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Organizational behavior is defined as the study of individuals and their behaviors at work (Scandura, 2022). It relates to identifying unique behavior, group dynamics, and the influence of systems on employee accomplishment and welfare. It is all about understanding how people interact at work and how their behavior affects the overall working environment. With this knowledge, it aids in running a successful company and achieving measurable goals. A topic associated with organizational behavior is the application of leadership style and its impression on employee motivation and performance. Implementing a transformational leadership approach within the organization can empower leaders to inspire and motivate employees. Transformational leaders are generally energetic, enthusiastic, and passionate. Not only are these leaders concerned and involved in the process, but they are also focused on helping every member of the group succeed (Cherry, 2023).

However, during this transition from concept to application, different factors can affect how this strategy works. An example is the support from leadership. If leaders are fully on board and enthusiastically promote the new policy and style, employees are more likely to embrace it. When the organization realizes the need for a change in leadership style to modify the changing workforce dynamics and engage employees more effectively. As the transformational leadership style develops, the importance of encouraging and empowering employees to achieve higher levels of performance and innovation. The organization conducts assessments to identify current leadership strengths and areas for improvement. Training programs are developed to educate leaders on the principles and practices of transformational leadership, including image setting, tailored support, rational stimulus, and inspirational motivation. Transformational leadership procedures are combined into daily operations. Leaders communicate a convincing concept for the future, encouraging employees to support their efforts with organizational goals. They further an environment of trust and collaboration, empowering employees to take ownership of their work and pursue creative solutions to challenges. Leaders also provide mentorship and prepare to support individual growth and development.

Throughout the implementation process, the organization monitors key performance indicators (KPI) related to engagement, productivity, and innovation. Feedback, such as employee surveys and performance reviews, is used to assess the effectiveness of transformational leadership and identify areas for improvement. Leaders need to remain approachable to feedback, adjusting their tactics as needed to address developing needs and challenges. Over time, the application of transformational leadership leads to positive outcomes within the organization. Employee morale and satisfaction improve as people feel valued and inspired in their roles. Collaboration and creativity thrive as employees are encouraged to share ideas and take calculated risks. The organization becomes more adaptive and resilient in the face of change, driving innovation and competitive advantage in the workforce. Transformational leadership into application through careful planning, implementation, monitoring, and adjustment. The organization's culture plays a crucial role, as alignment with existing values and norms can enable smooth integration, while lack of correspondence may lead to resistance. Leadership support and involvement are critical from leaders that can strengthen employee execution effectiveness.