Role of transformational leadership style in strategic choices to ensure effective strategic management at QATAR PETROLEUM

Role of TRANSFORMATIONAL LEADERSHIP style in strategic choices to ensure effective strategic management at QATAR PETROLEUM

A thesis
Presented to the Faculity of Executive MBA Programme, Plymouth University

In the partial fulfilment of the requirements for the Degree MBA

SUBMITTED BY

ACKNOWLEDGEMENT
This is a great opportunity for me to thanks all those whose sincer support has helped me to complete my thesis. Through this opportunity I would like to say special thanks to my supervisor Roman Puchkov for his kind guidance and valuable support and sincere feedback has helped me to complete this work with all the required effectiveness.
Following this, I would like to extend my gratitude to another great personality who has made it possible for us to get education under his kind supervision, the head of the department of the institute Paul Booth.
I cannot ignore the moral and financial and everyminute support of the parents who has dreamed for me to reach at this level. Moreover, some other special peoople to whom I would like to say thanks are all my friends, colleagues, teachers, class fellows, sniors and all the staff memberrs of the department as they have truly supported me and helped to make this period memorable forever.

DEDICATION
I feel great respect and honor to dedicate my thesis work to my supportive and kind teachers, to my beloved paretns, my lively fellows, and all other who have spent their time and offered their support to me. I honetly belive withouth their kind support it would be hard for me to complete my work but their constant support not only motivated me but spiritually inspired me to exert more efforts with all the dedications.
CERTIFICATE OF APPROVAL

ABSTRACT
Leadership always plays vital role for any organization as it does not only develop strategies but at the same time, the leadership plays vital role in the implementation of the strategies effectively. However, different leadership styles works different and produce different results. Likewise, in this research, it is aimed to discuss the role of Transformational leadership in developing and implementing strategies. Moreover, to organize the research, the Qatar Petroleum is selected as the subject. For this research, the descriptive research approach is used and mix methods of research are used to collect the data. The primary data is collected through a questionnaire with 4 demographic and 12 close ended questions. Total 30 respondents were considered in the collection of the primary data. From the research, it is found that there is significant relationship between the leadership style and implementation of strategies and in this process the TL is found more effective in the implementation of strategies. From the annual reports of the company it is found that the company has made considerable expansion as well as it has increased its revenue under the TL. The respondents has helped to understand that TL greatly support the strategic implementation as a transformational leader has a vision, he set individual and shared goals, he empowers and encourage employees to reflects their skills that brings creativity and innovativeness. Moreover, the role of a TL is also prominent at Qatar petroleum as the organization use TL to develop as well as to implement leadership. However, it is concluded that Qatar petroleum receives great benefits from the TL in implementing strategies but for the future, the Qatar petroleum should also work on the situation leadership along with the Transformational leadership to implement strategies in highly effective manners.

TABLE OF CONTENT
ACKNOWLEDGEMENT II
DEDICATION III
CERTIFICATE OF APPROVAL III
ABSTRACT IV
TABLE OF CONTENT V
TABLE OF FIGURE VIII
LIST OF TABLES IX
CHAPTER I: INTRODUCTION & BACKGROUND 1
1.1 Introduction 1
1.2 Background of the company 2
1.3 Statement of the problem 3
1.3.1 Research questions 3
1.3.2 Hypothesis 3
1.3.3 Objectives 4
1.4 Theoretical framework 4
1.5 Conceptual Framework 5
1.6 Scope of Research 6
1.7 Delimination of research 6
1.8 Definitions of key terms 6
1.8.1 Transformational leadership (TL) 6
1.8.2 Strategic management 7
CHAPTER II: LITERATURE REVIEW 8
2.1 Review of the Literature 8
2.2 Related Studies 19
2.3 Synthesis 22
CHAPTER III: RESEARH METHODOLOGY 25
3.1 Introduction 25
3.2 Research plan 25
3.3 Research approach 25
3.4 Data Collection process 26
3.5 Respondent population 26
3.6 Research Sample 27
3.7 Data Analysis 27
3.8 Research instruments 28
3.9 Validity and Reliability 28
3.10 Ethical Concerns 28
Chapter 4: RESULTS AND DISCUSSION 30
4.1 Introduction 30
4.2 Demographic Results and Discussion 30
4.3 Questionnaire Survey Results and Discussion 34
4.4 Scale Reliability test 43
4.5 Pearson Correlation test 44
4.6 Regression analysis 44
4.7 Summary of Results 45
Chapter 5: CONCLUSION 47
5.1 Introducion 47
5.2 Conclusion 47
5.3 Recommendations 48
References 50
APPENDICES 54

TABLE OF FIGURE
Figure 1.4-1: Theoretical Framework 5
Figure 1.5-1: Conceptual Framework 6
Figure 4.2-1: Gender 25
Figure 4.2-2: Age 26
Figure 4.2-3: Qualification of respondents 27
Figure 4.2-4: Working role 29

LIST OF TABLES

Table 4.2-1: Frequency of Gender 26
Table 4.2-2: Frequency of respondents Age group 27
Table 4.2-31: Frequency of respondents’s qualification 28
Table 4.2-4: Frequnecy of working role of respondents 29
Table 4.3-1: Top leadership can mold the necessary change in employees’ behavior within the organizational culture? 30
Table 4.3-2: Top management relied on the TL to implement the strategy within the organizational culture. 31
Table 4.3-3: TL influence the process of strategic implementation with knowledge sharing through well-crafted vision, mission, and inspiration. 31
Table 4.3-4: TL molds employees’ behaviour by creating a sense of shared value. 32
Table 4.3-5:TL practices at your organization have improved the organizational relationship 33
Table 4.3-6: TL encourages employees to show their skills by encouraging their contribution to an organizational performance that supports strategies implementation 34
Table 4.3-7: TL’ strategic implementation, every employee at your organization feel more confident and exert more efforts to achieve organizational goals 34
Table 4.3-8: Employees have perceived a high level of motivation and job satisfaction under the TL practices 35
Table 4.3-9: At what extent do you believe that strategic implementation under TL has positively influenced Innovativeness and creativity among employees at Qatar Petroleum? 36
Table 4.3-10:TL is found effective in managing and implementing change within the Qatar Petroleum 37
Table 4.3-11: Transformational leaders’ strategic implementation through task assigning, setting goals and vision has improved individual performance at Qatar Petroleum 38
Table 4.3-12: Do you agree that TL has positively influenced organizational performance through effective strategic implementation 38
Table 4.4-1: Reliability Statistics 39
Table 4.5-1: Correlations test 40
Table 4.6-1: ANOVA TEST 41
Table 4.6-2: Coefficients 41

