Effects of Transformational Leadership on Change Management in an Organization: A Case of Kenya Airways

A Research Project Report Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirement for the Degree of Masters of Organizational Development (MOD)The purpose of this study was to determine the effects of transformational leadership on change management in Kenya Airways. The study was guided by four research questions that included: To what extent does idealized influence affect change management in Kenya Airways? How does inspirational motivation affect change management in Kenya Airways? In what ways does intellectual stimulation affect change management in Kenya Airways? And finally, what is the effect of individual consideration on change management in Kenya Airways? The study used descriptive research design. The employees at Kenya Airways formed the population of interest in the study with the study’s sampling frame obtained from the Human Resources Department. Stratified random sampling technique was utilized to ensure that there was a fair representation and generalizations of the findings to the population. The sample size chosen was 25% of the population and hence, a representation of 114 employees from a population of 454 employees was selected. Primary data was collected using questionnaires, which were distributed to the respondents. Data was analyzed using descriptive statistics to profile sample characteristics and major patterns emerging from the data. In addition to measures of central tendencies (mean) and measures of dispersion (standard deviation and co-efficient of variation) was used to tabulate the information. Regression analysis was used to describe the degree to which the dependent variable linearly related to the independent variables. The data was presented using tables and graphs. The study findings show that idealized influence affect change management to a great extent. On how inspirational motivation influenced change management in Kenya airways, the study found that, consultation with supervisors, recognition from the management as well as subordinating of personal interest for the good of the organization, were major contributors to change management. The study further found that intellectual stimulation affects change management to a great extent, and process improvement at Kenya Airways is embedded in the ways of working, Job - rotations, cross - functional relations, creating connection and internal secondments. The findings also show that individual consideration influence change management to a very great extent. The study further established that, line managers and employees jointly own employees’ development actions and Kenya airways staff are provided with skills and tools for success. In addition, team leaders listen and adopts employees’ ideas and inputs, leaders communicate the plan/target numbers clearly and finally, leaders keep employees updated on how their actual performance is tracking against plan and targets. On how individual consideration influenced change management in Kenya airways, the study found that, cooperation between team leaders, line managers and employees has stimulated change management in the organization. From the study it can be concluded that, idealized influence affect change management to great extent. In relation to inspirational motivation the study concludes that, change management is affected by inspirational motivation to a great extent. The study also concludes that; intellectual stimulation affects change management to a great extent. Lastly, it is concluded that individual consideration influences change management to a very great extent. This study recommends that the management of the Kenya airways should be a role model to subordinates, inspire visions, treat everybody with respect and dignity including third parties and leaders should be ambassadors of their organization. The management should ensure that they support subordinates to come up with new ways of doing their jobs, encourage cross-functional relations, challenge followers’ ideas and encourage values for problems solving. In addition, leaders should be good in determining team climate. The management of KQ should ensure that process improvement should be embedded in the ways of working Job – rotations, cross - functional relations, creating connection and internal secondments encouraged. Leaders should support subordinates to come up with new ways of doing their jobs, cross functional relations. Challenging Followers’ Ideas and Values for Solving Problems should be encouraged and leaders should determine team climate. Further, the study recommends that line managers should care about personal life of employees hence encouraging work-life balance, line managers and employees should jointly own employee’s development actions and staff should be provided with skills and tools for success as well as encourage sharing and teamwork by line managers