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Improving Transformational Leadership Framework through Personalized Adaptive Hypermedia
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AbstractThe implementation of transformational leadership frameworks in team scenarios has not had as much of positive effect as would have been expected. This less than expected positive effect has been attributed to the inability of team leaders to implement the frameworks with consideration to fully comprehending scenarios and adopting the best approach. This is the result of an inability to fully customize their experiences. To address this problem the use of personalized adaptive hypermedia has been proposed as a tool for customizing leadership experiences. This implementation has, however, been plagued by some problems more so in the authoring language of personalized adaptive hypermedia systems and capacity for use in different scenarios. This follows the understanding that an effective customization tool must use a language that the leader easily understands, with emphasis on customization. This paper has proposed the integration of user ideas in developing more user interactive and effective personalized adaptive hypermedia to increase the efficiency of transformational in improving team performance and improve team leader’s performance.

Table of contents
TOC o “1-3” h z u Abstract PAGEREF _Toc505333701 h 2Introduction PAGEREF _Toc505333702 h 4Research statement PAGEREF _Toc505333703 h 7Literature review PAGEREF _Toc505333704 h 7Key research questions PAGEREF _Toc505333705 h 8Research hypotheses PAGEREF _Toc505333706 h 9Implications of the research PAGEREF _Toc505333707 h 9Reference PAGEREF _Toc505333708 h 10