CHAPTER I: INTRODUCTION & BACKGROUND
1.1 Introduction
In this competitive business environment, the leader, its effective management and employees play a significant role in the development of the business. It is important for the leaders and top management of the organization to develop and implement strategies effectively to achieve the goals and objectives of the organization in fruitful way.
Subsequenlty, in this ressearh work, some effective leadership approaches has been introduced such as situational leadership style, transformational, transactional, democratic that are found effectivne to enhance the performance and growth of organization thrugh the developmenta and implementation of effective strategies. Every other leadership appraoch has differnet style of strategic choice and strategic implimentation. Likewise, in this research TL style is focused which is effective and efficient for the growth of the organization as it has a different and unique style of developing and implementing strategies. Bernard Bass (1985) discuss the concept of transforamtional leadership by sheding light on the work of Burns (1978) in which he discussed the psycholoical mechanism of this leadershi style. He dsicussed that the transfromation leadership is measued by realising that at what extent a leader influence his followers. The followers of a transformational leader has a high level of trut on their leader, they admire him, respect him and at the same time, they reamained determined and loayl with him (Bass, 1987).
In addition to TL develop a sense of confidence among the employees as the leaders develop moral values and considering the respect to their employees as include them into the decision-making process. The leaders with TL style working with the employees as a team and do a better performance for the sake of organization, community, and team.
The TL style has the capaicty to change the organizational culture as well as it transforms organziational behvarior by focuisng on the short and longterm benefits. this change develops the competitive edge which establishes the good reputation of the organization. So, the role of TL is effective and developmental approach that perform its activities for the development of all stakeholders.
1.2 Background of the company
Qatar Petroleum is considered as the government company that was established in 1974. In 1960, Qatar connected with the oil club of Middle East which was the first discovery of offshore field by Qatar. The company controlled the operational activities of oil and gas prevailing within Qatar. Moreover, the company performs the production, refining, transportation, storage, and explorational activities. Therefore, the GDP obtained from the Qatar petroleum company through the sources of natural gas and oil is more than 50%.
The company is ranked on the third number as the largest oil generating company around the world during 2018. Due to this company, the GDP of the country is enhanced day by day rapidly. The minister of Qatar petroleum company is Mohammad Bin Saleh Al-Sada which is also the minister of two powerful sectors like industry and energy. The chief executive of Qatar petroleum company is Saad Sherida Al Kaabi. Subsequently, the operational activities of the company are directly connected with different important authorities, agencies, and policymakers.
The role of Qatar petroleum company is important as it is producing Natural gas, oil, petrochemical products that generate a large revenue in the economy of the country. In 2011, the company generated 51.6 billion US$. The headquarters of the company in Dohar and Qatar from where they operating their activities that provide a strong base for the country. Although the company generated a high economy for the country, it also develops safety measures and other effective strategies that develop a sense of trust and confidence among the employees.
1.3 Statement of the problem
In Qatar petroleum company where the working environment for the employees is suitable and employees satisfied with the company. But it is necessary to not only retain the current position in the market but to also achieve the development and better reputation among the other competititors thereforem, they requred effective strategic management to achieve the top rank. As the role of TL style is effective for the development because the transformational leaders move forward with a team efforts and at the same time, this type of leadership is always focused on the market demand and has the ability to embrace changed accordingly. Subsequently, it is aimed to evvaluate whether the transforamtional leadership style is effective in the development and implementation at Qatar petroleum company.
1.3.1 Research questions
1. What is the relationship between the leadership style and implementation of strategies?
2. What is the importance of TL to ensure effective strategic implimentation?
3. What are the pros and cons of transformational leaderhip in organizational strategic management.
4. What is the role of transformational leaderhsip in strategies implemenation at Qatar petroleum?
1.3.2 Hypothesis
TL plays a significant role to ensure effective implementation of strategies at Qatar Petroleum.
Null hypothesis:
The TL does not play a significant role to ensure the effective implemenation of strategies at Qatar Petroleum.
1.3.3 Objectives
• To evaluate the importance of leadership in the implementation of strategies within an organization.
• To evaluate the influence of leadership style on the implementation of strategies in Qatar petroleum.
• To determine the effectiveness of the TL style in strategic implemenation.
• To identify the pros and cons of TL style within the organization
1.4 Theoretical framework
The conceptual framework idea is devloped as the transforamtional leader use his traits to develop and implement the stratgies in an a way that is fruitful for the organization. A trasnforamtionl leader always has a mission and accordingly to achieve his mission he comes up strategic goals. Subsequently, the a most important trait of a transformation leader is intellectual simulation which he used to motivate the employees that encourage them to exert more effrots to achieve individual as well as organizational goals (Suphattanakul, 2017). TL encourage employees engagement and emplyees take more interest in doing their job and how better peformance under transformationl leadership. Likewise, the TL positive influence the individual performance that direclty and positively influence the overall organizational performance. Moreover, a transformational leader is always focused on the long term goals therefore, he gives great importacne to the corporate social responsibilities of an organization and do his best by maing the business not only profitable for the shareholders but also beneficial for rhe stakeholders.

1.5 Conceptual Framework
The independent variable in this resaerch is TL whereas the depednet variables is effective strategic management through the development of effective strategies. The strategic implimentation is good when the employees engagement shows positive results in the indiviual performance and employees take active part in the organizational opeations. Likewise, the strategic implementaiton could be cosidered good when organziation is achieving its targers effectivleyand pose positive influence over the organizaional performance. Following this, the transformational leaders’ strategic implemenation is considered good when a leader develop the necessary change by the way of modeling the organizational culture.
Indepent Variable Dependent Variables

Strategic implimentaiton under Transforamtion leadership Modeling organizational culture
Employees engagement
Organizational performance
Figure 1.5-1: Conceptual Framework
1.6 Scope of Research
The scope of research is that it provides the information regarding effective leadership style that improves the performance and productivity of an organization by using effective strategic management. This paper provides the knowledge for students as well as to the perrtoleum industry that may do research in the future as they focusing the important factors that improve the development and also consider the negative aspects that disturb the efficiency and performance of the organization.
Moreover, the professional also takes benefit from this research as they enable to do effective steps whenever they need to change within the organization. Furthermore, they also emphasise on all factors that are beneficial or not for the development of the organization.
1.7 Delimination of research
During research many limitations faced by the researcher such as due to lack of primary data that somehow influence the accuracy of research. The secondary data also limited because there are very limited studies on the petroleum company in Qatar. So, this limitation provides low knowledge regarding to Qatar petroleum company. The data which is collected from the secondary source may have some flaws or human error such inappropriate data entry etc that reduce the efficiency of the result of research.
1.8 Definitions of key terms
1.8.1 Transformational leadership (TL)
It is a theory of effective leadership style in which the leader involves with the employees and work as a team having the same goals and objectives. The leader also identify the need for change that enhances the performance and productivity of the organization. The role of TL is cosniderable in the development of an organization as it identifies the need of change and then prepared their employees according to the change which are effective (Ekaningsih, 2014).
The main purpose of TL is to create fairness and integrity by achieving the goals and objectives by encouraging the employees of all organization. Moreover, the role TL is to support the change without disturbing the emotions of employees which are considered as the important assets of the organization (Erikson et al., 2016).
1.8.2 Strategic management
In an organization, the role of strategic management is significant and remarkable that develop effective strategies which create better performance and sense of trust among its employees. In strategic management, the role of top managers, ent of the organization to formulate the changes according to the need of the organization and then implement this change by playing an effective role as the management. The important role of the strategic management is to introduced the strategies and then implement them effectively that gives uniquness to the orgaizations from their competitors (Suphattanakul, 2017).
Layout of next chapter
The following chapter is the literatire review in which the relevant resarch papers and studies are discussed with an aim to develop a better understanding about the selected topic as well as to use the previous studies as an evidence to support the argument.

