THE ROLE OF TRANSFORMATIONAL LEADER IN PROMOTING ACADEMIC RESEARCH IN VIETNAM’S HIGHER EDUCATION

THE ROLE OF TRANSFORMATIONAL LEADER IN PROMOTING ACADEMIC RESEARCH IN VIETNAM’SHIGHER EDUCATION... Therefore, the purpose of this study is to determine theappropriate leadership style to

THE ROLE OF TRANSFORMATIONAL LEADER IN PROMOTING ACADEMIC RESEARCH IN VIETNAM’S

HIGHER EDUCATION

Table of Contents

ABSTRACT

Higher education sector in Vietnam has always been considered most affected tosociality Since the needs and expectations of society on the issue of thecontribution for national intelligence that making education reform andinnovation continuous In particular, the issue of academic research has greatimportance in contributing intellectual property to the national and strengthenthe standing position in international rankings of higher education facility Toaccomplish this, the role and responsibilities of the leader in the higher educationinstitution is enormous Therefore, the purpose of this study is to determine theappropriate leadership style to higher education institutions and the role of theleader in promoting academic research in universities

Excellent and effective leadership is needed to develop employees as asustainable competitive advantage Reality shows that leaders of organizationshave difficulty in speeding up the performance of their followers Individualperformance have been studied and evaluated in both scholarly and practicalliterature Employee engagement is a moderator concept established inorganizational theory, but it also offers a variety of views and theories

In summary, this study shows that the effectiveness in choosing the right type ofleadership will help increase the performance of employees in the organization

Background of the research will briefly introduce the topic of study and theobject that will be studied This section will provide information that isdiscussed throughout the paper Therefore, the reader can understand the reasonfor conducting the study Problem statement will provide actual current context,problems are encountered and it will be analyzed as well as given the results ofthis study (Mark, 2015) Formulating research aims and objectives is one of theimportant aspects of the thesis This section defines the scope, depth and overalldirection of the study The objective is simply to answer a question (Robert &Katie, 2017) However, that question has no simple answer and the answer can

go deep and divided into lots of questions and solve each part separately (John,2018) With each question, the research objectives will change and researchmethods will change accordingly The results of the research objectives providethe answer to the research question From the discussion and review of theliterature, the author proposes a conceptual framework to establish hypothesesinclude independent variable, intermediate variable and dependent variable(Robert, 2017) Establishing significance of the study is divided into two partsthat are meaningful for research and meaning for practice This sectionhighlights the importance of research for the other researches in the future Itprovides information to the reader and the ways research will contribute It alsohighlights the benefits this research brings to the community and the potential

for other researchers in the field of leadership and higher education In theintroduction to the research method, the author will list the processes and toolsused to collect and analyze the data The next step is to outline the processesused to collect and process the data systematically Research methods clearlyhelp the reader assess the overall reliability of the study The researchorganization is to establish in brief the content of each chapter that is designed toachieve the objectives of the research paper, as well as the system in a scientificand easy-to-visual way for the followers Finally, the summary will brieflysummarize chapter one and introduce chapter two.

1.2 Background of the Research

Leadership style is a key factor to the success of every organization Leadershipstyle reflects the vision of the leader, influences the staff, and decides to build astrategy to achieve the vision of the organization (Paul & Doug, 2018).Appropriate leadership style will motivate employees to achieve their goals, andeven make them work harder to overcome their limits to achieve greater resultsfor the organization In addition, leadership style will also help employeesimprove their satisfaction, engagement and loyalty to the organization (Fil,2019)

Human resources are always considered as a valuable asset of business andsociety Today, organizations need not only high-quality human resources, butalso desire to promote individual performance of employees (David, 2018).Individual performance is an important factor creating a competitive advantagefor the organization And how to motivate employees to improve individualperformance is always a challenge for leaders

The role of leaders in higher education institutions is not an easy task, so leadersshould create links around them When leaders treat their followers as excellentindividuals and attract their hopes and desires, a dynamic spiral effect will

emerge and be maintained throughout until meet the defined goal (Yulk, 2013).Employees will contribute to the organization more, they will increasemotivation, thereby increasing productivity This can lead to an effort for theorganization towards innovation with shared views and commitment to acommon vision Finally, individuals may be linked to complete the task "thatthey can reach a level of synergy in which the whole is greater than the sum ofthe parts" (Northouse, 2015).

This study will focus on investigating the role of Transformational Leadershipmodel in promoting academic research in institutions of higher education inVietnam The concept of "Transformational Leadership" will be analyzed inorder to clarify its influence on the performance of each individual (Bass &Riggio, 2006) In addition, employee engagement will be considered as amoderator variable for the relationship between the transformational leader and

an individual performance Therefore, the study will use case study to haveinvestigated and analyzed And the data will be collected to analyze and clarifythe research questions of this investigation

1.3 Problem Statement

The current context of higher education in Vietnam is changing, the role ofleaders is expanding, and leaders are facing enormous challenges: globalization,the 4.0 revolution, the competition for quality human resources, governmentfunding for education cuts by public debt and external debt increased All ofthem put pressure on the university leaders (Nguyen Van Phuc, 2018) A typicaltype of leadership in effective leadership will promote innovation andadvancement in higher education and academic research Therefore, animportant function of effective leadership is to motivate employees towardacademic research productivity (Joshua & Jamie, 2015)

According to Ministry of Education and Training (2018), Vietnam now hasnearly 300 universities and colleges However, there are no higher educationinstitutions in the top 500 worldwide and top 350 Asia The reason is that theamount of scientific research, or scientific journal articles do not meet thestandards and international requirements set out The problem in this studyindicate the importance of the academic research for rating the quality of auniversity (VTV, 2018) To obtain the academic research of internationalstandard, it requires the performance of individuals whose contributions inhigher education institutions Therefore, the role of leaders will impact toindividual performance through the characteristics of leadership

Types of leadership have been classified according to a number of principles inprevious studies, such as transformational leadership style, transactionalleadership style (Bass, 1990) In particular, the most cited and suggested theoriesare the transformational leadership styles In recent years, transformationalleadership styles have been proposed as an effective leadership style that cantransform traditional management practices in the education field to improveteam effectiveness (Klaus, 2015)

Transformational leadership is defined as one of the leaders who creates positiveand positive changes for those who follow more than other leadership stylesbecause transformational leadership styles are using their influence forsubordinate, while the transactional style use rewards or punishments based onthe results of work (Michael, 2013)

This research aims to investigate the styles and approaches of transformationalleadership, and the leadership behaviors that are relevant to the effectiveness ofhigher education The research process consists of two separate tasks, the firstbeing a systematic search of the literature that includes leadership styles related

to employee engagement and individual performance in higher education

studies The second element is a series of surveys with scholars who haveengaged in leadership research in higher education, or leadership in general.

