ILOCOS SUR NATIONAL HIGH SCHOOL – SENIOR HIGH SCHOOL
I AM CALLED TO SERVE : EXPERIENCES
OF STUDENTS LEADERS
A Qualitative Research
Presented to
The Faculty of Humanities and Social Sciences (HUMSS)
Ilocos Sur National High School
Senior High School
Vigan City, Ilocos Sur
In Partial Fulfillment of the
Requirements for the Subject
Practical Research 1
DARYLLE MAE PAGALANAN
RECHENLYN ABRIGO
ESTHER RUTH SEDA
CATHLYN CABRERA
YAHZEE BILGERA FAYPON
MARC LANDER ABELLA
NEIL ARVIN QUICHO
RIC MAR RABACAL
2022
ILOCOS SUR NATIONAL HIGH SCHOOL – SENIOR HIGH SCHOOL
CERTIFICATION
This research entitled, “I AM CALLED TO SERVE : EXPERIENCES OF
STUDENTS LEADERS” prepared and submitted by DARYLLAE MAE
PAGALANAN, ESTHER RUTH SEDA, CATHLYN CABRERA, RECHENLYN
ABRIGO, RIC MAR RABACAL, MARC LANDER ABELLA, NEIL ARVIN
QUICHO, YAHZEE BILGERA FAYPON in partial fulfillment of the requirements
for the subject, Practical Research 1, Second Semester, School Year 2021-2022, has
been examined and is recommended for acceptance and approval for Oral Examination.
RICHMOND RIVERA
Adviser
ILOCOS SUR NATIONAL HIGH SCHOOL – SENIOR HIGH SCHOOL
Chapter I
THE PROBLEM
Introduction
An aspirational leader purposefully focuses on positively impacting their
people's capacity to thrive in their professional and personal lives and to aspire to
perform at their best. Aspirational leadership entails much more than office delegation
or setting high goals for the team. It's lot more comprehensive and holistic, and it aims
to develop everyone on a large scale. Not only upskilling in the areas essential for their
role, but also ensuring that they have a future and a route that supports their
advancement, growth, and improves their wellness and lifestyle outside of work.
Delivering on and embodying your brand's principles and ethos is what
aspirational leadership entails. This doesn't mean simply listing some trendy terms like
'inspire and achieve,' then giving them lip service; it requires actually recognizing what
matters to your people and empowering them to live by their convictions. Accountability
at all levels, ownership of innovative ideas as well as any mistakes that have an impact
on the team, and inspiring people at their level are all important. Leadership is more
about walking the walk from within the team and recognizing what difficulties and
pressure points are affecting the achievement of your goals so that you can re-route the
steps you need to take to achieve them, rather than giving orders and maintaining a
hierarchy.
ILOCOS SUR NATIONAL HIGH SCHOOL – SENIOR HIGH SCHOOL
Leadership differs in that it does not place anyone at the top, it encourages everyone to
be creative and innovative, and the leaders are an important element of a team that works
together to achieve a common aspiration – a company-wide goal. Every leader has been
dragged into Leaders is squabbles in which people pass the buck, fling mud, or blame
others for a lack of effect or advancement. It's all too easy to get tied up in those debates
and scenarios, with the team's focus always falling on what went wrong and who's to
blame - but that doesn't get you any closer to success. Instead, turn the problem around;
who was to blame is less essential than how we avoid a repeat of the situation, therefore
look for the solution – and take the steps necessary to get there.
Many students benefit from a combination of both inspirational and aspirational
leadership – and the most vital factor to ensure success as a business leader is an
understanding of who you are, who your team are, and what matters to you as a whole.
Setting goals and ideals shouldn't be based on popular terms or buzzwords;
instead, it should be based solely on the values you currently hold, the principles by
which you make decisions and plans, and be cohesive, embracing the intrinsic skills and
attributes of the team you've assembled. The impact of choices is better understood and
utilized as a result of development through mentoring individuals, coaching decisionmakers, and allowing input from all areas of the organization. Allow space for your staff
to be creative and think outside of their customary bounds – and foster personal growth
as a tool for cultural progress inside your organization – by listening more than you
speak.