IntroductionTransformational leadership (TL) has been recognized as an intrinsic need in the management of a group or team to ensure efficiency and activity at full potential. The concept of TL is aimed at enhancing motivation, performance, and morale of the team as a production unit. The leader has to act as a role model to show their followers what they need to be done. By acting as a role model, the leader inspires the followers to have an increased sense of belonging and ownership in their work, understand their position in the team and be efficient in carrying out their duties within the team. From the definition, we get to understand that TL is all about increasing morale and motivation within a team. The key issue is that the leader must be an example to the group and articulate their ideas in a way that can be understood by the rest of the team. The leaders practicing TL must influence their team members and followers through vision, framing and impression Nongard, 2014).
Four elements of TL are recognized; individualized consideration, intellectual stimulation, inspiration motivation, and idealized influence. Individualized consideration element addresses the extent to which a leader addresses the individual needs of each member of the team. In applying TL, the leader is expected to empathize with and respect the team members, celebrate individual contribution towards the team goals, and encourage their activity at full potential in carrying out team activities. This element is based on the assumption that team members have the will for self-improvement based on their feeling of worth within the team. Intellectual simulation element addresses the extent to which the leader challenges the team members to be original and revolutionary in the ideas concerned with group activities and goals. Independence and creativity are encouraged among team members to increase their efficiency in completing tasks. Inspiration motivation element addresses the degree to which a leader articulates their ideas as concerning the team, its activities and goals to inspire the team members to be better. The leader provides the vision, breaks it down into understandable and digestible segments, and provides the vision that allows the team to reach the vision. The inspirational motivation element makes extensive use of communication skills. Idealized influence element considers all aspects of the character of the leader. It is an accepted tenet that leaders with high moral standing and behaviors illicit invoke pride, trust, and respect from their followers and team members (Nongard, 2014).
Since its development in 1978, the concept of TL has been widely accepted and adopted by leaders and top-level managers seeking to have more efficient and better-performing teams and followers by inspiring them to be better (Nongard, 2014).
It is important to note that TL requires the leaders and managers to developing realistic and challenging visions, marry the vision to a strategy for its achievement, implement the strategy to achieve the vision, express optimism in the selected strategy implementation and meeting the vision, and celebrating milestones in achieving the formulated team vision. TL is marked by a unique style that has a passionate leader uplift members and followers by developing a vision, selling the vision, charting the way forward, and championing change. Developing a vision entails envisioning a future for the team that excites the current and potential team members. Selling the idea involves bringing all team members and followers on board with the proposed vision such that they believe in it and fully support it. Charting a way forward involves developing a strategy to be adopted by the team in realizing the proposed vision. Championing change involves the team leader being the most ardent supporter of the proposed strategy (Nongard, 2014).
While TL seeks to have a more efficient team it must be understood that the team members and followers will be motivated by their desire to be more like their ‘inspiring’ leader. The leader will be inspiring in the sense that he/she will motivate the members and followers to believe in the team’s ability to be better. Leaders practicing TL are often charismatic in the sense that they are more about belief in others ability to perform (Nongard, 2014).
TL has been associated with some issues that include; confusion of confidence with truth and reality, wear of implementers, tendency to overlook details and possible transformation of leaders when change is not necessary. Overenthusiasm of leaders and team members could occasionally result in their mistaking passion and confidence with reality and truth. The result is that the team would pursue an unachievable goal. Implementation of ideas is dependent on goals and is directly proportional to the energy of the implementers. Leaders practicing TL tend to see the bigger picture in achieving the team vision while overlooking the smaller goals that have to be achieved in reaching the larger goal. These issues are as a result of the team leader having a range of options with varied ultimate results, limited knowledge about change options, and uncertainty about how to proceed with the change process (Nongard, 2014).
In addressing the identified issues, some researchers have proposed the use of personalized adaptive hypermedia (PAH) systems. The use of PAH systems has, however, been faulted in their design and authoring of content (Lawrence, 2016).
In addressing the identified problems with TL and use of PAH systems, this paper proposes the design, development and use of a collaborative authored and extensively tested PAH system.
Research statementThis research proposes the development of a modified PAH system that accepts user contributions to address the problems associated with TL and enhance the performance of leaders practicing TL.
Literature reviewPAH is an interactive computer-based resource that has its interface tailored to the user needs, goals and requirements. It is a personalized application that offers the user a range of options with scenario designs that allow for the selection of the most suitable option that best suits a particular scenario. By integrating human and computer aspects, the user can choose the best option that fits their needs (Lawrence, 2016).
Colace (2014) researched on the implementation of PAH systems in learning institutions. In their findings, they faulted the difficult process of authoring PAH content. They believed that for a PAH system to be effective the content must be simplified and easy to work with. Towards this end they proposed that the testing of the system involve all stakeholders before the full implementation and integration of the system in a real-world scenario. They hold that a PAH system development must be based on short-term evaluations before analyzing short-term usage and assessment of the system (Colace, 2014).
Cheung and Kazemian (2011) acknowledge that a lot of research has been expended towards the design and adaptation of PAH systems. These researchers have identified authoring complexities as the major hindrance to the design and authoring of PAH systems. Manual annotation is the significant bottleneck for authoring of PAH. The article adds that a combination of recommendations of users and peers, and content adaptation enhance the use of PAH systems. This integrated approach enhances the effectiveness of PAH systems use (Cheung & Kazemian, 2011).
Colace (2014) has identified reuse, flexibility, high level of semantics and ease of use as the major challenges in designing and adaptation of a PAH system language. The literature further adds that an ideal language must be reusable, flexible, have a high level of semantics, and be easy to use by the intended leader (Colace, 2014).
Use of PAH in TL will allow the leader implementing TL to select the best option for their particular scenario by reducing uncertainty concerning the proposed change process even with their limited range of knowledge concerning the change.
Key research questionsThe proposed research aims to address the following research questions;
What is transformational leadership?
What are some of the problems associated with the implementation of transformational leadership?
How is personalized adaptive hypermedia proposed to solve the problems with implementation of transformational leadership?
What are the problems identified with the implementation of personalized adaptive hypermedia in solving problems of transformational leadership?
What are some of the solutions to the problems of implementation of personalized adaptive hypermedia?
Research hypothesesThis proposal advocates for the use of an integrated qualitative and quantitative research study approach. Ideally, in such an approach, research questions are ideal for guiding the study. Research hypotheses act as a guide in designing and conducting the research. There are two types of hypotheses in any research process; research hypothesis (H1) and null hypothesis (H0).
The general hypothesis is that; “Personalized adaptive hypermedia increases the efficiency of transformational leadership framework and improves team leader’s performance”. This general hypothesis is, however, not testable and as such the need to formulate a testable hypothesis.
The testable research hypothesis (H1) is that; “Personalized adaptive hypermedia authored by integrating user feedback have a higher efficiency in their use”.
The null hypothesis (H0) acts as a fall back in the case that the testable research hypothesis is disapproved. The H0 is that; “User feedback in authoring personalized adaptive hypermedia has no influence on the efficiency of the system.”
Implications of the researchThe research conclusions and findings once implemented will allow for increased use of personalized adaptive hypermedia in solving problems associated with the implementation of TL and improving the leaders’ performance.

ReferenceCheung, R. & Kazemian, H. (2011). An Adaptive Framework for Personalized E-Learning. International Conference on Networked Digital Technologies NDT 2011: Networked Digital Technologies, 292-306.
Colace, F. (2014). E-Learning and Personalized Learning Path: A Proposal Based on the Adaptive Educational Hypermedia System. International Journal of Emerging Technologies, 9(2), 9-16.
Lawrence, T (2016). Exploring the New Era of Technology-Infused Education. Hershey, PA: IGI Global.
Nongard, R. (2014). Transformational Leadership: How to lead from your strengths and maximize your impact. Tulsa, OK: PeachTree Professional Education, Inc.