1.4 Research Aims and Objectives

Setting objectives and aims as appropriate study is one of the most importantaspects in the thesis The final result of the research goal provides the answer tothe research question Research objectives are often divided into several partsand dealt with separately Moreover, the research objectives specify what needs

to be studied, so it will include steps to address the research goal to achieve theexpected results

In this study, the author identified One Aims and Five Objectives:

• Aims: Study the impact of transformational leadership that affects theindividual performance in Vietnam’s higher education

- Demonstrate that the Inspirational Motivation (IM) of transformationalleadership styles creates motivation to individual performance

- Demonstrate that the Intellectual Stimulation (IS) of transformationalleadership styles provides oppoirtunities for employees to increaseindividual performance

1.5 Research Questions

A research question is the basic core of a research project or document review(Bill & Mark, 2017) It focuses on research, identifying methods and guiding allstages of learning, analysis and reporting The most important step in the study is

to have a clear research question and the research question is a statement thatdetermines the phenomenon to be studied Therefore, the main research question

of this study will be:

"How can the Transformational Leadership to Promoting academic research inVietnam’s higher education?"

After Research question part, Five Research Questions will be established:

- What is Idealized Influence Attribution (IA) feature in transformationalleadership styles that affects to individual performance?

- What is Idealized Influence Behavior (IB) of transformational leadershipstyles positively related to individual performance?

- What is Individualized Consideration (IC) feature in transformationalleadership styles helps employees develop their strengths to changeindividual performance?

- What is Inspirational Motivation (IM) feature in transformational leadershipstyles creates motivation to individual performance?

- What is Intellectual Stimulation (IS) feature in transformational leadershipstyles provides opportunities for employees to increase individualperformance?

1.6 The significance of the Research

The first important finding of this study is to emphasize the important thecharacteristics of a leader that motivates employees to increase academicresearch performance The analysis also points to an important need for an

academic study and practical limitations that need to be improved In addition,research related to international will help create a university position ininternational rankings, reputation and brand to attract human resources with highquality organizations (Charles, 2015).

In general, research and analysis methods will provide a deeper understanding ofawareness of the role of leadership in organizations, especially in highereducation (Manuella, 2018) Moreover, the study emphasizes methods thatprovide a reasonable overview to increase productivity and participate inacademic research in universities, focusing on effective leadership in practice toimproving the quality of academic research and individual performance

Through this study, the researchers will also get insights on the studiesimplications for practice as renewable research using the intervention period and

a larger sample in the study in the future

1.7 Organization of Chapters

Thesis structure is divided into five chapters:

- Chapter one: Overview of research topics This chapter presents theresearch, problem statements, research aims and objectives, researchquestions, the significance of the study, the organization of the chapters andfinally is the summary

- Chapter two discusses leadership literature in higher education includingdefinitions of leadership and characteristics of transformational leadership,the influence of transformationa leadership in higher education institutions.History and context of higher education in Vietnam will also be mentioned.This chapter will be show the academic research concept, its impotant inuniversity education And other concepts such as employee engagement andindividual performance will also be introduced, as well as the relationshipbetween transformational leadership, employee engagament and individual

performance identifed In addition, the research hypotheses and frameworkwill be listed in chapter two.

- Chapter three describes the methodology of the study, including the natureand design of the study, sample size, data collection and analysis, survey andevaluation, an overview of the Multifactor Leader Questionnaire andvariables This includes the main concepts and variables of the study Thehypotheses and sample information of the study are provided Theinstrument used in the study was discussed The way in which data iscollected, determine the sample size, build scale and research models ispresented

- Chapter four discusses the results of quantitative data, analyzes researchresults using SPSS software to process collected data Describe the resultsobtained through data analysis

- Chapter five includes the summary, interpretation of findings, conclusionsand recommendations of this study

Chapter one outlines the introduction of the study, the purposes and the plan forthis paper Chapter two will study in-depth scholarly literature for concepts oftransformational leadership and its impact on other aspects

CHAPTER 2 LITERATURE REVIEW

2.1 Introduction

This part of the project began as an attempt to systematically examine the studiesrelated to leadership in higher education The concepts of independent variables,moderator variables and dependent variables will also be defined Chapter twowill also present the context of higher education in Vietnam and explain whytransformational leadership styles are influential and popular in highereducation

2.2 Vietnam’s Higher Education Background

Education is an area that has been focused and developed for over 40 years inVietnam, especially higher education Since Vietnam was liberated in 1975, thegovernment has preferred to focus on education as it provides human resourcescollar workers in the period approaching the values of modern technology torebuild the country, and its bring economic value and property to a country

2.2.1 The context

In the context of the development of education in the context of the IndustrialRevolution 4.0, Vietnam will certainly face many difficulties to keep up withadvanced technology, while higher education in Vietnam is still backward

• Background of the Industrial Revolution 4.0

The Industrial Revolution 4.0 spread throughout the world as it is today due tothe fact that the speed of development and the impact of breakthroughs intechnology have had unprecedented strong influences Innovations and scientificadvances are available in all fields, such as artificial intelligence, Robotics,Internet of Things (IoT), self-driving cars, biotechnology, Na-no technology, 3Dprinting technology, material science, quantum computers, all of that impactalmost every industry at such a rapid rate that people say the IndustrialRevolution 4.0 is growing at the speed of exponential functions.

