A STUDY ON

TRANSFORMATIONAL LEADER SHIP AT V SOURCE

PROJECT SUBMITTED

IN PARTIAL FULFILLMENT FOR THE

AWARD OF DEGREE

MASTER OF BUSINESS ADMINISTRATION

 DECLARATION

I here by declare that this project report titled

“A STUDY ON
TRANSFORMATIONAL LEADER SHIP AT V SOURCE”
Submitted by me to the department of Masters of Business
Administration, XXX is a bonafide work undertaken by
me and it is not submitted to any other university
or Institution for the award of any degree diploma
/ certificate or published any time before.

Date :

Place :

(signature)
 ACKNOWLEDGEMENT

The perfect way to document this project would be to start with

acknowledging all those people who directly or indirectly encouraged,
supported me with their value added inputs without them this project
would not have been this better. To start with I would like to thank
XXXX of V SOURCE at XXX for giving me an opportunity to do my project
work.

I would like to give special acknowledgement to XXXX for

his consistent support and motivation.

My sincere thanks to my faculty XXX sir, Associate professor in

finance, for his technical expertise, advice and excellent guidance. He
not only gave my project scrupulous reading, but added many examples
and ideas to improve it.

I would like to express my appreciation towards my friends for their

encouragement and support throughout this project.

Finally I would like to owe my sincere appreciation to all the Employees

of the organization who provided a friendly environment and
supported

XXXXX
 TABLE OF CONTENT

SR.NO CONTENT PAGE NO

1 Introduction

2 Objective of study

3 Limitation of study

4 Research methodology

5 Literature review

6 Conclusion & Suggestion

7 Bibliography
 INTRODUCTION

To understand the factors with which these leaders exert influence on

team members and measuring the team members satisfaction
with regard to their respective team Leader. Sampling method used
for this study is convenient sample.

One of the newest and most encompassing approaches to leadership,

transformational leadership is concerned with the process of how
certain leaders are able to inspire followers to accomplish great things.
Transformational leadership emerged from and it is rooted in the
writings of scholars such as burns (1978).

In this A Study on Transformational Leader Ship at V Source MBA

Project report I found that there are several positive features of the
transformational approach, including that it is a current model that has
received a lot of attention by researchers, it has strong intuitive appeal
and kit places strong emphasis on morals and values.
 OBJECTIVES OF STUDY

The objectives of this study are:

 To measure the leadership qualities of team leaders working a IT

company.

 To understand the factors with which these leaders exert influence on

team members.

 To measure the team members satisfaction with regard to their

respective team leader.

SCOPE OF STUDY

The scope of this study is limited to team leaders working for software
companies located in Hyderabad and Secunderabad.
 RESEARCH METHODOLOGY

SAMPLE METHOD

Sampling method used for this study is convenient sample.

A request letter was sent to all the companies listed in the sample list.
However, with reference I received acceptance form
V SOURCE only. Hence questionnaires were administered in V SOURCE.

SAMPLE LIST

For the purpose of this a sample list was prepared in consultation with
faculty members and people working in the IT industry. Companies in
the sample list consist: Wipro TCS, Infosys, V SOURCE, Infotech etc.,
SAMPLE SIZE

In all 150 questionnaires were administered to the team leaders working in V

SOURCE. Questionnaire was given to the Team leaders and I asked them to
fill the questionnaire.

As per the instructions of the V SOURCE HR managers V SOURCE a

collection box was kept in the premises of the V SOURCE to enable the team
leaders to drop the questionnaires.

After three days I personally went to V SOURCE to collect the questionnaires.

Of the 150 questionnaires, 129 were returned.

These questionnaires were removed from further analysis. Finally, 94

questionnaires were found usable with usable response rate of (63%)
 LITERATURE REVIEW

Simola et al. (2012) define transformational leadership as a type of

leadership in which interactions among interested parties are organized
“around a collective purpose” in such a way that “transform, motivate,
and enhance the actions and ethical aspirations of followers.”
Transformational leadership is a leadership style that seeks positive
transformations “in those who follow” and that achieves desired
changes through the “strategy and structure” of the organization (Geib
and Swenson, 2013).