CHAPTER II: LITERATURE REVIEW
2.1 Review of the Literature
Transformational leadership: Theory, research, and its applications
The examination of Transformational leadership investigated the people who change the influence and the situation of their followers and have a capacity of it by using appealing and challenging vision. In the special perspectives of sports, the research in the field of TL has not achieved any significant results and exploration of new dimensions. An individual, having the TL abilities, can have a huge influence of other people as well, as the coaches and that influence is used to improve the abilities, techniques, the technical and logical domains and boost the motivation among those individuals. The TL has a significant amount of impacts on the working and ability of the whole team as well because for the achievement of a goal may depend on the transformation leadership, abilities and vision of all member of the team. The authentic TL concerns about the desires, needs and the goals of its followers or the members of the team. TL mainly change the culture and the organizational environment of their field or the workplace which make them different from the other leaders as well. The perception of a transformational leader has extraordinary qualities and the personal identification of followers became the primary source of information (Gomes, 2014).
Role of TL in Effective Strategic Implementation
In this article, the writer has studied the relationship between transformational leadershio and strategic implemenation through the intermediating role of organizational culture. The writer has stated in the study that the transformational leaderhip influence the organziational culture by modeling the beahvior of the emloyees according to the necessary change. Further, it is described that in the process of strategic implimentation, the leadership behaivor plays the vital role as the direct leadership cannot bring the necessary change by modeling the behavior of the employees, thereofre, they rely on the TL to mold the employees behavior to achieve the goals assocatied with the necessary change. Further, it is described that the TL desing the organziational environment in a way, where everyone work for the sahred values that enable the transformational leader to effective strategic implimentation (Suphattanakul, 2017).
How Transformational leadership play its role to achieve corporate goals
The potential effects of goals are moderated via commitment regarding goal as all the goals will not affect performances and processes. Complexities of tasks are performed with effective and true feedback. The task to the followers for proper motivation should be challenging to them and must not be impossible or too much difficult (Kazmi & Wartsila, 2016). Followers must have believed for effective work that the task assigned to them is effective and achievable with specific goals that are set by transformational leaders as in goal setting, goal specificity is counted as an important parameter. The motivational process can be affected by goal specificity and setting (Bronkhorst & Vermeeren, 2013). Leaders must give importance to everyone opinion so they can be motivated for strategic implementations of the organizational processes so that they can consider as a good leader and effective for the organization.
Some of the researchers such as Wright did not consider a link between transformational leadership and goal setting but Brewer and Walker revealed that by hiring appropriate managers, red tape can be reduced by public managers while implanting strategies and techniques. Effect of reducing human resources such as red tape was considered in reduction through transformational leadership but in recent studies, they did not find out this type of effect (Kazmi & Wartsila, 2016). There are a lot of studies which are showing that transformational leaders have the capability to set goals and to implement them strategically. Goal clarity is positively related to transformational leadership. There is counted that transformational leadership and goal clarity did not have a direct relationship among them. It is made clear by leaders that which goals are important and reduce the point of view of confliction of organizational goals (Bronkhorst & Vermeeren, 2013).
It is reviewed by a lot of researchers that if the emotions of employees are properly managed and observed, there can be enhanced in intellectual competencies of employees and will lead a foundation for social emotions which will lead to high performances of employees that can automatically improve psychology and productivity of employees (Bronkhorst & Vermeeren, 2013). There should be proper monitoring and observational of them transformational leaders and this can obviously lead to better job performances. There should be a good relationship maintained between employees and transformational leader for making their productivity greater and this can happen by giving trust and values (Bellé, 2013).
For employees, it is believed by a lot of researchers that transformational leaders serve as role models and it is admired and respected by employees. They are proudly identified by the leadership and as these are viewed to be imposing extra effective abilities and determination. The facts of overcoming obstacle are emphasized by transformational leaders as their natural behavior and have a collective vision on that fact. The leaders are trusted by their employees for taking the right decisions and setting the right goals for the organization (Caillier, 2015).
Every employee in organizations is given values and their specific importance in order to believe them as a separate part of the organization. Employees will perform in a more effective way after feeling the importance of them. Greater performances can be achieved at effective rates by focusing on this. They are included in every decision and their separate opinion is taken. They are free to give ideas. Two-way communications are made necessary for more effectiveness.
Integrated strategic implementation under tranformational leadership transformational leadership
Strategic thinking is considered s umbrella term by most of the researchers. Importance of human cognition is stressed by Thomas and Carroll by linking intend of product design with a product of design thinking which shows that designs or strategies arrive when a process is facing a problem and these are allowable transformations (Kazmi & Wartsila, 2016). The opportunities are important for leaders of organizations that are offered by challenging external forces to analyze future goals by the use of cognitive and systematic approaches for enforcement of strategic thinking by less reliance on more experience in the process of idea generation of new products. It is classified as an important process of strategic thinking. As most of the leaders are static thinkers, it does not come as expected (Bronkhorst & Vermeeren, 2013).
There is creativity and vision while focusing on strategic thinking approach that is particularly based on planning and its implementations for problem-solving by making effective decisions. It is the process of strategies. The aim of this approach is to properly use of strategic thinking as a simplified approach which includes recognizing assumptions or is used in the evaluation of arguments and drawing conclusions from these. It is defined by Batty as a process collection of information and a combination of it with information filtration for the purpose of generating new focused and more relevant strategies (Beatty, 2010). Information requirement and thinking skills were considered as the top requirement for top leaders as their key elements but now it is moving potentially in the organization and is now considered a requirement of every worker that they must be able to analyze complex information and exploration of their own flaws. Design processes are connected to the cognitive processes is counted as president based type of reasoning where information is continuously regenerated to get new information (Sattayaraksa & Boon-itt, 2016). Background skills and information is counted in the product idea generation process with the connection of exposures to different kind of stimuli either external or internal. Physical or mental samples are taken up by employees in the process of inspiration for inspirational purpose support (Kazmi & Wartsila, 2016).
System thinking, reframing, and reflection are counted as significant three main cognitive processes. The success of leaders depends on the complexity of the situation they faced. Management leaders use thinking and reframing as an effective tool for success during the process of reflection to completely analyze the situation (Kazmi & Wartsila, 2016). The three processes such as understanding of the scenario with the help of reframing and theories formation via reflecting process with thinking in a holistic manner support transformational leaders to understand difficulty and complexity of the situation so that they can combat with the problem in a more effective way. Thinking process among all these is considered as of primary importance. The modern thinkers believe that there is no success in isolation of the organization from the environment (C.H. Chan & Mak, 2014).
TL role in strategic implemention of reducing employees tunrover rate
In this artilce, the writer argues that in the modern time, the employees retention is a big problem for the organization and especially when organziations tend to adopt a change then more employees shit their job with an insecurity of losing their job. In this situation, in the modern time, it become greatly important for the organziations to retain their employees through effective strategic implementaiton (Weberg, 2010).
The TL looks into the motivation and encouragement of the follower or the members of the staff or team and despite the self-gain, it moves around to the individual consideration. The leadership has to motivate the follower to think unique and smart solution to cope with the emergency conditions and the challenges they face in the daily routine work and to come up with the best idea they can, but being in the stressful environment some people could not deliver much, so the leaders have to came forward to motive them and help them (Bellé, 2013). The whole environment around the staff became tense and the TL has to change the whole environment into calm and supporting and motivating to the followers and their team members. The transformational leaders make the satisfaction related to the work among the staff and they also look for the well-being of them. The followers and the staff or team members hugely rely on the transformational leaders for motivation, support, encouragement and the calm and change in the environment of the workplace. (Weberg, 2010)
A study of TL, strategic flexibility, and firm performance
The relation of the transformation leadership and the performance of the workplace and the strategic flexibility is very strong, in fact, they are hugely dependent in each other in the working environment. The strategic flexibility is a type of dynamic competencies and it has the basic ground for sustaining the environment of an organization (Jiang et al., 2017). The strategic flexibility is the core of defining the role and the environment and the performance of a workplace in an organization. The TL has significant duties to meet with the needs of the sustaining the attitudes of the members of the organization or the workers for the successful work. The transformational leader uses strategies and makes the mind of the followers and the staff members to manage the workload and overcoming the organizational inertia. The strategic flexibility has intermediating role between the performance of an organization and the TL and the relationship of the strategic flexibility and TL, the environmental dynamism was found to moderate the transformational, strategic flexibility and the performance of a workplace (Sheikh et al., 2012). In the workplace, the leaders make the strategies and modify them, the ability to adjust those strategies according to the employees and the environment of the organization is the duty of the TL which enhance the abilities of the employees to perform. The workplace environment hugely depends on strategic flexibility and TL to be positive and to be very successful. (Li et al., 2016).
The Impact of TL on Employee Performance
The TL has made widespread attention in the research of management. TL has an influence on the performance of the employee is an important branch of the research in management. Transformation leadership has a strong relation to the performance sustainability as compared to the task sustainability, as the Transformation leadership is more directed towards the relation of the leader and subordinates of the organization and the emotions of the employees. The organizational behavior of the employees plays a mediating role between the performance of the employees and TL. The usage of emotional means by the transformation leadership can put huge impacts on the performance of the employees, it improves the sense of belongingness and the task sustaining abilities of the employees as well. Transformational leaders made a link between the employees and the leaders of the organization to fill up the gap and it leads to creating a transformational and cooperative atmosphere. It helps to create an ideal environment of an organization which boosts the collectivism in the organization and enhances the ability of employees for the best performance, which in the long run is beneficial to the development of the organization (Li et al., 2016). The TL do the tasks of both, the coach and the advisor, it make sure that all the workplace environment is ideal for work and for enhancing the abilities, motivating for its employees and it helps to advances the assurance of subordinates related to the tasks which are arranged by the leaders (Jiang et al., 2017).
Limitations of transformational leadership
There are some shortcomings of transformational leadership that is described by some of the scholars. The foremost criticism of transformational leadership is shown as great men. A strong heroic bias is highlighted by Bass’s writing for transformational leadership (Northouse, 2013). Transformational leadership according to him is the flawless, idealized and perfect type of leadership (Bronkhorst & Vermeeren, 2013). The Hitler problem is taken as an issue that he adopted a form of transformational leadership but exploited is an emotional appeal in a negative sense. Pseudo-transformational leaders are those who are unethical in their transformational leadership. Moral development is counted as an essential parameter so pseudo-transformational leaders are different from real transformational leaders. He fails to identify dealing with pseudo-transformational leaders. At initial levels, these pseudo-transformational leaders can act like transformational leaders but their unethical side emerges later. There can be blind trust from followers as well as autocratic etiquette by leaders (Northouse, 2013).
Transformational leaders put the focus on efforts for the country. It is actually to know about the contribution to the organization by followers and vice versa. Extra and exceptional efforts will be done by followers after the influence of transformational leaders for achieving desired goals. In this, the unidirectional flow is fro, leader to the follower (Lee, 2014). The followers can be more susceptible to deception by this unidirectional flow which is counted as danger. Furthermore, transformational leaders refocus people on common goals and get thoughts of people to distributional questions for communal interest. These show that leaders emphasize themselves over followers and this make it participative and democratic. There is another risk of transformational leadership that followers even accomplish impractical and over-ambiguous perceptions of leaders (Lee, 2014). The collective good of a transformational leader is sometimes open to debate that is proposed by them. Their no proper aim to direct vision is also pointed out that is proposed by them to be more promising towards the organization. If there is a greater distance between followers and leaders, the condition can be problematic. In some cases, the leaders are enough idealized to trust blindly on them and this danger is considerable. The leader’s vision can be unethical to direct organization (Northouse, 2013).
