• Begin this section with an introductory paragraph of 275 words that provides an overview or ‘roadmap’ of the main elements of the literature review.
• The literature review is intended to be exhaustive (8 pages) and compares and contrasts different points of view.
• Use level 3 headings to provide a coherent outline of the elements of the literature review.
• The content of the review must be drawn from scholarly sources or include justification for using other sources.
• Include at least 25 scholarly sources, with 75% being published within the last 5 years.
Summary of the Literature Review
Provide a 1-page summary of the literature review to include a description of how this section
provides a foundation for the study.
The purpose of the qualitative research is to explore leadership and the leaders’ role in influencing engagement and responsiveness to change specifically identifying some of the execution challenges in Information Technology (IT) from the perspective of executive leaders and managers in an IT system that has experienced considerable disruption and change in a relatively short period of time impacting service quality and innovation (Cai, 2019; Koohang & Hatch, 2017; Schwarzmüller, et al., 2018). To survive in the modern IT business environment, which is both highly competitive and dynamic, there is a continuous need for businesses in the sector to modify or re-design their business models to correspond to the demands of the current technological trends and future concerns (Al-Ali et al., 2017). This demand change leadership competency in influencing other stakeholders and employees, to respond to change initiatives and actively engage in the achievement of the organizational change goals positively (Hussain, Lei, Akram, Haider, Hussain, & Ali, 2018). The success or failure of change initiatives is primarily related to the leadership approach towards influencing other organizational stakeholders to embrace change. The leader’s approach can influence engagement not only through individual response to changing work conditions but also through the right approach can inspire, connect, and strengthen relationships (Decuypere & Schaufeli, 2020). Leaders are responsible for giving purpose to the collective effort and ensure that willing effort is expended within their relationships to achieve the purpose (Amarantou et al., 2018). According to Hussain et al. (2018), change leaders promote or create change vision, develop a change plan, and manage conflict and resistance throughout a change process. The leadership approach applied by change leaders thereby plays a crucial role in defining the level of engagement and responsiveness to organizational change initiatives (Caulfield & Senger, 2017).
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