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Vol.3 , No. 1, Publication Date: Feb. 27, 2018, Page: 1-7
| [1] | Ali Al-Tahitah, Faculty of Leadership & Management, Universiti Sains Islam Malaysia, Nilai, Malaysia. |
| [2] | Mohamed Mihlar Abdul Muthaliff, Faculty of Leadership & Management, Universiti Sains Islam Malaysia, Nilai, Malaysia. |
| [3] | Mohammed Abdulrab, Faculty of Leadership & Management, Universiti Sains Islam Malaysia, Nilai, Malaysia. |
| [4] | Qais Ahmed Al-Maamari, Faculty of Business & Management, Limkokwing University of Creative Technology, Cyberjaya, Malaysia. |
The main purpose of this paper is to review the evidence concerning the relationship between transformational leadership dimensions, where are, idealized influence, individualized consideration, inspirational motivation, and intellectual stimulation, and organizational readiness for change. Furthermore, full range leadership theory hypothesizes that transformational leadership dimensions would positively and strongly relate to members' perception of organizational change readiness. The research aims to appraise the existing literatures and eventually set the research agenda. There were many studies revealed that there are relationships between transformational leadership and organizational readiness for change. This paper concludes with suggestions for educational leaders on how to focus and enhance the role of transformational leadership dimensions based on the readiness for change, in order to implement successful changes. Despite its exploratory nature, this study can guide Yemeni public sector’s employees on how to respond the change implementation. Similarly, it can provide leaders a clear insight into how they can generate a high level of readiness for change among their followers, which demonstrates the importance of employee readiness for change.
Keywords
Transformational Leadership, Readiness for Change, Education, Yemen
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