Sometimes, leaders emphasize such type of trends which are not of the concern of followers. Furthermore, their conditions and visions are not acceptable to followers and are inaccessible. These kinds of leaders are dominant leaders. There is also a lake of conceptual clarity which causes defects in the potential effectiveness of transformational leadership. These terms are used by leaders such as inspirational motivation or idealized influence of leaders which is a latent construct of transformational leadership (Bronkhorst & Vermeeren, 2013). These components according to some researchers should not be used as these are conceptually distinct. According to some researchers, it is not possible to imagine a leader who can demonstrate concentration to followers but the sense of power is possible to display with confidence. Most of the researchers fail to explain the use of effective leadership components by them. Their fluffiness is not common and makes leaders more dominant over their followers (Sattayaraksa & Boon-itt, 2016).
Implications of transformational leaders on learning of the organization
Researchers have found that if there is an effective change in an organization, it will be of more importance with measuring transformation and rise in innovative abilities with strategy formation for problem-solving of the organization giving the organization a competitive advantage with effective outcomes (C.H. Chan & Mak, 2014). By putting more emphasis on growth processes by leaders, new changes are buildup as an effective part if the organization. Effective leaders can shape a bright future of their employees by enabling them to fulfill their commitment. If the transformational leaders will put more focus on learning abilities of their employees then the organization can work with better effectiveness and the overall process rating will be increased with the use of these strategies. Every leader must be in knowledge of the present condition of their employees that in which range they are following and what further implications can be made to make them effective enough (Kazmi & Wartsila, 2016).
Furthermore, there is the creation of persuasive vision by transformational leaders by offering clear goals that provide support and encouragement to the employees and followers. This type of leadership is counted as more relevant to encounter problems because there are changes undertaken as it can undertake changes and challenges that are faced by an organization in an unpredictable way (Kazmi & Wartsila, 2016). It is reviewed as the most appreciated one because it leads its employees to proper learning. Greater employee efforts with the overall potential effectiveness of an organization can be achieved with the effort of transformational leaders who fully focuses on practicing leadership behavior and skills of employees. There is a significant linkage between transformational leadership and change in an organization that can be either positive or negative depending on the reliability and effectiveness of leadership. There can be effective benefits for an organization such as sharing information and learning in an organization as a result of transformational leadership in Chen’s study (Lee, 2014).
Finally some of the researchers shown that motivation, thinking, and behavior of employees of an organization can heavily be affected by transformational leadership that can effectively enhance the learning capabilities of employees and overall performances of the employees that will automatically lead to effective enhance in process of organization in a positive way. There is founded a significant positive relationship between organizational learning a transformational leadership by Imran in 2016 (Sattayaraksa & Boon-itt, 2016). It is strongly associated with learning abilities of employees that how they get treated and this factor will have a significant influence on their performances of achieving set goals by leaders and effective success of the organization. Information knowledge is managed by transformational leaders in a better and effective way for the prosperity of their organization and increase in their competitive value (Bronkhorst & Vermeeren, 2013).
Disadvantage of Tranformational leadership
The tranformational leadership is regarded as an effective leadership appraoch but on the other hand, the tranforamtional leadership also face some critics by the professionals. The writer said that tranforamtional leadership has graet potential to achieve organizational realtionship but it is not necessary that it always produce positive resuls (H.Andersona & Y.T.Sun, 2015). The writer argues that tranformational leadership does not produce same resutls at every organzation therefore, in some situaitons, the tranforamtional leaders has to play a dominant role in taking decision (Caillier, 2015). Further he explains that in different sitaution, different leadership styles works well and at the same time, with organizations of different nature, different leadership styles works therefore, tranformational leadership cannot always produce the same results. Further, the writer has said that the idea of empowering employees does not always work in the positive ways but in some situation, due to the more authority to the employees, there are chances that the employees use their power irresponsibly that may influence the overall organizational decision making. In some cases, employees misuse their powers or manipulate their role that also create problems for the other team members and does not only infleuence the individual performance but also neatively influence the overall perfomrance. Therefore, the writer has said that the tranformational leadership is only successful when it is handled with great care and the tranformational leader has the ability to adopt situational leadership style to handle differnet sitaution (Caillier, 2015).
2.2 Related Studies
TL and job involvement in the Middle East: the moderating role of individually held cultural values
Cultural values variate everywhere different culture and societies may not get properly set according to the theories developed for some other part of the world or countries. In the middle east, the culture is different from the rest of the world, but an individuals’ cultural values orientations are moderate with TL. The TL has a positive influence by the Collectivism and negative influence by uncertainty avoidance. The cultural values of the Middle East may vary with the rest of the world, but in terms of transformation leadership, it is the same as the rest of the world. In the middle east, TL is the factor which moderates to enhance the job involvements in an organization. The organizations of the middle east need to comprehend that the behavioral response of the individuals in their organization towards the TL can hugely impact on their cultural values. Also, the training and developmental programs in the organizations of the middle east can also be enhanced by using the TL programs. The leadership who is vulnerable to tend to make its reputation by the fellows or the followers, may not have the abilities to lead as the role of the leadership is significant for the workplace environment. Despite the fact that cultural values can influence on the TL, organizations of Middle East can work on their own TL programs and it will benefit the performance of the whole organization (Sheikh et al., 2012).
The Effect of Organizational Culture and the Relationship between TL and Job Satisfaction in Petroleum Sector
The transformation leadership has huge impacts over the performances of the employees. It has to sustain the performance of the organization by making sure that the employees are working at their peak performance. On the other hands, It also has the responsibility to make the job satisfaction among the employees as the emotional response of the employees make an effect on their performance and it will effect on the performance of the company as well. It depends on the emotions of the employees regarding the work, also, in the petroleum sector, the employees tend to do work in hard conditions. So, job satisfaction is very important to mark, as it will affect the performance of the organization. Many petroleum industries are following the TL. The TL and the culture and environment of a workplace have strong, positive significance and the Hierarchy culture is dominant in the petroleum industries (Zahari & Mohamed, 2012). Most of the petroleum industries need to follow the culture of TL as it will help them to achieve the goals and mark the performance sustainability for the people of the organization. An organization who is having not so much TL to invest, then that organization will not be able to make the sustainable peak performances of its employees. (Zahari & Mohamed, 2012)
Using TL to enhance the development of corporate strategy focused on a community’s common interests
TL focuses on the abilities of a leader to inspire his/ her followers by concentrating on a vision that can change the structures around the organization. TL is certainly related to a strategic orientation of an organization to corporate socially. The ethical integrity of a leader is not attached to the corporate social responsibility practices. The TL develop and sustain a set of behavior in an organization and that set of behavior models of fairness and integrity and, have high expectations, set clear goals, provide recognition and support and stimulating the emotions and passions of people, and make people to go beyond individualism and form an environment of collectivism so the whole organization can meet the desired goals. The transformation leadership also develops the social values among the employees of the organization which make them use those abilities in the time of change and distress. In order to sustain in a certain environment, an organization must need to opt the cultural and social values, for both, the employees and for the leaders as well. Also, an organization also look for the common interest and values for the employees as well for creating an ideal workplace environment for sustainable performance. Many organization has TL including the corporate social responsibility as a core strategic value. This type of leadership is effective to form an atmosphere of collective strength or confidence which is beneficial for the whole organization in the time of distress and change (Verissimo & Lacerda, 2012).
TL role in implementing strategies through employees motivation and trust
In the article, the writer described and investigate about the TL and what are the factors due to which TL is effective and productive for an organization. The influence of TL on the motivation, productivity and trust of an organization is direclty linked with the performance of individual and organizational performance. Moreover, trust and motivation are considered the most important factors that have a positive impact by enhancing performance, productivity, and development of an organization (Bellé, 2013).
As the role of effective leadership on strategic human resource management is significant as it enables the organization to become competitive and successful. Although, the study was established to examine the factors of motivation and trust that have a positive impact on the development but also discussed the competition and knowledge sharing that directly affect the performance of an organization as developing the growth of an organization (Kark & Shamir, 2013).
However, in this study mixed method was used to get the appropriate point of view. In the study, both qualitative and quantitative method is used. In a qualitative method, data is collected by conducting survey of the employees of Qatar petroleum whereas, the data is collected by the questionnaires under quantitative method from the employees.
The findings of the study reveal that TL has a great impact that supports the performance of an organization as well as some minor challenges also found by the study. Moreover, appreciation and good compliment also received from the employees of an organization. The conclusion of the study is that the role of TL is effective as it motivates the strategic human resource management that perform to achieve the goals and objectives of an organization effectively (Erikson, et al., 2016).
2.3 Synthesis
In the above study, it is learned that the role of TL is important, effective and significant for the performance, productivity, development, and growth of an organization. The development and implementation of straegies in effective manners depend on the good performance therefore, a transformational leader gives great importance to organizational culture, employees engagement and behavior as they are direclty linked to the organizational performance.
TL is a style of leadership in which leaders having high visions, aims, and values which is strategically implemented through teamwork. In addition, the effect of transformational leaders has a great and strong influence on the performance of employees. The ethical and social values that are suitable for both employees and employers improve the work performance and development of an organization. The effect of TL on strategic human resource management as they manage multiple tasks according to the competitive business environment. The role of strategic human resource management is to introduce the change that fulfills the objectives and goals of an organization. So, TL has a positive effect on the strategic human resource management as enhancing the performance of an organization rapidly.
The advantages of TL are that it improves the motivation, trust, satisfaction, and performance of the organization. When the employees motivated by their employees due to their effective performance then they involved achieving the goals and objectives of an organization. By gaining the trust of employees, the retention rate of employees enhances that is beneficial for the development of an organization as more employees attached with the organization to achieve the same goals and objectives of an organization.
The above study depicts the role of TL and its significant effect on the development of the organization. However, for the development of the organization, it is necessary for all leaders to adopt a TL style that involves the employees in the decision-making process and other important projects. This practice develops a sense of confidence and trust of employees towards their workplace. As a result of this practice, the organization develops its performance, reputation, and growth rapidly. Subsequently, the TL style knows what changes should be needed within the organization and then involve its employees into the train according to change. The leader knows how to tackle the external and internal factors that affect the development of an organization which is also a significant role of a leader. So, the TL style should be implemented within the organizations for the development and growth of an organization.
However, while performing the tranforamtional ladership, there is need to consider many other things because tranformational leaders has some limitation and disadvantage due to which in some cases, a transformational leader might failed in generating the required results. In this regards, a transformational leaders should be well aware about the nature of the busines and the capcity of the employees before empowering them and giving them open hand to make decision. Subsequently, a tranformational leader should have the ability to adopt the situaiton leadership to handle different situation while implementing a decision.