The Industrial Revolution 4.0 plays an important role in creating products andservices that allow us to have a better life Conversely, this revolution may alsolead to even higher inequality as new technologies will replace labor-intensivejobs This is considered the biggest challenge brought about by this revolution

In addition, there is another challenge to how to create jobs that require higherskills for people when automated technologies have replaced labor in many dailytasks

Thus, the phrase "industrial revolution" contains a great change, not onlytransforming the economy but also transforming the whole culture and society.Vietnam is moving very fast from the "golden population" structure to the age ofpopulation aging The Industrial Revolution 4.0 should be seen as an opportunity

to increase labor productivity based on scientific and technical applications,effectively utilizing the current "golden population" structure Certainly,education and training will play a key role to solve this great problem

• The impact of the Industrial Revolution 4.0 on education

One of the requirements to prepare for the Industrial Revolution 4.0 is toimprove human capital to meet the changing knowledge and skills requirements

in the new work environment This poses a great mission for education andtraining to prepare human resources to meet the country's developmentrequirements The problem that many countries have found and posed is to movefrom a heavy education to equipping learners with knowledge and skills to aneducation that helps develop capacity, promote innovation and creativity forlearners to meeting the requirements set for citizens during the IndustrialRevolution 4.0

With the flow of new learning models and the development of science andtechnology, the traditional education methods will certainly be subject to manychallenges

One of the highlights is the differentiation to each of the learners Each studenthas different needs and learning abilities Technological advances alloweducators to design separate learning pathways that are specific to each case Theeducational software has been put into use with the ability to adapt to thecapacity of each student and allow them to study at a pace that suits their ownneeds In many countries, this adaptive learning software have quickly replacedeach or every part of the classroom textbook role

In addition, access to information has become easier than ever, leading to aquestion that educators need to answer is identifying the core knowledge thatlearners need to be equipped in the future While past education models focus onproviding learners with the knowledge and skills needed to help them becomehighly skilled people, educators today care a lot about teaching students how tolearn by themselves Education teaches students how to think, how to assesssituations, complex problems in life, thereby forming the ability to solveproblems

Development technology has a great influence on the role of teachers in theclassroom Technology management system with technology support canprovide data system to help teachers monitor the progress of each class, therebygiving immediate feedback to the difficulties students face are encountering.But technology, however modern and important, cannot replace the teacher's role

or turn the instructor into a robot Therefore, how to leverage and master thetechnology, let this tool support and create freedom and creativity in education is

a challenge for each instructor and educational institution

The above changes are a reminder of how education models can be operated inthe near future: computers act as personal support tools in the classroom with avariety of learning routes Teachers and parents are better equipped tounderstand students' learning process; The class is divided into small groups ofstudents with appropriate skills and qualifications to work together

Advances in advanced technology today will also help faculty in scientific andacademic research However, technologies can only help but not completelyreplace creativity in research Therefore, supporting policies to promoteacademic and scientific research become necessary and extremely important inthe university

• Challenges and opportunities for Vietnamese education

In the context of the development of education in the context of the IndustrialRevolution 4.0, Vietnamese education has fundamental advantages to embracethe development opportunities that this industrial revolution brings

The Party and the State always anticipate challenges in educational activities forfuture generations On November 4, 2013, the 8th Conference of the 11th PartyCentral Committee approved Resolution No 29-NQ / TW on basic andcomprehensive innovation of education and training, meeting public

requirements industrialization and modernization in the context of oriented market economy and international integration The Resolution ofeducation reform direction of the Resolution is: "Strongly transforming theeducational process from mainly equipped with knowledge to comprehensivedevelopment of learners' capabilities and qualities Learning with practice;reasoning with practice; school education combined with family education andsocial education " On May 4, 2017, the Prime Minister issued Directive No 16 /CT-TTg on strengthening the capacity to access the Fourth Industrial Revolutionwith many important solutions In particular, the Prime Minister requested adrastic change in educational policies, contents and methods to create humanresources capable of receiving new production technology trends On May 5,

socialist-2017, the Ministry of Education and Training sent Official Letter No 1891 /BGDĐT-GDĐH to all higher education institutions to guide the direction oftraining human resources capable of adapting to the Fourth IndustrialRevolution From 2018, this will be one of the basic contents for evaluation anddevelopment orientation for the entire education sector

Besides, one of the very basic advantages for education to take advantage ofdevelopment opportunities is that Vietnamese society always attaches greatimportance to learning We are always appreciated in creating a positive learningenvironment, ensuring discipline, good school and helping students have a goodlearning attitude Participation, encouraging young people from parents andstudents is also a positive factor in forming a learning society

The third advantage is that the education management staff, the teachers - theforce plays a key role in the educational innovation process - are alwaysconcerned, invested and supported in capacity building Career standards andregulations of managers at all levels and teachers are being prepared forissuance Those standards and regulations will be tools to support managers andteachers in capacity building training to meet the requirements in the new period

Although there are still many concerns about Vietnam's study program, it is notassociated with reality, high results in the PISA examination, Intel ISEFinternational science and technology exam, international and regional Olympiccompetitions The area that contributes to affirming Vietnam's education hasstarted to move, focusing on students using knowledge to solve practicalproblems, instead of just memorizing content from textbooks This result alsodemonstrates the potential of Vietnam's human resources in the areas ofmathematics and science if appropriately invested.

In addition, Vietnam's education program always emphasizes helping studentsgain a deep understanding of core concepts and mastery of knowledge The newgeneral education program will be put into operation from 2019, changing from

a content approach to capacity development and quality will be a prerequisite forfundamental and comprehensive innovation of general education

Recently, the Ministry of Education and Training has pushed up the policy tomake schools more autonomous in the implementation of curriculum andassessment These innovations bring positive effects in the quality of oureducation In the recent report of the World Bank Smarter Growth: Learning andDeveloping Equality in East Asia - Pacific (4), Vietnam, along with China, isconsidered as the two pioneering countries in educational innovation, a trulyimpressive development education system, can become important lessons forother countries

Some orientations for Vietnamese education in the context of the IndustrialRevolution 4.0

In the new wave of industrialization, the education system must focus ondeveloping the quality and capacity of learners through the orientation of themost suitable paths for different groups of students to help them promote thepotential of each individual This should be applied at all levels of education andtraining levels In particular, for universities, the success of a university is notmerely the rate of graduates, the ability of students to find jobs or the position on

the international rankings, but also is the sustainable and long-term development

of students, the ability to be willing to take risks, to innovate and innovatestudents In addition, creative research on science and scholarship of studentsalso contributes to the development of the country and the education system inVietnam

To do these things, Vietnam needs to confirm the importance of a lifelonglearning support system The entire education system must recognize thediversity of strengths and talents of the younger generation Only the process oflearning with passion can help build a new generation of bravery, with the ability

to orient yourself and persistently pursue goals

• Vietnam’s higher education context

According to statistics of the Ministry of Education and Training Vietnam(2018), by the end of the school year 2017-2018, the current system has 235universities and academies (including 170 public establishments, 60 privateinstitutions, and 5 establishments with 100% foreign capital), 37 scientificresearch institutes are assigned to provide doctoral education, 33 colleges ofpedagogy and two pedagogical secondary colleges

