The Crucial Role of Leadership on Employee Adaptability to Transformational Change: A Case of Commercial Banks in Anirobi, Kenya

International Journal of Humanities and Social Science

© 2015 by SSRG - IJHSS Journal

Volume 2 Issue 3

Year of Publication : 2015

Authors : Catherine Njeri Wainaina, Dr. Karanja Kabare and Prof.Elegwa Mukulu

10.14445/23942703/IJHSS-V2I3P104

How to Cite?

Catherine Njeri Wainaina, Dr. Karanja Kabare and Prof.Elegwa Mukulu, "The Crucial Role of Leadership on Employee Adaptability to Transformational Change: A Case of Commercial Banks in Anirobi, Kenya," SSRG International Journal of Humanities and Social Science, vol. 2,  no. 3, pp. 44-48, 2015. Crossref, https://doi.org/10.14445/23942703/IJHSS-V2I3P104

Abstract:

This paper examines the crucial role of leadership in enhancing employee adaptability to transformational, change. Specifically on the influence of transformational leadership, training development and rewarding system in enhancing employee adaptability to transformational change. The study further identifies Resistance to change as the major obstacle to change and the greatest setback to the implementation of change process. The study adopted a descriptive survey research design and questionnaires were used to collect data.  The data was analyzed using SPSS (version 10) and Microsoft excel. The study  findings reveled  that leadership  was  crucial  to the transformational process in enhancing employee adaptability  to change  since  lenders (managers) had the responsibility of envisioning the change, communicating  it prior and during the change process; leaders maintained the change momentum by ensuring employees acquired the reacquired skills and  knowledge to keep  abreast with the change demands, motivated employees through a just and  fairs rewarding system  and involves  them to participated actively in the change process. The study recommended that the commercial bank management should improve on communication processes especially in disseminating information on change which should be timely; they should incorporate  multifaceted Human resource interventions such as reviewing the compensation system and aligning it total performance. They should intensify the different method of motivation retain special talents; involve employee participation and co-option within the change process. The ultimate goal is to assist employees to adapt to the change and consequently shield them experimenting brutality scars 
of change especially on the “human face” of transformational change.

Keywords:

Transformational Change: Resistance to change

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