CHAPTER III: RESEARH METHODOLOGY
3.1 Introduction
In the third chapter of research, the main emphasis is on the methodology that is used during the research. The research methodology is used to describe the research plan and possible implementation according to the method which is used. Research methodology is acted as the base of research that provides huge information which is important for the research. In research methodology different strategies, tools and methods are used for the accuracy of research. In this chapter research plan, research method, data collection process,respondent population, research sample, research instrument, data analysis, reliability, and validity and ethical concerns are included.
3.2 Research plan
Research plan in research is the set of procedures and methods that are used during the collection of data. So, to find the research problem. A research plan is a systematic approach that is used for scientific study. In the research plan, different methods are used according to the topic of research. This research method enables the researcher to find out the problem of research.
3.3 Research approach
In this research, deductive and descriptive research appraoche is used to describe the TL in an appropriate way. The deductive research approach is used to evaluate previous research to avoid any kind of problem. In deductive research, reasoning process is used to evaluate the accuracy of previous research and move towards the results.
In the descriptive approach, the research topic is described in detail that cover all aspects which provide the bulk of knowledge that enhance the efficiency of research. This descriptive method discusses the role of TL in an organization as discussing all aspects that increase or decrease the development of an organization.
3.4 Data Collection process
The data collection in this research is secondary data in which previous research is studied like journals, newspapers, articles, books and newsletter that are found on different online libraries and websites. To access the journals the google scholar is used as a major sources. Through these secondary resoruces it is attempted to create understanding about the relationship between the TL and development and implimentation of the strategies. Moreover, the annual reports of Qatar petroleum has help us to collect data about the performance and growth of the organization.
The survey is conducted for the collection of the primary data through the questionnaire from the employees. The questionnaire survey from the employees is focused on to create understanding about the role of TL and it role in modeling employees behavior accoridng tot eh necessary change and strategic implimention to achieve organizational goals. This collection of data is efficient and enough for the accuracy of data as it is filled in real time scenario that reduces the chances of error.
3.5 Respondent population
In the research, the respondent population which is all staff of the Qatar Petroleum organization. The leaders, top management, owner of different departments and employees working for the better performance of Qatar Petroleum. The respondent population in which data is collected by conducting the survey.
The respondent population of research is that which is decided to determine the eligibility criteria for the selection of the survey. However, the geographical and other characteristics of the respondents also focused on the effectiveness and accuracy of the research.
3.6 Research Sample
Around 50 questionnaire were distributed among the employees but some were not responded accurately and some were not received back therefore, from the collected 39 responses we have selected a sample of 30 respondents that are based on the precisely solved responses. The response of employees provides the accuracy of data that enhance the efficiency and accuracy of research. The response of employees depicts that TL is effective for the development of the organization.
3.7 Data Analysis
After the collection of data, the next step is to the analysis of data which is also an important step in the research process. In this step, the analysis of the collected data that convert into useful information which is then proceeded into findings and final conclusion has been developed. The analysis of data of different procedures such as statistical analysis with the use of SPSS data analytical tool is used for the analysis of primary data is used.
The data is interpreted after the statistical analysis and then information is collected through the interpretation which is collected from the response of the sample. However, the results of the data are produced to address the research question of the research. Data analysis is an important tool which leads towards the findings and conclusion of the research.
3.8 Research instruments
In SPSS different test are performed like regression test, reliability test, correlation test and mixed model that are performed according to the requirement of the research. This statistical data analyze the variables of data which is collected through the primary and secondary data. The tests are also performed for the analysis of the hypothesis of the research. However, the selection of research instrument depends on the variables and objectives of the research. Moreover, the effective research instrument is that enable the researcher to evaluate the data from the respondents.
3.9 Validity and Reliability
In research, the reliability and validity are based on the accuracy, effectiveness, and efficiency of the findings after the collection of data. The research instrument which is used for the evaluation of data enhance the efficiency, reliability, and validity of the research. The validity of research described that the research instrument which is used during the research for the collection of data wether cover the actual research area. Similarly, the reliability of the research instrument is that in which the result of the instrument is similar after the repetition of the process that gives the constant result of the data. Moreover, the validity, and reliability is an important aspect of the research methodology that describes the accuracy of the result. In this research with the help of SPSS analysis, the validity and reliability of research instrument are ensured.
3.10 Ethical Concerns
Research ethics are important for the accuracy and efficiency of this study because it is a scientific norm which should be followed in academic research. It is necessary for the researcher to follow ethical conformance and avoiding scientific misconduct. The plagiarising the datra is the most unethhical act in resarch when a resaercher used material produced and developed by the other authors and publish the data with their name and without giving the credit to the real author. Plagiarism of data is avoided that reduce the accuracy of research and the reputation of the researcher in the research field. Intext citation and references also mentioned avoiding the copy of data and information of other research work. There are different principles of research ethics such as fairness with their work, autonomy, justice, and beneficence for academic research. Moreover, in the entire research it is aimed to completely compliance with the GSM ethics process in which the unethcial act in resaerch will not be accepted and the writer will receive negative impact of using any unethical act in the resaerch process.
Do not use the external data for the researcher without its permission which is the misrepresentation of data. Do not use irresponsible behavior regarding the publication of research work.

