value in terms of assessing the modifications needed. However, consent needs to be taken
from the staffs regarding application of these modification techniques. Not taking consent is
accounted as an unethical approach towards conducting the activities. Data Protection Act
(1998) can be mentioned for enhancing the privacy in the confidential codes and statements
of Woolworths. Equality Act (2010) is adopted in terms of disseminating equal behaviour to
the staffs, irrespective of the socio-cultural background to which they belong. Compliance to
these legislations is assistance in terms of averting the situations like conflicts, discrimination
and harassments (Buchanan and Huczynski2017). Rationality in this compliance acts as an
agent towards gaining respect, loyalty, dependence and trust from the clients and the
customers. These attributes are considered to be an indication for a true leader. For this, the
leaders or the managers need to conduct self-assessment tests for upgrading the personality.
In this, personality tests are an effective tool.
On the contrary, if attention is given to the aspect of choice in terms of expressing
behaviours, then laws attain a backseat. Countering this, legislations are a primary document
in the workplace for maintaining the order and harmony in the business operations. Freedom,
on the other hand, reflects a kind of respect, which is attached to the individualism of the
staffs, which helps in enhancing their personality. In some of the cases, the employees tend to
expose a careless approach towards following the rules and regulations levied by the
organization like that of Woolworths. Here, principles of moral values and conduct can be
applied, which enhances the mutual understanding through the means of shared values

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(Buchanan and Huczynski 2017). If the employees are instructed to conduct self-assessment
tests, they would be able to detect the strengths, weakness, opportunities and threats.
Strategic approach in this direction is apt in terms of upgrading the standards and quality of
performance. Along with this, involving the staffs in the volunteering activities and giving
presentations is assistance for the managers in assessing the capability towards leading
others.
Utilitarianism
According to the concepts of utilitarianism, behaviour is considered to be ethical if it
ensures the good of others. In case of the workplace like that of Woolworths, calculating the
cost benefit analysis is assistance in terms of mapping the impact on the stakeholders and
shareholders. In this, the aspects of rights can be brought in terms of judging the extent to
which they are respected. Justice is one of the aspects, which decides the fairness in the
behaviours exposed by the staffs (Buchanan and Huczynski2017). Biases contradicts this
fairness, which is the most crucial aspects in terms of enhancing the leadership skills, abilities
and competencies. The managers of Woolworths need to cater to ethical dilemmas for
developing fair and transparent practices in the workplace. If the behaviour is not ethical,
modifications are needed in the form of reinforcing new policies like that of the Ethical code
of conduct or punishment like salary deduction, termination and others. In this context,
relationship can be established between business ethics and corporate social responsibilities.
Mapping the benefits and the utility value before introducing the products and services is
beneficial in terms of gaining trust, loyalty and dependence from the clients and the
customers. Rationality and consciousness in these aspects is an agent for the managers of
Woolworths in terms of establishing them as People’s Leader. Therefore, the personality
needs to be changed according to the needs, demands and requirements of the staffs
(Buchanan and Huczynski 2017).