TRANSFORMATIONAL LEADERSHIP AND ORGANIZATIONAL DEVELOPMENT EFFECTIVENESS: A PREDICTIVE CASE STUDY AT THE SIERRA LEONE CHRISTIAN ORGANIZATIONS BY PAUL ALLIEU KAMARA A Dissertation Presented in Partial Fulfillment of the Requirements for the Degree Doctor of Education in Organizational Development and Leadership RUDOLPH KWANUE UNIVERSITY November, 2020 d1wqtxts1xzle7.cloudfront.net/87668409/TRANSFORMATIONAL_LEADERSHIP_AND_ORGANIZATIONAL-libre.pdf?1655503939=&response-content-disposition=inline%3B+filename%3DTRANSFORMATIONAL_LEADERSHIP_A
This thesis concerns Significance of Christian Leadership in the Contemporary Society of
Sierra Leone.
The vast majority of people in Sierra Leone consider themselves to be Christians,
Muslims and / or adherents of African Traditional Religion (ATR). This thesis examines the
Significance of Christian leaders in the Contempoary Society in the Christian communities in
the the Sierra Leonean Socity 1804 - 2020. In previous studies about Leadership and
Christianity, the role of Christian leaders in the
goverance process has often been neglected,
particularly in studies about the African continent. This study aims to fill this gap.
The research is based on theoretical approaches in the field of Christian leadership, goverance
and peace, as well as a qualitative and an empirical study in Sierra Leone comprising participant
observation, interviews and data collected from archives. The thesis develops the praxis of
Sgnificance of Christian
based on the Sierra Leone context. It argues that since independence
from Britain in 1961, subsequent governments have woefully marginalised Christian
leadership participation in governance.
The thesis demonstrates that Christian leaders, churches, and ecumenical organisations were
resources that contributed to leadership and good governance in Sierra Leone. The Evangelical
College of Theology (TECT) Christians and their leaders influenced by CCSL
also led and
supported the works of the Truth and Reconciliation Commission Sierra Leone (TRCSL) and
the Special Court for Sierra Leone (SCSL). Christians provided leadership for truth-telling and
reconciliation, relief, advocacy for peace, and confidence-building as good leaders in action.
By combining a theoretical discussion of Professors; Teachers and Christian Leaders and others
with the qualitative and empirical case study of Sierra Leone, the research adds new dimensions
to the general academic debate on Christian leadership, as well as Christian and goverance,
with respect to the clash of civilisations, faith-based diplomacy and other theories on Christian
leadership, and goverance, in Sierra Leone.
The study of leadership in wide range of organizational settings has demonstrated the advantage the Full
Range Leadership (FRL) of transformational leadership approach over other leadership styles in predicting
organizational performance and other outcomes.
Research has found that leadership is one of the most significant contributors to organizational
performance. However, very little research has been completed on the link between FRL and
organizational performance at Sierra Leone Christian Organizations (SLCO). This lack of empirical research,
the increase use of FRL in assessing pastoral leadership (, 1898), and its positive and strong association
with effective organizations as shown in literature were the primary motivators for this study.
The Multifactor Leadership Questionnaire (MLQ-5X), a proven leadership assessment test, was
administered to 320 congregants at 12 SLCOs in the greater Freetown area, Makeni, Bo and Kenema in
Sierra Leone to determine preferred leadership styles and whether there is a significant correlation
relationship between senior leadership styles and organization performance.
Created and updated by the Global Academia in Science and Theology (2022), the questionnaire measure
three objective
indicators of organizational performance: congregants’ satisfaction
with leadership,
motivation toward extra effort, and perceived leadership effectiveness.
Results of descriptive analysis showed that senior leaders at SLCOs scored relatively high in the average
of all responses and in six of the nine leadership factors, suggesting that Full Range Transformational
Leadership and organizational Development Model (FRLM) was the style practiced by senior leaders at
targeted organizations.
The results of multiple regression analysis of aggregated leadership factors scores revealed that blended
specific elements of the (FRLM) led to higher satisfaction, motivation toward extra effort and perceived
leadership effectiveness among congregants.