Chapter 4: RESULTS AND DISCUSSION
4.1 Introduction
This chapter is desinged to discuss the results produced by the primary resaerch in which the data is collected by performing questionnaire survery in which 30 employees of Qatar petroleum haver participated. The focus of the questionnaire is on to create understanding about role of transformtaional leadership in strategic implementation.
4.2 Demographic Results and Discussion

Figure 4.2-1: Gender

What is your gender?
Frequency % Valid % Cumulative %
Valid Male 17 56.7 56.7 56.7
Female 13 43.3 43.3 100
Total 30 100 100
Table 4.2-1: Frequency of Gender
From the statistical description, it is shown that majority of the respondents were males as they constitute more than, 56% of the total participants. Following this, 43.3% of the respondents were female. Hence, both the gender have got good representation in the research.

Figure 4.2-2: Age

What is your age?
Frequency % Valid % Cumulative %
Valid 18-24yrs 4 13.3 13.3 13.3
25-30yrs 12 40.0 40.0 53.3
31-35yrs 9 30.0 30.0 83.3
36-40 4 13.3 13.3 96.7
Above 40yrs 1 3.3 3.3 100
Total 30 100 100
Table 4.2-2: Frequency of respondents Age group
The above mentioned statistical representation of respondents’ age shows that most of the participants were between the age of 25-30 years that makes 40% of the total participants. Moreover, around 30% of the participant fall in the group of 31-35 years of age. Following this, 13% of respondents were of the age of 18-25 years and the same %age falls in the age bracket of 36-40.

Figure 4.2-3: Qualification of respondents

What is your qualification?
Frequency % Valid % Cumulative %
Valid Undergraduate 5 16.7 16.7 16.7
Graduate 9 30.0 30.0 46.7
Post-Graduate 13 43.3 43.3 90.0
Others 3 10.0 10.0 100
Total 30 100 100
Table 4.2-31: Frequency of respondents’s qualification
The above mentioned statistical representation of the respondent’s qualification shows that most of the participants were post-graduated that constitute 43.3% of the total participants. Following this, 30% of the total respondents were graduated and 16.7% were undergraduates. Moreover. 10% of the participants were having other qualification.

Figure 4.2-4: Working role
Working role
Frequency % Valid % Cumulative %
Valid Employee 21 70.0 70.0 70.0
Management Staff 9 30.0 30.0 100
Total 30 100 100

Table 4.2-4: Frequnecy of working role of respondents
The aforementioned table and chart show the frequency of the respondents with respect to their working status. Following this, majority of the respondents were employees that makes 70% of the total participants whereas 30% of the respondents belong to management staff.
4.3 Questionnaire Survey Results and Discussion
Top leadership can mold the necessary change in employees’ behavior within the organizational culture?
Frequency % Valid % Cumulative %
Valid SD 6 20.0 20.7 20.7
D 13 43.3 44.8 65.5
F 7 23.3 24.1 89.7
A 2 6.7 6.9 96.6
SA 1 3.3 3.4 100
Total 29 96.7 100
Missing System 1 3.3
Total 30 100
Table 4.3-1: Top leadership can mold the necessary change in employees’ behavior within the organizational culture?
The aforementioned statistical representation shows that most of the respondents do not agree with the statement. Following this, 43.3% and 20% of the respondents disagree and strongly disagreed with the statement respectively. On the other hand, more than 10% of the participants collectively agreed with the statement. Likewise, the writer Suphattanakul (2017) has said that the top management and leadership does not has direct link with the employees thereofre, they do not have a strong hold over an organizational culture. Further, he described the concept that top leadership cannot influence the organizational cutlure (Suphattanakul, 2017).
Top management relied on the TL to implement the strategy within the organizational culture.
Frequency % Valid % Cumulative %
Valid SD 2 6.7 6.7 6.7
D 4 13.3 13.3 20.0
F 6 20.0 20.0 40.0
A 12 40.0 40.0 80.0
SA 6 20.0 20.0 100
Total 30 100 100
Table 4.3-2: Top management relied on the TL to implement the strategy within the organizational culture.
As per the above-mentioned description of the data, it is shown that most of the respondents either agreed or strongly agreed with the statement. Following this, 40% of participants responded that they strongly agreed and 20% responded that they agreed with the statement. 20% of the participants had a neutral view regarding the statement whereas 6.7% strongly disagree and 13.3% disagree with the given statement. The writer Suphattanakul, 2017 stated that in the implementation of a strategy in an effective manner, the employees play a vital role as without the employees a strategy cannot be implemented successfully. In this situation, the top management connects to the employees through TL. A transformational leader has the trait to control the employees and mold them according to the necessary change (Sheikh et al., 2012).
TL influence the process of strategic implementation with knowledge sharing through well-crafted vision, mission, and inspiration.
Frequency % Valid % Cumulative %
Valid SD 1 3.3 3.3 3.3
D 4 13.3 13.3 16.7
F 9 30.0 30.0 46.7
A 9 30.0 30.0 76.7
SA 7 23.3 23.3 100