Figure 2.1 Number of University & Research Institute in Vietnam 2018

Soure: Vietnam Ministry of Education & Training (2018)

At the workshop organized by the Commission for Culture, Education and Youth(2018), Nguyen Huu Duc, deputy director of Hanoi National University, saidthat by approaching the system rating (U21 rankings university Association and

QS Universities 21), higher education in Vietnam has not reached the world top

50 According to the ranking of the QS (World University Rankings) 2018higher education system, ASEAN has five countries: Malaysia (28th), Singapore(29th), Thailand (38th), Indonesia (39th) and the Philippines (45th) Again,Vietnam can not contribute In 2018, Vietnam has two national universities in thetop 1,000 In the Asia region, Vietnam has five universities, including HanoiNational University (139th), Ho Chi Minh City National University (142th),Hanoi University of Technology (291-300th), Hanoi University Can Tho (301-350th) and Hue University (351-400th) Although Vietnam has not reached thetop 500 but with the appearance of two national universities in the top 1,000, Mr.Duc said that Vietnam's higher education system could be ranked in the 80/196group of the world

Detailed analysis of the ranking results of each criterion, the academic team ofthe National University of Hanoi found that Vietnam universities in general cannot appear in the world rankings or still ranked low because it does not meet theresearch productivity and internationalization standards Analysis andcomparison of the ranking results of two leading universities in Vietnam: HanoiNational University and Ho Chi Minh City with the top two universitiesPhillipines, Indonesia, Thailand, Malaysia, Mr.Duc (2018) confirmed the quality

of the research (cited by the citation) of the above mentioned countries isequivalent, but the productivity of the two universities in Vietnam is lower Inparticular, the rate of academic prestige and prestige of Vietnamese employers ismuch lower Limited research and publication of research results is a majorconstraint for Vietnamese universities Most of the advanced education ofcountries in Asia and around the world today is capable of creating a large team

of highly qualified researchers And they can publicize their research results tothe national and international large quantities (Duc, 2018)

In line with the trend of international integration, the number and quality ofscientific research published in international scientific publications has become

an important measure, the objective indicators reflect not only the development

of science - technology as well as scientific performance but also reflect thelevel and quality of the educational background of each country (MET, 2018) InVietnam in recent years, despite the interest of many educational institutions increating a mechanism that encourages researchers to focus on research andpublication of national and international research findings, but the results are stilllimited, even tend to lag far more than many countries in the region and theworld (MET, 2018)

Vietnam now has about 9,000 professors and associate professors, 24,000 PhDsand more than 100,000 masters According to the statistics of the Institute ofInformation Science (ISI, 2018), Vietnam has only 13,172 published scientific

papers published in international peer-reviewed journals, ie about 1/5 ofThailand (69.637), 1/6 of Malaysia (75.530), and 1/10 of Singapore (126.881).Meanwhile, the population of Vietnam is 17 times that of Singapore and 3 timesthat of Malaysia Not only in terms of quantity, the impact index of scientificresearch in Vietnam is also the lowest in comparison with other countries in theregion This modest rating is also consistent with the number of patentsregistered in the United States and the innovation index by the World IntellectualProperty Organization (WIPO).

Figure 2.2 Number of Master, PhD, Professor & Associate Professor in

Vietnam 2018

Soure: Vietnam Ministry of Education & Training (2018)

While international academic achievement is the top criterion for evaluatinguniversities, universities in Vietnam are hardly interested in academic research

In recent years, due to the need for integration, the perception of academicresearch has changed a little After the statistics show clearly the lag of the

universities in Vietnam compared with the universities of Thailand, Malaysia,Singapore, Vietnam began to set the task of scientific and academic research foruniversities

Based on a survey of 142/271 universities, 945 research groups are now in theuniversity system, so on average one university has 7 research groups.According to the Ministry of Education and Training, the number of scientificand technological tasks at all levels tested in 2016 is 274

These tasks have attracted nearly 3,000 staff, faculty members, researchers,trained 312 masters, supported the training of 77 PhDs, has published 36 books

of reference and monograph, published 594 scientific articles published innational and international journals, 115 applied products are technical process,products for production and life, sectoral and local development However,compared with the current development needs, the above figures can not meetenough (MET, 2018)

Figure 2.3 International Publication of Vietnam (2009-2018)

Soure: Scopus System (2018)

Table 2.1 International Publication of the Scopus System of Southeast Asia(2009 – 2018)

Soure: Scopus System (2018).

According to Ngo Bao Chau (2017), the biggest barrier to engaging in academicresearch is the source of the investment budget Most institutions of highereducation in Vietnam is not a self-management mechanism, instead they have todepend heavily on the budget of the Ministry of Education and Training TheMinistry of Education and Training only provides annual budgets for eachtertiary education institution, so universities must manage and use them withinthe budget allowed As a result, academic research is limited due to insufficientfunds being provided

In addition, Pham Duy Hien (2016) argues that the compensation policy forresearchers is unreasonable Most faculty researchers and their main tasks arestill teaching, plus limited time issues, so they do not spend a lot of time onacademic research The second problem is the quality of the research's team in

an institution of higher education is not synchronized Most older facultymembers are not very fluent in foreign languages, especially in English, in order

to be able to read and understand the standards of an international study Finally,the research environment is not widespread in higher education institutions Thenumber of people involved in the research environment has led to working in theadministrative system rather than an environment in which all people participate

in academic research (Ngo Bao Chau, 2017)

2.2.2 The role of Academic Research in Vietnam’s Higher Education

Research in universities mainly focus on creating new knowledge Thisknowledge is often based on theory, and therefore not practical Longer time isrequired for acquired knowledge and theories are defined to have a far reachingand widespread influence on society (Ary, 2018) In addition, researchconducted at the university may not respond to current problems or social

problems Researchers are simply striving for truth Research conducted in thetraditional university setting is considered to be limited However, in recentyears, public opinion has been more appropriate for the practicality of research(Fred & Maria, 2018).

