DB FPX 8630 Assessment 4 Leadership: Concept Generation DB-FPX 8620 High-Performance Leadership Leadership: Concept Generation The Concept of Catalysts for Change as it Relates to Leadership 

 

The concept of catalysts for change in leadership involves the idea that leaders act as change agents, utilizing their positions to initiate organizational transformations (Marilou, 2016). Organizational justice becomes increasingly relevant in modern organizations due to growing diversity. With a commitment to justice, companies can establish strong ethical images (Virtanen & Elovainio, 2018). Embracing justice helps organizations earn the trust of various stakeholders and promotes equality within the company.

The Leadership Topic 

The leadership topic of interest here is organizational justice. Organizational justice refers to the systems and processes within an organization that ensure all members are treated equally, fostering a sense of social belonging. This topic is pertinent to business practitioners and is a worthy subject for a DBA Capstone Project from two perspectives. First, as organizations become more diverse, maintaining equality becomes challenging. Dominant groups may overshadow minority groups, and leaders face the challenge of achieving balance (Saifi & Shahzad, 2017). Leaders must address injustices affecting minority groups to reverse this trend.

Organizational justice enhances competitiveness by positioning companies as ethical, which builds trust with stakeholders and improves performance (Virtanen & Elovainio, 2018). The study of ethics in leadership, particularly how organizational justice can improve competitiveness, adds further significance to the topic.

Problem of Practice 

Examining business problems within organizations is crucial for success, as it helps management understand issues negatively impacting operations (Pan et al., 2018). Leadership plays a pivotal role in initiating and guiding organizational changes. Leaders must create a sense of urgency for change and develop shared visions to inspire action throughout the organization.

Leaders acting as catalysts for organizational change must collaborate with other members of the organization (Swalhi et al., 2017). Engaging employees is essential for achieving better outcomes. When leaders work closely with their teams, they gain insights into the issues at hand.

A specific business problem is inequality among employees, leading to demotivation and reduced productivity (Farid et al., 2019). Feelings of disenfranchisement among employees can lead to lower satisfaction and commitment. Addressing organizational injustice and ensuring inclusion are vital to prevent such demotivation.

Organizational injustice is prevalent across industries, affecting employees through factors like overwork, poor conditions, low pay, and exclusion (Sökmen & Ekmekçioglu, 2016). These adversities can lead to psychological issues and reduced productivity, particularly affecting minority groups such as women, racial minorities, LGBTQ individuals, and those practicing less common religions. These groups often face unfair treatment, affecting organizational image and fairness.

Gap in Practice 

The gap in practice arises from organizational injustice (Ibrahim, 2016), which can be attributed to a lack of emotional intelligence skills among members, leading to inequality issues. Effective leadership in complex organizations requires creating environments that promote positive change. Leaders must address organizational shortcomings and foster environments conducive to productivity. The gap in practice—stemming from organizational injustice and lack of emotional intelligence—impedes progress and requires attention (Ibrahim, 2016).

Purpose of the Project and Project Question 

The purpose of this qualitative inquiry is to explore organizational leaders’ perspectives on organizational injustice.

Project Question: What are the perspectives or opinions of leaders regarding organizational injustice?

This qualitative inquiry aims to understand leaders’ views on the factors contributing to organizational injustice.

Justification of Technique 

A qualitative approach is ideal for this project as it seeks to understand the phenomenon from various perspectives of the participants. Qualitative methods involve interactions with participants to gather insights into their views, perceptions, and feelings (Aspers & Corte, 2019). This approach will generate the data needed to address the research questions effectively. Quantitative methods, focusing on objective data, would not be suitable for exploring subjective experiences.

Potential Data Sources 

Data will be collected from managers of selected organizations to address the research question on factors contributing