Table 4.3-3: TL influence the process of strategic implementation with knowledge sharing through well-crafted vision, mission, and inspiration.
On above-mentioned table reflects that the majority of the respondents were of the view that TL does influence the strategic implementation process through knowledge sharing. Following this, 30% of the respondents agreed and 23% of respondents strongly agreed with the statement. Moreover, 30% of the respondents answered that they were somewhat agreed with the statement whereas 16.6% of the total respondents disagreed.
The writer John Maxwell defines a leader as “a person who knows the way, goes the way and shows the way” likewise, a transformational leader knows the way of transformation and he goes the way to bring transformation and in a similar way he always focus on his followers and shows them the way to ensure the transformation. Subsequently, a transformational leader influences the strategic implementation through a well-crafted mission, vision, and inspiration (Deinert, 2015).
TL molds employees’ behaviour by creating a sense of shared value.
Frequency % Valid % Cumulative %
Valid SD 2 6.7 6.7 6.7
D 3 10.0 10.0 16.7
F 8 26.7 26.7 43.3
A 13 43.3 43.3 86.7
SA 4 13.3 13.3 100
Total 30 100 100
Table 4.3-4: TL molds employees’ behaviour by creating a sense of shared value.
The statistical representation of the question shows that most of the respondents that make 43.3% to be exact responded that they agree with the statement. Moreover, 13.3% of the respondents were strongly agreed with the statement. On the other hand, 10% of participants disagreed and 6.7% strongly disagreed with the statement whereas 26.7% of the participants were having a neutral opinion.
A transformational leader does not work for any personal goal but he always work for share cause therefore, it is a trait of a transformational leader that he always develop a sense of shared value that works as a motivator to the followers to exert their efforts to achieve shared goals (Pongpearchan, 2015). Further the writer has described that a transformational leader develop a sense of value for the employees through reward system and by setting goals for them that does not merely create healthy competition among them but at the same time it builds belongingness of employees with their efforts and in the reflection of it they help the leader to implement a strategy in a better way (Cozotta, 2013). .
TL practices at your organization have improved the organizational relationship
Frequency % Valid % Cumulative %
Valid SD 2 6.7 6.7 6.7
D 2 6.7 6.7 13.3
F 5 16.7 16.7 30.0
A 13 43.3 43.3 73.3
SA 8 26.7 26.7 100
Total 30 100 100
Table 4.3-5:TL practices at your organization have improved the organizational relationship
The aforementioned tables explain that 43.3% of the respondents replied that they agree with the statement followed by 26.7% who were strongly agreed with the statement. Moreover, 16.7% of the respondents were somewhat agreed. However, 6.7% of them strongly disagreed and equally were disagreed with the statement. In a reseach the writers Podsakoff et.al has stated that a transformational leader progressively influence the organizational culture by building a trust on the basis of mutual interest of employees and organization that positively influence the relationship. Following this, the writer has described that good relationship also influence the positively on the personal as well as on overall performance of the organization (Sayyadi, 2018).
TL encourages employees to show their skills by encouraging their contribution to an organizational performance that supports strategies implementation
Frequency % Valid % Cumulative %
Valid SD 1 3.3 3.3 3.3
D 4 13.3 13.3 16.7
F 11 36.7 36.7 53.3
A 11 36.7 36.7 90.0
SA 3 10.0 10.0 100
Total 30 100 100
Table 4.3-6: TL encourages employees to show their skills by encouraging their contribution to an organizational performance that supports strategies implementation
The tables display a mixed response of the participants. Following this, 36.7% of respondents agree with the statement whereas equal participants responded that they have a neutral opinion in this regard. On the other hand, 13.3% of the respondents disagreed and 3.3% were strong disagreed. However, 10% of the participants were strongly agreed with the given statement. The writer has said that the organizational strategies cannot be implemented without the support for the employees therefore, the transformational leader develop situations and encourage employee to contribute in the organizational performance that helps the managers to implement the organizational strategies in effective manners (Cozotta, 2013).
Do you believe that under the TL’ strategic implementation, every employee at your organization feel more confident and exert more efforts to achieve organizational goals
Frequency % Valid % Cumulative %
Valid SD 1 3.3 3.3 3.3
D 2 6.7 6.7 10.0
F 6 20.0 20.0 30.0
A 14 46.7 46.7 76.7
SA 7 23.3 23.3 100
Total 30 100 100
Table 4.3-7: TL’ strategic implementation, every employee at your organization feel more confident and exert more efforts to achieve organizational goals
The table shows that 46.7% of the participants responded that they were agreed and 23.3% responded that they were strongly agreed with the statement. Following this, 20% of the respondents were unsure about the statement. On the other hand, 3.3% and 6.7% of the respondents replied in strongly disagreed and disagreed respectively.
A transformational leader believes on “you get what you appreciate” In the similar manners the writer has said that the transformational leader gives confidence to the employees by realizing them a key player. Moreover, the transformational leader also focus on employees empowering by involving employees in decision making process therefore, employees reflects more confidence and exert more efforts to achieve their personal as well as organizational goals (Givens, 2018).
Employees have perceived a high level of motivation and job satisfaction under the TL practices
Frequency % Valid % Cumulative %
Valid SD 1 3.3 3.3 3.3
D 3 10.0 10.0 13.3
F 4 13.3 13.3 26.7
A 14 46.7 46.7 73.3
SA 8 26.7 26.7 100
Total 30 100 100
Table 4.3-8: Employees have perceived a high level of motivation and job satisfaction under the TL practices
From the above-mentioned table, it is illustrated that the majority of the participants were either agreed and strongly agreed with the statement. That makes 46.7% and 26.7% of the total participants respectively. Following this 13.3% of the participants were agreed with the statement to some extent. On the other hand, 10% strongly disagreed and 3.3% disagreed with the statement.
The writer described and investigates about the TL and what are the factors due to which TL is effective and productive for an organization. The influence of TL on the motivation, productivity and trust of an organization is direclty linked with the performance of individual and organizational performance. Moreover, trust and motivation are considered the most important factors that have a positive impact by enhancing performance, productivity, and development of an organization (Bellé, 2013).
At what extent do you believe that strategic implementation under TL has positively influenced Innovativeness and creativity among employees at Qatar Petroleum?
Frequency % Valid % Cumulative %
Valid SD 1 3.3 3.3 3.3
D 2 6.7 6.7 10.0
F 3 10.0 10.0 20.0
A 16 53.3 53.3 73.3
SA 8 26.7 26.7 100
Total 30 100 100
Table 4.3-9: At what extent do you believe that strategic implementation under TL has positively influenced Innovativeness and creativity among employees at Qatar Petroleum?
The table shows that more than 50% of the participants were agreed and 26.7% were strongly agreed with the statement. On the other hand, 3.3% of them were strongly disagreed and 6.7% were agreed with the statement. however, 10% of respondents had a neutral opinion.
In an article, the writer discussed the writer has discussed that how TL influence the development of the organization and to support the argument he has discussed as a case of Toyota’s dealer and shared that how Toyota encouraged creativity and innovativeness among employees to contribute in organizational goals (Ekaningsih, 2014).
TL is found effective in managing and implementing change within the Qatar Petroleum
Frequency % Valid % Cumulative %
Valid SD 1 3.3 3.3 3.3
D 3 10.0 10.0 13.3
F 7 23.3 23.3 36.7
A 12 40.0 40.0 76.7
SA 7 23.3 23.3 100
Total 30 100 100
Table 4.3-10:TL is found effective in managing and implementing change within the Qatar Petroleum
According to the given statistical representation of the data, the majority of participants agreed with the statement and they make 40% of the total respondents. Following this, the respondents who were strongly agreed with the statement constitutes 23.3% of the total participants whereas equally participants were unsure and responded in fair option. However, collectively 13.3% of the participants have disagreed with the statement.
According to the previous studies, the emergence of strategic human resource management is TL that leads towards the development of an organization by encouraging employees to reflect on their skills as well as by encouraging them to create more skills (Ekaningsih, 2014). The findings of the study are the role of TL in managing and implementing change within and organization and have said that they enhance the development and performance of an organization through the effective strategies of controlling, empowering and inspiring employees to contribute in shared goals. Therefore, the conclusion of the study is that the intellectual stimulation of strategic management and motivational skills by TL is the way that leads towards the success of an organization. So, it is necessary for an organization to develop effective strategies that keeps them motivated and they will work for the development and good reputation of an organization (Pongpearchan, 2015)
Transformational leaders’ strategic implementation through task assigning, setting goals and vision has improved individual performance at Qatar Petroleum
Frequency % Valid % Cumulative %
Valid SD 1 3.3 3.3 3.3
D 2 6.7 6.7 10.0
F 12 40.0 40.0 50.0
A 12 40.0 40.0 90.0
SA 3 10.0 10.0 100
Total 30 100 100
Table 4.3-11: Transformational leaders’ strategic implementation through task assigning, setting goals and vision has improved individual performance at Qatar Petroleum
The given table shows that 40% of the respondents have agreed with the statement and equally responded in neutral opinion. Following this, 10% of respondents have strongly agreed with the statement whereas, 3.3% were strong disagreed and 6.7% disagreed with the statement.
The findings of the study depict that TL has a strong influence on the performance of employees, trust and satisfaction. The empowerment of leaders influences the satisfaction of employees which is important for the development of an organization. the conclusion is that the leaders should promote the TL that improve the performance, trust, and satisfaction of employees (Ekaningsih, 2014).
Do you agree that TL has positively influenced organizational performance through effective strategic implementation
Frequency % Valid % Cumulative %
Valid SD 1 3.3 3.3 3.3
D 2 6.7 6.7 10.0
F 4 13.3 13.3 23.3
A 13 43.3 43.3 66.7
SA 10 33.3 33.3 100
Total 30 100 100
Table 4.3-12: Do you agree that TL has positively influenced organizational performance through effective strategic implementation
The table shows that more than 40% of the respondents have agreed and 33.3% have strong agreed with the statement whereas more than 13% were of a neutral opinion. On the other hand, 3.3% of the respondents have strongly disagreed and 6.7% have agreed with the statement.
In the article, the writer discussed the importance of effective leadership style that is important for the good performance of an organization. In an organization, the role of employees is effective as they improved the performance and productivity of an organization. However, the performance of employees depends on the top management as they provided the facilities like a suitable working environment, organizational culture, a reward system that enhance the performance of employees (Ekaningsih, 2014). Therefore, the study is conducted to investigate the role of TL as their influence on the performance of employees like satisfaction, trust and better productivity of an organization. It is important for the management of an organization to establish effective strategies through the strategic human resource management that perform multiple tasks to achieve the goals and objectives of an organization (Cozotta, 2013). In this competitive business environment, strategic human resource management plays a significant role in the development of an organization. Transformational leaders and followers of an organization that achieve the high performance, morals, and values of their organization with the help of strategic human resource management (Sitkin, 2013).
4.4 Scale Reliability test

Reliability Statistics
Cronbach’s Alpha N of Items
.912 12
Table 4.4-1: Reliability Statistics
In the reliability test, the Cronbach Alpha’s value is calculated to evaluate the relevancy and consistency of the research. The reliability test value reflects whether there is any consistency exits in the research or the respondents have responded it in in-consistence manners. The minimum acceptable value of the Cronbach alpha is 0.70 and the value below this level means that the research is questionable whereas value above this level shows that there is good consistency exist in the research. Likewise, in this research, the value of the Cronbach Alpha of the 12 items is 0.912 which is considered excellent and shows that there is high relevancy exist in the research process.
4.5 Pearson Correlation test

Correlations
TL Strategic implementation
TL Pearson Correlation 1 .460*
Sig. (2-tailed) .011
N 30 30
Strategic implementation Pearson Correlation .460* 1
Sig. (2-tailed) .011
N 30 30
*. Correlation is significant at the 0.05 level (2-tailed).
Table 4.5-1: Correlations test
The Pearson’s correlation value is used to understand the intensity of the correlation between the variables. In this test the two variables are used including i.e. TL and strategic implementation. The result of the test shows that the Pearson Correlation value is 0.460 with a positive sign which shows that there is positive relationship between the transformational relationship and strategic implementation. It shows that TL pose positive impact on the strategic implementation.