Knowledge transfer is emerging in the 4.0 technology revolution Universitiesare increasingly trying to meet the expectations of society, and universityresearchers are trying to seize the opportunity to conduct academic research.Academic research plays an important and vital role in creating new information

or updating new knowledge New knowledge can be defined as truth, in whichsearching for truth is the main reason for scholarly study The word "academics"

is defined as "judged by no other standard than the truth" (MET, 2018).University researchers have a strong interest in pursuing new ideas and wisdom,and they also want them to be the first to discover new information in the fieldthey have chosen This is more attractive than conducting research to get a newproduct, or conducting research on pre-established standards Therefore, scholarshave more research motivation to advance knowledge for humanity and pursuethe truth (MET, 2018)

In fact, new knowledge after discovery will be published, it also has a greatimpact in academic research and educational impact Researchers are alsoresponsible for disseminating new knowledge to the community, includingscholars, students and the public Researchers in universities tend to publish theresults of their research in academic journals top, because their data can beshown to be related to academics in the fields of venture concerned They canalso share their research findings at conferences and in seminars to inspire otherscholars (Nguyen Van Trao, 2018)

The publication and presentation of scholarly research will facilitate moreresearch, which results in the progress of the field (Stephen, 2018) Thismotivates researchers at universities On the other hand, many researchers are

also lecturers so they can disseminate the knowledge they have learned tostudents throughout the lecture This helps maintain and develop humanknowledge further While researchers working for the industry are expected tokeep their discoveries secret, scholars in academic institutions are encouraged topublicize their research results Their research results are made available for free

to everyone Indeed, it is important that researchers are willing to share their datawith the community (Barbara, 2016)

Scholars are required to be proactive in having close relationships withresearchers and colleagues both in their field and in related fields Christopher(2015) argues that "they need to respond to what intellectual scholars areinterested in" although they conduct research in their own field of interest Thereason is that because these scholars are pioneers in their field of study, they canalso influence discussions about other unrelated issues Therefore, it is importantfor the researchers to know about the various theoretical issues mentioned at thattime

The scholars regularly participate in the discussion was held in the internationalacademic community is essential and can also ensure that their research in theright direction Conducting comparative studies with other researchers in thesame field can help them to develop common theories, which help to promotetheir field of study further (Christopher, 2015)

2.2.3 Implementing policies of Government to promote Academic Research

In Vietnamese universities today, some leaders bravely pass the framework tomake their own policies consistent with the organization To improve theeffectiveness of staff research, principals and deans of some higher educationinstitutions have developed policies (MET, 2018), such as:

- Number of hours of academic activities are converted into working time andincluded in annual salary

- When all studies are published in magazines domestic and foreign, theaward will be announced to the researcher immediately.

- Increase budget support for each research paper published up to four timesthe current level The amount of budget support from the corporate sponsors,and the paper can be ordered from enterprises in practical applications

- In addition to cash rewards are also rewarded with annual training sessions.The training is open to all employees in the organization Average annualhigher education institutions has about over ten training sessions

- Scholars are encouraged to choose their own way of improving theirknowledge in the area of interest, without having to consider therequirements or priorities of their supervisor or manager They are free tostudy a wide range of topics As a result, the scope of academic research hasexpanded, both in terms of scope and type of research

- Researchers are encouraged to participate in the various learning activitiesbeing organized They are encouraged to participate in workshops held intheir own and related fields Sharing the ideas and imparting knowledgeamong researchers is clearly beneficial to everyone Such exchange of ideaswill help scholars become aware of both the advantages and disadvantages

of conducting research in a particular topic

- For the purpose of academic research is to create new knowledge,researchers in the university must make creative efforts Leaders encourageresearchers to base themselves, to discover new information for themselves.Beyond creativity, attitudes are the center of academic learning People whocan think seriously and have a positive attitude will be more likely to noticethings that have never been discovered before, or think of ideas or theoriesthat have never been considered before Scholars have active researchprograms that are always thinking seriously about the issues around them

- Research habits should not be confined to university life Scholars areencouraged to be ready to cross the boundaries to carry out research evenbeyond their normal expertise As scholars pass on concepts in one field andexpand to another, this can facilitate creative development of ideas andknowledge transfer There is no distinction between staying on campus oroutside the university

Through the basic characteristics required in a leader like this, pretty obvious tosee the inspirational motivation characteristics include quite sufficient andnecessary for Transformational Leadership Consequently, the next part of thestudy will focus on analyze the relationship between motivation inspiringcharacteristics affect the quality of research of faculty in higher education.

2.3 Leadership – A stimulate for continuous researching

There have been many attempts to identify leadership roles, which seem to be acomplex phenomenon, and its definition depends on the person's perception andexperience Northouse (2015) states that the definition of global leadership isinconsistent because many different scholars have defined it in the contextaround them Jon Gordon (2017) also described leadership as "a process inwhich leaders and followers interact dynamically in a particular situation orenvironment."

2.3.1 The concept of Leadership

For forty years, Burns (1978) noted, "Leadership is one of the least understoodobservations on earth." Although many later studies have identified leadership as

a specific and observable phenomenon, however; There is no consensus on theaccuracy of a successful leader in higher education (Donele, 2016) Leadershipterms often refer to the social influence of competent actors and can be defined

as those who accompany, rule, guide, or inspire others on their journey and drivethem in the right direction (Taylor, Peplau and Sears, 2006) Burns (1990)defines leadership as a process that is driven by motivated and valuedindividuals, many economic, political and other resources, in the context ofcompetition and conflict either independently or organized by both leaders andfollowers (Yulk, 2013)

Michael (2015) argue that motivation, inspiration, and personal development help toachieve the desired goal Yukl (2013) argues that leaders are categorized according totheir characteristics, including personality, personality, leadership behavior, interactionmodel, role relationships, perceptions, compliance influence, influence on followers,affect mission objectives, and influence organizational culture (Bass, 1990) The maindifferences in the definitions of leadership include differences in influencers, whyinfluence is tried, and how it works (John, 2018).

