With the stiff competition, every effort to improve the performance of companies is being developed. The HRD department of companies has been working to enhance team manager leadership which meets organizational change and needs through various traini...
With the stiff competition, every effort to improve the performance of companies is being developed. The HRD department of companies has been working to enhance team manager leadership which meets organizational change and needs through various training programs.
The purpose of this study is to present the developmental direction of leadership programs by finding variables which influence the leadership changes of the team managers.
In order to do this, we first looked at research to organize the concept of each factor and comprehensive understanding. Then, we tried to examine the relationship between these factors.
Based on the above-mentioned contents, we carried out a survey targeting to 172 team managers who participated in leadership programs.
I collected 148 copies of data (the collection rate was 86%). The analysis methods we used were factors analysis, correlation analysis between variables, and regression analysis.
By the result of research, it appeared that L Company’s own leadership programs contributed to the leadership change of team managers. Also, coaching education and leader aptitude education performed through external lecturers had meaningful effects on a leadership change of team managers.
By the result we tried to find out whether or not the type of team manager leadership had an affect on organizational commitment and team performance. It turned out to affect both of them.
Generally, in other studies, team performance appeared to be determined by factors such as market environment, government policy and others, besides leadership. However, in this case, seasonal exception factors into the results of the research conducted into L Company. Because the main business of L Company, construction materials, is in the low season the results were influenced by a depressed construction business. In addition, they made every endeavor to accelerate revenue growth with new business strategies and reorganization of distribution channels.
In addition, the hypothesis that team managers’ leadership type change could play an intermediation role for team availability in the coaching and quality training for team managers’ leadership was verified by regression analysis. The result revealed that transactional leadership could not play an intermediation role in coaching and quality training and team commitment as well as team outcome. On the other hand, transformational leadership could partially serve as an intermediation role in team outcome and as an intermediation role in both team outcome and commitment in flexible thinking.
Through this study, L company could justify themselves for focusing on team managers’ leadership training continuously. In addition, it suggests additional studies for how this training can improve team commitment as well as outcome. In other words, it is more desirable for employers to solve the problem through communication based on individual interests and to offer psychological stabilizing service by activating EAP(Employee Assistance Program) which is recently emerged as the important issue in the transformational leadership’s point of view rather than financial rewards such as incentive program and prize giving and emphasis on procedure like concrete HR Index.
Concerning the evaluation of the training team, it should be regarded not as a cost center but as the team which influences on business performance. This study shows the change of leadership type and various training are related to business performance. Also, it is necessary to change the recognition of training team from a cost center to a strategic core team for value-creation in the budget distribution and organization operation since it is verified that some subcomponents can improve team commitment in the case of team managers’ training in L company.
The limitation of this study is to generalize L company’s unique market situation and strategy shift for leadership type change and to use only team commitment and performance as a variable for team effectiveness. Thus, more diverse variables should be applied for the more in-depth and accurate study and various types of researches in the level of physical time should be handled for the accuracy of causal reasoning.