4.6 Regression analysis

ANOVAa
Model Sum of Squares df Mean Square F Sig.
1 Regression 7.760 1 7.760 9.363 .005b
Residual 23.206 28 .829
Total 30.967 29
a. Dependent Variable: Strategic implementation
b. Predictors: (Constant), TL.
Table 4.6-1: ANOVA TEST

Coefficientsa
Model Unstandardized Coefficients Standardized Coefficients t Sig.
B Std. Error Beta
1 (Constant) 2.296 .571 4.023 .000
TL .468 .153 .501 3.060 .005
a. Dependent Variable: Strategic implementation
Table 4.6-2: Coefficients
In regression analysis the coefficient test is used to evaluate the significance of the relationship between the dependent and independent variables. In the above test the P value is 0.005 which is smaller than the significance level which is 0.05.
4.7 Summary of Results
From the results of the questionnaire survery it is concluded that the organizational top leadership depens on the tranforamtional leadership to implement the organizational strategies because the tranformational leader has direct link with the employees therefore, he has more influence over the organizational culture as well as on the employees behavior. Likewise, it is found that a good tranforamtional leader always has focus on the shared goals as it creates a sense of belongingness that make the employees efforts more meaningful for them. Moreover, Qatar petroleum hs been using TL to manage its organizational operations and in this process the tranforamtional leaders seems to play a vital role in not merely helping to the top management in devloping effective strategies buta at the same time, the tranformational leadership at the Qatar petroleum provide great assistance in implementing the strategies in effective manners. From the research, it is found that there is significant relationship between the leadership style and implementation of strategies and in this process the TL is found more effective in implementation strategies. Furthermore, TL greatly support the strategic implementation such as a transformational leader has a vision, he set individual and shared goals, he empower and encourage employees to reflects their skills that brings creativity and innovativeness. Moreover, the role of a TL is also prominent at Qatar petroleum as the organization use TL to develop as well as to implement leadership. Overall, From the research, it is found that there is significant relationship between the leadership style and implementation of strategies and in this process the TL is found more effective in implementation strategies. Furthermore, TL greatly support the strategic implementation such as a transformational leader has a vision, he set individual and shared goals, he empower and encourage employees to reflects their skills that brings creativity and innovativeness. Moreover, the role of a TL is also prominent at Qatar petroleum as the organization use TL to develop as well as to implement leadership.

Chapter 5: CONCLUSION
5.1 Introducion
This chapter is aimed to present the conclusion based on the primary and secondary resaerch. This chapter is presenting the conclusion by discussing the research questions and their answers that are found fromt the resaerch. Following this, the recommendation is presented based on the findings of the resaerch.
5.2 Conclusion
Leadership is the backbone for any organization as it has the authority to take all the decision that has direct impact on the overall busines process. Likewise in Qatar petroleum the role of leadership has great importance that has enbaled the company to not only grow but also to survive in the most critical conditions. Following this, the leadership of the organization develop the organizational strategies to achieve the organizational goals but the set goals cannot be achieved without their effective implemenation. From the literature review, it is found that in the modern time, every organization largely depends on the strategic management and because with the rising competition the organization has to bring timely change to retain their position as well as to grow their business. In this situation, it is found that the tranformational leadership appraoch is found compartively more effective in implementing strategies as comapre to the other leadership appraochers.
A transformational lader’s traits such as setting mission, defining vision and exert efforts for the shared goals enables him to get the support of the team that furhter helps in achieving goals in effective manners. Furthermore, it is also concluded that a transformational leader positively influenc the organziational culture by controling the employees behavior such as by developing a sense of belingingness and shared value that inspire and encourage them to exert more efforts to achieve the individual as well as the organizational goals.
Following this, in the case Qatar petroleum, it is found that the top management of Qatar Petroleum is greatly dependent on the tranformational leadership. Furthemore, the tranformational leadership at Qatar petroleum play vital role in assisting the organanization to achieve its goals by taking an active part in the development as well as in the implementation of the organizational strategies. The tranforamtional leadership at Qatar petroleum is found effective in implementing strategies because thrugh the tranformational styel of ledership, the leaders at the Qatar petroleum set goals for the employees, develop their interest through reward system or by createing shared values, motivate employees to show their skills and bring innovation that directly influence the individaul performance as well as help the organzation to achieve overall organziational goals. Furthermore, the recent expansion and growth of the Qatar petroleum reflects that tranformational leadership has been doing really well for the organization in developing and implementing strategies to achieve the goals of the business.
Overall, It is concluded that tranformational leadership is effective in strategic implementation however, on the other hand, tranforamtional leadership does not always produce progressive results for every organziation. Subsequently, the effectivness of the TL varies within the nature of work and nature of employees, therefore, tranformational leadership effectivness in implementing strategies varies depending on the situations and nature of business and task.
5.3 Recommendations
Qatar petroleum has been doing great since last decade and even in the economically critical period, it mananged not only to survive but continue its growth through effective implementation of the strategies in which the role of tranformational leadership cannot be ignored. Subsequently, froom the in depth analyses, findings and conclusion of this study, it is found that still company has to make some more imporvements in leadership practices to ensure more effective implementation of strategies. Following are some of the recommendations for the Qatar Petroleum to improve the implementation of strategies to produce better results and to meet their goals in more effiicient manners.
Qatar has a large number of diversified employees that came from the different countries of the world and have differnet skills. Currently, the oil industry has been going through the critical situaiton due to the fluctuating oil prices and at the same time, the oil producing countries are looking for the options to diversify their economy. In this regards the traformational leadership could play a vital role by encouraging their employees to bring creativity and innovative ideas of business that could be effective in diversifying the business of the Qatar petroleum.
Furthermore, instead of only relying on the transformational leadrship, the company should also focus on the situation leadership style with the reason that in some cases leaders might failed to create shared values or the employees are unable to undrestand that how change will effect them therefore, in such situation to manage the project within time, leadership itself has to take straigh and aggressive decisions.
Furthermore, still Qatar petroleum has been using rewards system but tranformational leadership has a better control over the situation therefore, to handle a situation the TL should be given more power to offer some rewards and others perks to implement a strategy within time and to achieve the requried results in effective manners.

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APPENDICES
Part 1: Demographic Information
Place the (√) in the appropriate box
• Gender:
❒ Male ❒ Female
• Age
❒18- 24 years
❒25- 30 years
❒31- 40 years
❒above 40
• Academic Qualifications
❒Under-graduate
❒Graduation
❒Post-graduate
❒Others
• Working Role (Designation)
❒Employees
❒Management staff
❒Other

Part 2
Please tick (√) in box that reflect your opinion
Strongly Agree Agree Fair Disagree Strongly Disagree
5 4 3 2 1
A. Organisational culture
1 Top leadership can mold the necessary change in employees’ behaviour within the organizational culture?
2 Top management relied on the TL to implement the strategy within the organizational culture.
3 TL influence the process of strategic implementation with knowledge sharing through well-crafted vision, mission and inspiration.
4 TL molds employees’ behaviour by creating a sense of shared value.
B. Employees engagement
5 TL practices at your organization has improved organizational relationship
6 TL encourages employees to show their skills by encouraging their contribution in organizational performance that supports strategies implementation.
7 Do you believe that under the TL’ strategic implementation, every employee at your organization feel more confident and exert more effrots to achieve organizational goals
8 Employees have perceived high level of motivation and job satisfaction under the TL practices
C. organizational Performance
9 At what extent do you believe that strategic implementation under TL has positively influenced Innovativeness and creativity among employees at Qatar Petroleum?
10 TL is found effective in managing and implementing change within the Qatar Petroleum
11 Transformational leaders’ strategic implementation through task assigning, setting goals and vision has improved individual performance at Qatar Petroleum
12 Do you agree that TL has positively influenced organizational performance through effective strategic implementation