According to Bass (1990), transformational leadership is characterized

by several patterns of behavior. First, transformational leadership
employs the charisma of leaders in order to gain the respect and trust
of stakeholders and to instill pride in the latter. In addition, charisma
underlines the provision of a common vision and sense of mission
necessary for the transformation. The second characteristic is
inspiration through which leaders employ symbols to redirect followers’
efforts; they express in a simplistic manner the fundamental purpose of
the transformation process, and clearly communicate the
accompanying higher expectations. The third characteristic is
intellectual stimulation. Leaders intellectually stimulate employees by
emphasizing rationality and creativity in problem-solving situations.

Finally, transformational leadership offers individualized consideration:

leaders treat employees individually offering them personal attention
and, whenever necessary, they provide coaching and advise to those
employees.
Transformational leadership can be contrasted with transactional
leadership. The latter implies leadership based on an exchange process
wherein autonomous agents may benefit, which in turn implies
reciprocity (Simola et al., 2012). Bass (1990) indicates that transactional
leadership can be characterized by several elements not necessarily
mutually excluding. The first dimension is that of contingent rewards or
the recognition of achievement by rewarding efforts and good
performance. The second is active management by exception which is
directed at managing the process. Leaders monitor the lack of
compliance with established rules and standards, and when required
undertake corrective measures.

Transactional leadership can also focus on passive management by

exception. In the latter, leaders are meant to intervene only in cases in
which set objectives are not achieved. The last characteristic of
transactional leadership is laissez-faire in which leaders avoid making
decision and those involved in the process relinquish all responsibilities.

Wang and Howell (2010) argue that transformational leadership can be

focused on the individual and group levels. In the first instance, the aim
is to empower individuals in order to “develop their full potential,
enhance their abilities and skills, and improve their self-efficacy and
self-esteem.”

The influence of the leaders is TRANSFORMATIONAL LEADERSHIP

strengthened by their interest in the followers as individuals.
Transformational leaders strive to understand employees’ abilities,
skills, and needs, and offer them coaching and mentoring to overcome
any weaknesses. At the group level, transformational leadership
develops common values and beliefs, and inspires unity in order to
reach group goals. In this situation, leaders behave equally toward all
members of the organization, and the latter have a common perception
about the leader’s behavior.
 CONCLUSIONS & SUGGESTIONS

• After the data analysis I conclude that majority of the graduates

males and females hold subordinates, trust, maintain their faith and
respect, show dedication to them appeal to their hopes and dreams.

• After the analysis it can be interpreted that (44%) of the total

female post graduates use appropriate Symbols and images to help
others focus on their work, and try to to make others feel their
work Significant.

• Majority of the graduates (33%) are agreed to make others feel

good around them once in a while.

• I found that majority of the graduates leaders do not fell emotional

attachment to their department that means they are not emotionally
involved in their department.

• I conclude that most of professional male shows the degree to

which u will tell others what to do in order to be rewarded, emphasize
expectation from their team member.

• I conclude that professional leaders are let others do work in their

own style.

• Most of the leaders show interest in others well-being, assign

projects individually, and pay attention to those who seem less involved
in the group said they do not feel like part of the family at their
department.
• After the data analysis I conclude that most of female leaders
providing recognition/rewards when others reach their goals and also
provide others with new ways of looking at puzzling things.

• I found that majority of the graduates leaders have complete faith

among their group members.

• After the analysis it can be suggests that most of female leader

should provide feel good environment among their team members.
 BIBLIOGRAPHY
Websites:

 1000projects.org/a-study-on-transformational-leader-ship-at-v-
source-mba-project.html

 www.imd.org/uupload/IMD.WebSite/BoardCenter/Web/213/Lite
rature%20Review_Transformational%20Leadership.pdf