ILOCOS SUR NATIONAL HIGH SCHOOL – SENIOR HIGH SCHOOL
Success does not come from pressuring people to achieve their objectives or
creating fantastic and audacious growth goals. It comes from putting together a wellcoordinated team of people who all desire the same objectives and can fill each other's
gaps, enjoy each other's victories, and value each other's ideas and abilities. This is
where our programs can help; if you're having trouble forming a team, establishing an
ethos, or taking steps that will move you closer to your goals, you'll need to refocus and
refine what matters, as well as enlist the help of your employees. The ability to get buyin from all aspects of the business is critical to its success.
So the researchers of this study entitled “I am called to serve: Experiences of
student leaders” sought to analyze the students regarding experiences of a student to
become a leader. This study is conducted to determine the struggles and efforts of every
students to become a successful leader.
Statement of the Problem
This study aims to understand the experiences of students to become a leader.
Specifically, it sought answers to the following questions.
1. What are the experiences along implementation?
a) Plans
b) Projects
c) Struggles
d) Learning
ILOCOS SUR NATIONAL HIGH SCHOOL – SENIOR HIGH SCHOOL
Significance of the Study
Realizing the objective of this paper, the researchers intend to provide benefits
for the following: the students, teachers, residents, the local government unit of Vigan
City and future researchers.
Students of Vigan City. The results of this research could help the Vigan City
students for them to be able to know the effectiveness of aspirational leadership to the
organizational outcome. This will greatly help them to achieve the aspirational
leadership.
Teachers of Vigan City. The teachers and educators in Vigan City will benefit
from this study. It will give them knowledge about the effect of aspirational leadership
to the organizational outcome. Teachers may use the results of this study in teaching
their students, in this way, they are need to achieve the characteristic of being an
aspirational leader.
Local government unit (LGU) of Vigan City. The LGU will also benefit from the
results of this study. It could give them information which could be used in improving
the aspirational leadership in the municipality.
Future researchers. This study will help future researchers who want to study
the effects of aspirational leadership to the organizational outcomes. It will provide them
with the information they require and will serve as a future reference for their studies.
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Scope and Delimitation
This study entitled “I AM CALLED TO SERVE : EXPERIENCES OF
STUDENTS LEADERS” aims to identify the effects of aspirational leadership to the
organization. This study involves the SSG officers and Grade 11 students in which
serves as the research locale of the investigation.
The researchers will focus on SSG Officers and Grade 11 students in Ilocos Sur
National High School in Ilocos Sur, Region 1, Philippines as the subject of the study to
answer the interview questions. Then, the data will be gathered, evaluated, and analyzed
by the researchers. The research will conduct from month of March 2022 until the final
defense.
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Conceptual Framework
This model will be use in the study.
PROJECT
PLANS
I AM CALLED TO SERVE
: EXPERIENCES OF
STUDENTS LEADERS
STRUGGLES
LEARNINGS
Figure 1. The Input – Process – Output (IPO) Model
Conceptual Paradigm
The IPO model shows the flow of the research study. Starting from the input,
the research problem and the related literature, the researchers formulated questions
related to conduct the study. In the process, the researchers gathered data from the
information given by the respondents and then analyze them. This allowed the
researchers to determine the outcome. Therefore, the researchers will determine the
leadership experiences in research which are plans, projects, struggles and learnings.
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Theoretical Framework
There are many of leadership theories and psychology to choose from, but there are a
few that are more well-known. These more popular leadership theories are crucial to
comprehend and recognize, especially if you are a company leader now or plan to be
one in the future. Understanding the psychological and social effects of good leadership
will assist you in deciding what type of leader you want to be.