Burns (1978) describes leadership as the process of developing an interactiverelationship where leaders influence their followers and modify their behavioraccording to their opposition or reaction of follower Yukl (2013) definesleadership as "the process of influencing others to understand and agree whatneeds to be done and how to do it, and the process of facilitating individual andcollective efforts accomplish and achieve common goals " The definition ofBass (1990) also describes leadership as the interaction between two or moremembers of a group involved in structuring or re-structuring a situation, andperceiving and expecting members Bass (1990) defined leadership as a processthat included influencing the goals and strategies of a group or organization,affects the members of an organization to implement strategies and achievegoals, affect group retention and identification, and influence the culture of theorganization W Warner (2017) provides a framework of activities that leaderscan self-assess Leadership involves having followers and demanding a goodbalance between the leader and the follower It is an organizational processinvolving the successful processing of complex tasks and changes (Yulk, 2015).Leadership can be defined as the process of interaction between leaders andsubordinates with the goal of influencing subordinates' behavior to achieve afirm goal (John, 2018) Leadership is one of the most researched topics and hasbeen evaluated at a number of different levels Over the past millennium,different theorists have emerged (Burns, 2018)

The educational environment is constantly changing, making leadersincreasingly important (Carl et el., 2018) Leadership is the initiator, the

implementer, and the evaluator (Issa, 2014) According to Jean (2018), the keychallenge for leaders is not just to deal with change but to change the capacity oftheir followers An integral part of improving the organization's leadership isidentifying individuals who are capable of becoming successful leaders at alllevels (Monica, 2017) Leadership is not a solo act, it is an effort of theleadership team and followers Leadership refers to the interaction between theleader and the subordinate in an effort to influence subordinate behavior toaccomplish organizational goals (Yukl, 2015) Leaders must influence thefollowers to work together to achieve a vision Successful leaders understandtheir own values and the value of their followers, to guide and direct thebehavior Shared values allow organizations to work together and act as anentity A set of core values is often held to ensure that followers are workingtowards the same goal Therefore, the cooperation between the two parties is thekey to achieving and maintaining high efficiency (Northouse, 2015) Leadersmust have an active role in creating a positive context for collaboration A leaderneeds to assign tasks to every team member so that he contributes to a singletask for the final result to succeed.

Leadership is an important factor because it affects employee attitudes andbehaviors (Hugh et el., 2017) James (2017) describes leadership style as theway a leader interacts with others Leaders must pay attention to the way theirfollowers perceive their effectiveness (Peter, 2017) Burns (2018) introduced theparadigm of transitional leaders as opposed to transactional leaders in thecontext of education He defined leadership as "stimulus watchers to achievecertain goals that represent the values and motivations held by leaders andfollowers." The ratings of the followers of their leader relate to the confidencethey have in their leader Changing the leader's beliefs is a key attribute ofsuccessful leadership, as it fosters respect, admiration, commitment, andconfidence in followers Consequently, recent attention must be given to theongoing process of evaluating the followers of their leader (Burns, 2018).Successful leaders focus on the core values of their followers and ensure that

everyone is working toward a common goal (Northouse, 2015) A leader mustbuild a shared value organization so that employees work together and act as oneentity (John, 2018) Therefore, it is important to consider the impact ofindividual values, especially the value of leaders and followers, whendetermining the success of the leader.

In short, there are many different concepts of leadership In the abovedefinitions, the common point of leadership is the process of influencing,influencing, facilitating, and inspiring the followers to seek their voluntaryparticipation in order to reach the goal, or mission of the group, and theorganization Dr Sackeena (2016) emphasized that the industry view ofleadership can not serve the purpose of education for the purposes and types ofworkers in other industries than educational institutions Therefore, the studywill examine leadership in education with an emphasis on higher education Andthis is also the view of this study

2.3.2 Definition of Transformational Leadership

The transformational leadership style James MacGregor Burns firstconceptualized in 1978 (Burns, 1979) Burns defines transformational leadershipthat identifies possible possibilities in those who follow, satisfy their higherneeds and attract followers According to Bass (2008), transformational leadersmotivate their followers to do more than the intended and think that they can bedone The characteristics of the transformational leadership style have undergone

a process of development both in theory and quantification since it was firstintroduced by Bass (1985) In terms of origin, transformational leadership stylecomes from charismatic leadership; however, Bass argues that leadership'scharisma is only one component of transformational leadership Bass hasproduced four characteristics that constitute a transformational leadership style:leadership influence (idealized influence), employee interest (Individualized

consideration), inspiration (inspirational motivation) and intellectual stimulation(intellectual stimulation) in it The influence of leadership is also called theattraction of leaders (Bass, 1985).

There are many leadership theories and corresponding leadership style tools thathave been supported by researchers in previous studies However, much ofleadership research since the late 1980s focused on the positive effects oftransformational leadership (Avolio, 2018) In it, the most widely used tool toevaluate the transformational leadership style is the Multidisciplinary leadershipquestionnaire (MLQ) (Avolio & Bass, 2004) Research to identify effectiveleaders in organizations in various sectors such as business, education,government, health… has relied on MLQ to measure transformational leadership(Bass & Avolio, 1999; Berson et al., 2001) The first version of MLQ wasdeveloped more than 30 years ago (Bass, 1985), and this tool has undergonenumerous corrections and adjustments Different versions of MLQ have beenused in more than 30 countries, and the translation of MLQ has been completed

in many languages (Avolio & Bass, 2004) MLQ is formed based oncomprehensive leadership theory (FRLT - full-range leadership theory) (Avolio

& Bass, 1991) Avolio and Bass (1991) proposed FRLT based on previous work

of pioneering scholars (Bass, 1985; Burns, 1978) This theory consists of threestructures that represent distinct leadership styles: transformation, transactions,and laissez-faire In addition, FRLT combines nine leadership elements includingfive transformation leadership elements, three transaction leadership elementsand a laissez-faire leadership element (Avolio & Bass, 2004)

Table 2.2 The Full-range of Leadership Model Four I’s TransformationalLeadership defined & expanded to the Five I’

The Full – range of Leadership Model Four I’s of Transformational Leadership defined &

expanded to the Five I’s

- These leaders are exemplars of the values, vision, and goals they communicate.

- Idealized influence can further be divided into both

Attributes [II (A)] and Behaviors [II (B)] for

measurement, and thus this work refers to the five I’s

of transformational leadership rather than the four I’s commonly referenced.

Derungs et al., 2011

Northhouse, 2013

Bass & Avolio,

- Followers are encouraged to examine and question old assumptions for viability.

Derungs, 2011; Moe et al., 2007; Shuck & Herd, 2012 Diáz-Sáenz, 2011

a mentor while managing to retain team cohesion and spirit Attention and appraisal of individual actions improves motivational fitness of the team.

