First, boosting employee morale – I would have a better morale as an employee as people surrounding me are all positive and active and it makes me want to be like them and learn from them. Second, enhancing work performance – I would be keen to work together with other people to achieve the organizational goals and my enthusiasm at work would make me excel at my work performance. Third, having less stress – Proactive organizational culture would make me less stressful as there is less chance there would be office politics.

Transformational leaders are able to promote innovation at the workplace due to their abilities to generate organizational learning a leading knowledge management, which in results promoting the organizational innovation (Akel & Demirel, 2017). First, generating organizational learning. Transformational leaders are seemed by their employees as the role models as they always encourage the stimulation of intellectual and provide motivation and supports to their employees. The stimulation of intellectual is very necessary for the employees to generate new ideas and turn them into reality. Besides, transformational leaders are usually willing to entertain new ideas so their employees would not be afraid to speak out their ideas, instead, they are brave enough to say whatever brilliant or not ideas in their minds, creating greater possibilities of effective innovation. The process of new ideas generation, experimentation and solve problems actually put the employees to learn more and more stuffs. Even when they fail, they learn from their mistakes and they have more experiences when it comes to next time.

Second, leading knowledge management. There is no a simple way that could categorize knowledge management but transformational leaders are always deemed important in leading the knowledge management to make it more effective. Knowledge management involves the five processes including construction, embodiment, dissemination, use and management, which means that ones should create, gather, store, distribute and apply knowledge properly in order to effectively manage the knowledge that stay within their brains. As mentioned before, transformational leaders are able to generate organizational learning, which would allow employees to put what they have learnt before into practices. This is a very crucial steps in the knowledge management. Employees who are skilled in the knowledge management could quickly identify, develop and leverage knowledge to create something innovative. This is a very important assets for an organization as these employees have become the talents in the organizations, which would in turns result in a lot of competitive advantage for the organizations.

Akel, E. & Demirel, A. G. (2017). Transformational leadership and innovation: An empirical study of direct and indirect effects in HR consulting companies. International Journal of Business and Management, 13(1).

Transformational leaders can create and manage on organizational culture that can contribute to an organization’s success through the following ways (Kohll, n.d.). First, growing off the current culture. Transformational leaders should always ask their employees what they like and do not like about the current culture of the workplace and try to make improvement on it to make sure everyone feel comfortable working together. Employees should be engaged in growing a positive culture within the organization as they know how they feel. Second, creating goals. Transformational leaders should create the organizational goals and make every employee work towards the same goals so they know what they are doing, which is working hard together to achieve something that is meaningful and valuable. Working together towards the same goals would bring people together and that is more meaningful than just than giving them pay checks. 

Third, encouraging positivity. A positive culture would require a lot of the motivation and encouragement from the leaders. It is crucial for the transformational leaders to always encourage their employees, express gratitude and respect to the employees to make their employees feel positive at the workplace. Fourth, fostering social connections. Social connections is very crucial for the employees to feel comfortable in the workplace and a good workplace relationship would actually reduce the chances of office politics. Employees have to know each other well and maintain a good relationship with each other so they could better work together when there is any team project. There could be frequent employees gatherings, happy hour excursions or weekly team meals to be carried out.

Kohll, A. (n.d.). How to build a positive company culture [online]. Available at: https://www.forbes.com/sites/alankohll/2018/08/14/how-to-build-a-positive-company-culture/#5ca0ee0349b5 [Accessed 4 April 2019].