Theory of behavior. The behavioral leadership theory examines how leaders act
and assumes that these attributes can be replicated by other leaders. It's also known as
the style hypothesis, and it proposes that successful leaders aren't born, but may be
developed through observable conduct. Behavioral theories of leadership place a strong
emphasis on a leader's actions, implying that seeing how a leader acts is the best
predictor of leadership effectiveness. The focus of behavioral learning theory is on
actions rather than attributes. In this approach, patterns of conduct are observed and
classified as "leadership styles." Task-oriented leaders, people-oriented leaders, country
club leaders, status-quo leaders, dictatorial leaders, and others are examples of
leadership styles.
The behavioral theory has a number of advantages, the most important of which
is that it allows leaders to learn and determine what actions they want to take in order to
become the type of leader they want to be. It enables leaders to be adaptable and flexible
in response to changing situations. Another significant advantage of this leadership style
is that it implies that everyone may be a leader. The behavioral theory has some
drawbacks, such as the fact that, while it provides for flexibility, it does not precisely
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recommend how to respond in specific situations. There are dozens of leadership styles
based on behavioral theory, but there isn't one that is appropriate for every situation.
Examining a task-oriented vs. a people-oriented leader is an excellent example
of behavioral theory in action. If a team is having problems, a task-oriented leader will
look at the process to see if the workflow needs to be modified. A people-oriented leader
will look at the people and approach them directly, asking what the problem is.
Behavioral leadership theory helps leaders focus on their actions and use their decisions
to be a great leader, regardless of whatever behaviors they pick.
Theorem of contingency The contingency leadership theory, also known as
situational theory, focuses on a leader's context. These ideas examine the situational
repercussions of a leader's success or failure. The effectiveness of a leader is directly
influenced by the current setting. While a leader's personality has a role in his or her
success, the context and scenario in which the leader finds himself or herself is the most
crucial component. This idea considers particular leadership styles and proposes that
competent leaders can change their leadership style depending on the occasion. It also
implies that finding the correct kind of leader for a certain situation may be the greatest
option. The Situational Theory of Hershey and Blanchard, the Evans and House PathGoal Theory, and Fiedler's Contingency Theory are examples of contingency theories.
The contingency theory offers many benefits, including the ability for leaders to
be effective regardless of their situational environment. However, this theory has been
criticized, with some claiming that there isn't enough information about the context of
any given situation. Contingency theory emphasizes the significance of a situation, but
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it may overlook the psychology of employees or the firm as a whole. It also might not
devote enough attention to how leadership styles evolve over time.
A leader's condition is influenced by both internal and external forces. Internal
considerations include the sort of firm, the size of the team, and an individual's natural
leadership style. Customer feelings and the marketplace are examples of external forces.
The contingency theory takes into account all of these circumstances.
According to the contingency theory of leadership, a leader's efficacy is
determined by whether or not their leadership style is appropriate for the situation.
According to this view, a person might be an excellent leader in one situation while
being ineffectual in another. This idea proposes that in order to increase your chances
of becoming a productive leader, you should be able to assess each scenario and
determine whether or not your leadership style would be beneficial. In most
circumstances, this necessitates self-awareness, objectivity, and adaptability.
Great Man theory. The doctrine of the Great Man The great man hypothesis of
leadership, often known as the trait theory, contends that great leaders are bred. They
have natural characteristics and skills that make them exceptional, which cannot be
taught or learned. According to the trait idea, leaders are deserving of their positions
because of their unique characteristics. There has been a lot of criticism of the
characteristic hypothesis, primarily that leaders are either born or made, and that there
is no labor or effort required to become a leader. This implies that social or
psychological leaders are preset, and that leaders cannot emerge from the shadows—
they must be chosen. Most of the attributes connected with this idea are fundamentally
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masculine, according to critics, and do not correspond to the true psychology of
successful leaders. The great man theory has numerous proponents, including Abraham
Lincoln, Alexander the Great, Queen Elizabeth I, and others. These social giants used
their abilities to lead countries. Leaders that appear to bring this principle to life usually
have a lot of desire and determination. Leaders who rise to the top today may consider
their characteristics and talents to be part of the "great man" paradigm. As a result, it
may appear that leaders are promoted based on their inherited abilities.
Management theory. Transactional leadership is a management paradigm that
focuses on supervision, organization, and group performance. Transactional leadership
is a system of incentives and punishments that is widely utilized in the business world.
