Internal Change Team

Internal Change Team Paper
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Change implementation proves an increasingly challenging endeavor for every employee in the recruitment agency primarily because it potentiates disruption. However, change is inevitable in both real life and the workplace. Adopting a practical change management communication approach will assist the organization in prevailing when introducing and implementing new interventions, including addressing employees' resistance to the new working paradigms. Implementing transformational leadership in the recruiting agency is essential in addressing communication breakdown and thus augmenting the worker's morale through intellectual stimulation and inspirational motivations. In addition, a shift from bureaucratic leadership styles to embracing transformational approaches positively influences the employees' attitude towards the work leading to impressive performance and productivity. The paper discusses the impact of internal team employees' personalities, demographics, departments, functions, and experiences in implementing a transformational leadership style to address communication issues and lack of morale within the recruitment agency.
Key Considerations for Internal Team Selection
Demographics
As noted earlier, transformational leadership change will be implemented to solve communication problems contributing to low employee working morale. In this context, it is essential to consider the demographic composition of the internal change team, including their gender, educational level, and age. These demographic variables can be applied to predict the uptake of transformational leadership behaviors among the managers and the staff, such as shared decision-making, effective communication styles, engagement, and effective conflict resolution techniques. This shift in organizational culture to embrace the abovementioned behaviors would enhance interactions and augment employees' morale and job satisfaction. The educational level of the team members will inform their expertise and knowledge of business operations and help them understand employee psychology, human resource management, and the efficacy of transformational leadership techniques. They will create a conducive working environment and are more sensitive when handling their subordinate's issues to inspire and motivate them to augment their performance morale to achieve organizational objectives. For example, leaders with an advanced degree in business exhibited concerns about adopting transformational leadership components, including individualized consideration, to boost their employees' working morale and increase job satisfaction (Berber et al., 2022). In addition, highly educated managers are likely to practice transformational leadership approaches compared to their less educated counterparts.
Accordingly, it is also crucial to consider gender when adopting transformational leadership change to motivate employees. For instance, emotional motivation is more attributed to males. At the same time, individualized consideration and idealized influence are more applied by female managers when interacting with and solving employees' issues in the workplace to increase staff motivation and support the achievement of the firm's goals (Berber et al., 2022). Therefore, female personnel managers are inclined to use transformational leadership techniques to encourage, direct and inspire internal team members to increase organizational productivity and profitability compared to their male counterparts. Age informs the internal change team composition because it influences recruitment managers to inspire their subordinates to ensure high performance and achievement of the organizational goals. Research indicates that young managers tend to adopt transformational leadership aspects such as individualized consideration, idealized influence, inspirational communication, and intellectual stimulation when boosting their employees' working morale compared to their senior counterparts who employ transactional and passive styles (Alghamdi et al., 2018). Therefore, it can be derived that young managers are likely to support transformational leadership change because they create a conducive working environment where employees respect each other and focus on objectives leading to high organizational productivity and profitability.
Employee Personalities
When selecting internal transformational leadership change workers, it is vital to determine their leadership personalities. According to Jahidi (2020), transformative leadership change is attributed to intellectual stimulation, inspirational motivation, idealized influence, and individualized consideration. In this vein, it is crucial to consider the degree to which a manager will likely attend to their subordinates' needs at the workplace because this information is the buy-in of transformational ...