Chipunza & Gwarinda, 2010; Derungs, 2011; Diáz- Sáenz, 2011

Source: Bass & Avolio (2004)

Transformational leadership is defined as influencing subordinates by "extendingand enhancing the goals of the followers and providing them with the confidence

to perform beyond the designated expectations" (Charles, 2015) Thus,transformational leaders raise the performance expectations of their followers(Bass, 1995) and "seek to transform the personal value of followers and bringthem to a higher level of demand and vow (Yulk, 2015)

Transformational leaders are those who motivate and inspire employees toachieve desired results and develop their own leadership competencies (Bass &Riggio, 2005) This is a charismatic leader who earns loyalty, trust, admirationand respect from below In addition, a transformation leader makes an effort toimprove the level of maturity and ideas of followers so that they can getsatisfaction from their work and can even do higher tasks "Transformationalleadership invites groups to exist in unpredictable, difficult and stressfulenvironments" (Bass et al., 2003)

Transformational leaders direct their followers towards the future and createorganizational cultures of change and creative growth (Randy & Carmen, 2016).Transformational leadership can be determined by the leader's effectiveness forhis followers (Tim, 2018) It creates ideal conditions for innovation by creatingmore creative and motivational teams to innovate (Avolio, 2018)

In transformational leadership theory, both leaders and subordinates engage in acommon purpose and motivate each other (Anthony, 2019) A leader can create aculture or situation in which people promote the group and sacrifice theirinterest In addition, leaders can stimulate their subordinates to realize theirpotential through work processes rather than focusing on safety, alignment orrecognition (Burns, 2018).

According to Northouse (2015), the rapid pace of change in all organizations iscalling for adaptive and more flexible leadership Leaders must be able tounderstand the challenges that both leaders and followers face The type ofleadership style needed is transformation as it tends to emerge in crises or socialchange (Catherine et al., 2018) "Transformational leadership invites groups toexist in unpredictable, difficult and stressed environments" (Burns, 2018).Transformational leaders direct their followers towards the future and createorganizational cultures of change and creative growth (Yulk, 2015)

In the process of operating the organization's goals, transformational leadersmeet the needs of each person in a way that empowers them and by setting thegoals and goals of each follower, the leader, larger groups and organizations"(Mary, 2016) According to Allan (2017), transformational leaders need torecognize the need to change, create a new vision, and then institutionalize thatchange by motivating people and using creative The necessary change not onlyaddress new goals and strategic directions, but also with increasing or changingattitudes (Burns, 2018)

Today, the pace of change that challenges today's organizations has led to theneed for more adaptive leadership styles (Paul & Doug, 2018) The fast-changing and ever-changing environment makes today's leaders face manychallenges Effective leaders will help organizations achieve their goalseffectively According to Avolio (2018), transformational leadership occurs whenthe leader motivates followers to view their work from different angles, creating

awareness among team and team visionaries The development of peopleaccording to their level and ability to go beyond their own interests for thebenefit of the group or organization It is about recognizing the value ofindividuals, networks and relationships; while providing energy and inspiration

to followers to achieve organizational goals (Fil, 2019) The main goal of atransformational leader is to develop and express a vision with the mission of theorganization and lay the groundwork for organizational strategies, policies, andprocedures (Tim, 2018) Another goal is to develop the needs of followers tobecome consistent with the goals of the leader (Yulk, 2015) Transformationalleaders attract the ideals and values of followers such as freedom, justice,equality, peace and humanity (Mark & Jim, 2014) Affirmative strategies areused to empower followers and help them meet higher growth needs, whilechanging their values, norms, and attitudes to fit the vision leaders Anenvironment created where followers can decide for themselves whether tocommit to a vision (Burns, 2018) The influencing strategies used by the leadersare considered ethical as the focus is on empowering followers Empoweringstrategies used by transformational leaders include ideal behavioral models,confidence in the ability of followers, and provision of verbal support tofollowers (Burns, 2018)

Transformational leadership motivate their employees by making them aware ofthe value and importance of mission results, and stimulate their higher needs(Joshua & Jamie, 2015) The changing influence of the leader leads the followers

to feel the trust and respect for the leader and is motivated beyond expectations(Yulk, 2015)

In general, leadership transformation is characterized by leaders who delegateresponsibility and authority; removing bureaucratic restrictions, providesnecessary training and training for followers to take initiative and solveproblems; encourage participation in decision-making; encourage the sharing ofideas, concerns and information; promote team spirit and cooperation; andencourage problem solving to resolve conflict In addition, transformational

leaders empower the followers and aim to change the organization to representkey values (Yulk, 2015).

2.3.3 Characteristics of Transformational Leadership

By the MLQ (Bass & Avolio, 2004), the full-range leadership model determine 5I's for this study, including: Idealized Influence Attribution (IA), IdealizedInfluence Behavior (IB), Intellectual Stimulation (IS) , Inspirational Motivation(IM), Individualized Consideration (IC)

• Idealized influence (II):

Idealized influence can further be divided into both attributes II(A) andbehaviors II(B) for measurement, and thus this work refers to the five I’s oftransformational leadership rather than the four I’s commonly referenced (Bass

& Avolio, 2004)

The closest with idealized influence to prestige (Northouse, 2015) and thatmeans the leader acts as a consistent role model It is seen as a role model,admired and trusted (Bass & Riggio 2006) This has some similarities with theconcept of inspiring a common vision, requiring passion and enthusiasm to drawand communicate future goals so that subordinates decide to commit to it(James, 2015) Ideal leaders will also listen to other people's dreams and helpthem recognize them (Northouse, 2015) Reputable leaders or influence arerespected and respected by their followers Leaders have a clear vision and sense

of purpose and they are willing to take risks (Burns, 2018) Such leaders aregenerally valued for morality, trust, integrity, honesty and purpose Leadersexpress the ideal influence when they improve organizational performance byengaging in risk with followers, maintaining consistency in their behavior, andcredibility (Michael, 2015) This factor involves the moral growth of the leaders,

as well as the way they become idealized in the minds and perceptions of the

followers in the organization Leaders must ensure that their behavior is ideal forthe followers of the organization, giving them something to aspire, and thusaffect their behavior and attitudes Organizational benefits and organizationalsuccess (Micheal, 2015) In this way, followers feel the trust and positiveatmosphere created by the leaders in the organization.

