International Journal of Business and Social Science

ISSN 2219-1933 (Print), 2219-6021 (Online) DOI: 10.30845/ijbss

Stanley Kulei Chebon, Dr. Wilson Kipkirui Aruasa, Linus Kipkorir Chirchir

Inspirational motivation and idealized influence are among the key components of transformational leadership. Inspirational motivation entails encouragement of followers to raise their consciousness about and elicit their commitment to the mission and vision. Idealized influence refers to the behaviours of a transformational leader that evoke in followers as sense of trust, admiration, respect and the desire to emulate the leader. The research investigated the influence of transformational leadership on employee performance deriving evidence from the Moi Teaching and Referral Hospital (MTRH) in Kenya. From the study, this paper examines the effect of inspirational motivation and idealized influence on employee performance. The research used a descriptive research design. It targeted a population of comprised 3,739 employees of MTRH (18 staff from top management; 110 employees from middle level management and 3611 employees from the operational level). The sampling frame used was the staff establishment dashboard for the Hospital. Stratified random sampling and simple random sampling methods were used in each of the stratum to recruit respondents to participate in the study. The sample size came to463 (17 from top management; 86 from middle management and 360 operational staff). On influence of inspirational motivation on employee performance, the study established that leaders motivated employees to high productivity through creativity and innovation and ensured that there is clear conveyance of messages across the organization. Supervisors also articulated a compelling vision for the future and talks enthusiastically about what needs to be accomplished. Further the study revealed that the leaders provided continual improvement, inspires confidence and shows determination to accomplish what he/she sets out to do. Regarding the influence of idealized influence on employee performance, employees were proud to be associated with the supervisors and performance requirements are designed according to the organization needs. The study also revealed that supervisors were also regarded as good role models in influencing high quality of service among employees and employees’ participation in decision making is encouraged. The study concludes that leaders at the MTRH encourage high productivity through creativity and innovation as well as encourages staff to rethink ideas that had never been questioned. The study recommends that the leaders should continuously inspire their employees to enhance their performance and enable the organization achieve its goals and objectives.

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