Multiple regression analysis for separate leadership factors scores revealed the following findings: (1)
Contingent Reward leadership style (CR), which requires performance measurements to reward
achievement beyond meeting standards, is inextricably linked with the Transformational leadership style.
(2) FRLM consisted of nine hierarchal factors on a continuum basis and strongly proffered as the most
effective leadership approach at the studied context. (3) Idealized influence, attribute and behavior, did
not reach significance, suggesting that SLCOs are shifting from religious leadership to secular one. (4)
Intellectual stimulation did not reach significance either, suggesting that leadership at SLCOs does not
empower followers nor facilitate creativity and independent thinking among them.
Factor analysis findings (FAF) suggested that the nine factors of FRLM can be represented by three main
factors to explain 75.4 of the variability in the original data.
The findings of this study provided strong support for FRLM to work well with the senior leadership at
SLCOs. Discussion of the implications and recommendations was provided.
Anyone can be a leader, but to be a successful leader can be a real challenge. A leader needs to be able to draw on a vast array of skills and attributes and be able to apply them at the right time and in the right way. Above all a leader has to recognize that his/her success will ultimately depend on the people that he/she leads which means creating an environment in which all of these people can flourish. What does a leader need to do to create this environment? This book suggests that it depends to a great extent on the styles and the example set by the leader whose behavior sets the tone and creates the culture for a team or a Society. If the leader is not always honest, how can team members be expected to be? If the leader is not committed to the vision of his Society how can team members be expected to be? Put simply, a successful leader has to behave at least as well as he/she asks of everyone he/she purports to lead. People are influenced by example, good or bad, and the example set by any leader will have a significant impact on the long-term success, or otherwise, of their team or the Society. People consciously or subconsciously seek role models to see how they do things and then replicate those behaviors. Leading your Society by example is not exactly rocket science. Many of the behaviors that are covered in this book require little more than behaving as a decent, considerate human being should behave towards others, combined with a clear vision and commitment to do the best that is possible. So, whether you are a leader of a large Society with thousands of I habitants’, Societal Leaders, there are ideas in this book that should help you to be more successful at what you do. Prof. Paul Allieu Kamara, the former Executive Director of Sierra Leone Citizens Rights Association, a co-founder of Mayo Medical College Laboratory and Technology and a Leadership Development Professor in Rudolph Kwanue University College Liberia and a Consultant of Leadership and Organizational Development, and has authored many published Books on Leadership Development in Europe, UK, and America. Paul has over 18 years’ experience of training, consulting.
Why is a Good Leader so Hard to Find in Private and Public Sectors? Being a leader, even a so-called successful one, is not necessarily anything to be proud of. Being a “good” leader, however, is a much different thing in the Private and Public Sectors. Anyone who has studied leadership long in enough knows there is no shortage of information available on what it supposedly means to be a good leader or the take to make a good leader as sickle for good Private and Public sectors. Discussions on leadership are everywhere. A quick scan of the internet will produce an untold amount of material— some scholarly, some from the business world, and some from a variety of companies designed to help organizations improve their leadership capacity. Professional development courses and degree programs are also available to help people become effective leaders in their various filed. Despite all the resources available on leadership, it seems we are still experiencing a leadership crisis and vacuumed. The concepts of good leadership, it appears, are not getting through. Over many years the authors have asked a variety of people informally to identify five exceptional leaders they have come across: individuals who truly exemplify effective and admirable leadership. Most people cannot complete the task. Some struggle to identify few individuals they know, whom they respect as a truly excellent leaders. Almost without exception, those individuals considered as possibly good leaders are identified as having one significant deficit or another. At the same time, the people we questioned did not struggle to come up with examples of truly bad leaders. And they were not very forgiving in their assessments. This phenomenon of the bad leader and the horrible boss is so prevalent that it inspired mine to continue the discussion. It is hard to fathom how bad leaders and bosses can survive in a private and public’s filled with volumes of leadership advice, but they do. That there are so many poor leaders telling us we still have much to learn on the leadership front.