The ideal effect is described as trusting and supported by followers (Burns,2018) Leaders must create the trust and support of the members of theorganization by emphasizing the importance of goals, commitment to the goals

of the organization and emphasis on holistic vision (Yulk, 2015) According toKlaus (2015), other aspects of ideal influence are also recognized by effectiveleadership models for all individuals in the organization, creating admiration,loyalty and confidence and the link between the individual towards the commongoal

• Individualized Consideration (IC):

As leaders shift attention to the individual's need for achievement and growth,this is called personal consideration (Bass & Riggio, 2006) According toNorthouse (2015), a transitional leader looks at individuals throughunderstanding individual motives and desires From these needs,transformational leaders will have appropriate training programs for followers inthe organization In this way, transformational leaders help employees developtheir strengths In personal consideration, leaders accept and consider thedifferent needs of subordinates Leaders act as mentors or coaches, encouragetwo-way communication and practice positive listening Burns) Individualizedhands-on practice includes leaders who recognize good performance or provideconstructive feedback when they find weakness Some similarities can be seenwhen leaders help others to act, trust their subordinates and empower them,share leadership, and emphasize team effort (Jean, 2018) In fact, they are the

ones who respect the decisions of subordinates, and can create an environmentwhere people feel valued (Northouse, 2015).

Finally, leaders need to encourage, praise and value the individual and theircontributions This also includes general celebrations and ceremonies to buildcommunity awareness (Yulk, 2015)

• Intellectual Stimulation (IS):

Intellectual stimulation is the process by which a leader creates awareness ofissues, encourages people to find new methods and techniques to solve problemsand perform daily activities (Hugh et al., 2017) The leader encourages creativeand imaginative followers; change their way of thinking; as well as askingquestions about their beliefs and solving problems themselves Followers areencouraged to be creative and not be mocked or criticized for their mistakes.Ideas that differ from the opinion of the leader are not criticized but considered(Tim, 2018) Leadership also provides opportunities for employees to askquestions and this happens in conversations (Charles, 2015) The leader is "thefirst person to innovate," which means recognizing and supporting good ideas,driving change, accepting risks and mistakes, and learning from them (Hugh etal., 2017)

According to Jon Gordon (2017), transformational leaders should understand theneeds of followers to grow and develop within the organization Therefore,leaders allow employees to engage in discussions and tasks that force them tothink about creative solutions or apply oneself in creative ways As a result, anunderstanding of the individual capabilities of the followers is essential for atransformational leader This involves the second element of TransformationalLeadership, in which the value of the leader's relationship with the followers isemphasized Only through these relationships can leaders understand the

personal skills and talents of their followers So, with such understanding,leaders can assign better tasks to followers who will further enhance their skillsand encourage growth and development.

Transformational leaders can also stimulate creative efforts of employees byrearranging issues and access situations in new ways If a person makes amistake, there is no humiliation (Avolio, 2018) Intellectual stimulation provided

by a transformational leader forces workers to rethink ideas they may have notasked before This allows the leaders to seek different perspectives when solvingproblems, from which to look at issues from different angles Furthermore,through intellectual stimulation, leaders can also suggest ways to accomplishnew tasks

According to Burns (2018), intellectual stimulation can be "one on one" or at theorganizational level In such an environment, "leaders become so transformativeand intellectually stimulated that they can distinguish, understand, conceptualize,and communicate with their associates opportunities and threats the threat thattheir organization faces " Under these conditions, innovative methods areexplored to achieve the goals and objectives of the organization

• Inspirational Motivation (IM):

Warner (2017) argues that motivational motivation means that the leaderbehaves enthusiastically and optimally The individual and team spirit ismotivated by the enthusiasm and optimism of the leader because goodmotivational inspirational leaders often speak optimistic about the future,expressing confidence that the item pepper will be achieved It forms a uniquecombination of charismatic inspirational leaders (Northouse, 2015) Leadersshare positive futures visions, display confidence, and communicationexpectations that subordinates want to meet due to the motivational actions theirleaders show (Bass & Riggio 2006) Those motivating behaviors may be

emotion or use of symbols, or anything that enhances teamwork (Northouse,2015) It also requires that leaders establish values and beliefs, and bring in time,effort and action, exchange those values and help people to consider their ownvalues ( Fil J., 2019) Leaders motivate and inspire followers by providingmeaning and challenge to their work Followers accept goals, while leadersprovide challenges and meanings and create teamwork (Charles B., 2015).Leaders focus on the ability of the leader to act as role models, communicatevisions and use symbols to focus efforts (Yukl, 2015) The expectations thatfollowers have to meet are clearly communicated (Avolio, 2018) In addition,these leaders encourage their followers to imagine conditions or futureattractions attractive (Tim, 2018) In addition, these leaders communicate clearlyand demonstrate commitment to the goals and visions of an organization Suchleaders tend to be able to articulate, in interesting and engaging ways, a vision ofthe future that followers can accept and strive for (Burns, 2018).

2.3.4 Transformational Leadership effects on school performance

At the basic level, leadership theory can help leaders to have a strong impact onthe group or individual and organizational outcomes Through the influence ofindividual leaders, they create motivation as the main mechanism to apply totheir organization (Anthony M., 2019) Therefore, improving the results andperformance of individuals in the organization depends on actions for increasingemployee motivation from the leaders (Catherine et al., 2018)

Motivation to work is a reflection of personal attitudes and attitudes towardsgroup work and collaboration Such as attitudes towards every employeemotivation is also a degree of influence of the elements of leadership, especially

leadership wise (Catherine et al., 2018) Motivation to work is an important part

of the influencing factors of leadership staff, helping followers achieve highperformance Leadership style directly affects the process of promotingefficiency in the organization

According to Burns (1978), there are four common leadership styles The first isthe style leader is competent exploitative managers are autocratic, have lessconfidence in their followers, and paternalistic actions The second is thatleaders have a good autocratic style, where leaders or management are included

in this system has a hidden belief, trust in followers Third, leaders have a style

of management consultants, they give confidence in the follower is often thecase when they need information, ideas or opinions of followers, and still want

to control decisions they have done Fourth, leadership style to join the group, inwhich the leader has absolute confidence of followers, particularly in each issuealways rely on the opinion of the follower and see that as the constructivecomments (Burns, 2018) Thus, it can be seen Transformational Leadershiptheory in the context of higher education is entirely reasonable for the fourththeory (Burns, 2018) Transformational Leadership plays an important role in thesuccess of institutions of higher education and is an important factor inmaintaining and improving the quality of the organization and operation (Yulk,2015) In short, effective academic leadership can be considered as the greatestadvantage a university can have in a highly competitive university environment(Yulk, 2015)

2.3.5 Transformational Leadership effects on motivating research on Higher

Education

Leadership theory is a change within leadership theories convert most popularwithin psychology organizations Transformational laeder stimulated andinspired to achieve extraordinary results and development by helping to meetindividual needs as to empower them and adjusting the goals of the followers,