Managers recognize and reward employees who achieve accomplishment. They may be
punished if they fail. Transactional rewards and punishments are predicated on the
assumption that people only do things for the sake of getting something in return.
Humans are not allowed to perform things out of goodness, but rather out of the promise
of a reward, according to their psychology. The management leadership style has a lot
of potential. Employees have been found to respond well to positive reinforcement,
which encourages and motivates them to achieve. However, there is a lot of criticism of
leadership that is solely transactional. Consequences and sanctions can lower employee
morale and have a negative influence on the company. It can also be viewed as a slacker
leadership style, as rewarding and punishing staff is a relatively straightforward
approach to lead them.
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Participative theory. In the corporate sector, participatory leadership isn't as
frequent. This leadership paradigm, also known as democratic leadership, proposes that
employees be directly involved in decision-making in their organizations. The leader
merely encourages a discussion and then considers all of the options before deciding on
the best course of action. According to this theory, everyone is heavily involved in team
and organizational choices, with the leader just directing the charge.
This hypothesis has numerous advantages. When employees are directly
involved in company choices and outcomes, they feel more engaged and driven.
However, this notion is not without criticism; some argue that this leadership style
makes leaders appear weak or ineffective. It is also argued that leaders in this philosophy
do not achieve the best results since they are more concerned with what people desire
than with what the firm requires.
Participatory theory is well-known, with Bill Gates as one example. While this
notion is still up for debate, there are numerous examples of businesses that strive to
involve employees more in decision-making. According to this approach, a leader might
call a meeting to ask employees how they would address a specific problem. They
encourage employees to express themselves honestly and openly. They take all of the
proposals and debate them with other leaders. Leaders then make a choice based on
employee input as well as their own judgment. Employees like this method, but it can
be ineffective in the long run.
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Power Theory. This idea examines how a leader uses his or her authority and
influence to accomplish goals. The Five Forms of Power, developed by French and
Raven, is a well-known leadership power theory. It examines how positional and
personal power influence leaders' decisions and outcomes.
This notion may appear to be very effective since powerful leaders appear to be
very efficient and get things done quickly. The majority of employees, on the other hand,
despise strong leadership. They want a leader that works with them rather than over
them and supports them. As a result, the most serious criticism leveled at this idea is
that it fails to achieve the end aim of motivating and encouraging people, instead making
them feel dominated. In organizations where hierarchy and promotion are critical to
success, the power theory can be recognized. Employees in power theory firms believe
that gaining personal power is the only way to influence change or have an impact on
the company. This can lead to low morale, a political climate, and a cliquey atmosphere
in the workplace.
Relationship Theory. Leaders who are primarily concerned with their
interactions with others are the focus of the relationship theory of leadership. Employees
often look to them as mentors, setting aside time to speak with them and attempting to
meet their requirements. These leaders are concerned with making work as fun as
possible for as many people as feasible, as well as fostering a positive work atmosphere.
According to studies, this type of leadership is the most effective for many employees.
Managers that value relationships often obtain greater results from their personnel. This
type of leadership has numerous benefits. Employees have faith in their boss and desire
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to follow him or her. They are also motivated to serve as positive role models for others.
Employees benefit from mentorship since it allows them to grow and motivates them to
stay with the company for a longer amount of time. There are some critics of this type
of leadership, including the idea that relationship-driven leaders are less likely to see
employees who are causing problems for what they are, that they are more likely to let
relationships get in the way of work, and that they are more likely to be guided to
prioritize people over productivity.
Skill Theory, the transition of information to practice is referred to as skill. This
is a learning process that includes steps such as studying, planning, controlling, and
correcting. In order to enhance the skill, the knowledge should be organized, integrated,
and translated into practice, mental and physical resources should be activated, and
knowledge application should be proven in practice. Rather than personality qualities,
the skills leadership paradigm describes effective leadership as a set of abilities. The
skills leadership theory allows anyone interested in becoming a leader to learn the skills
required by measuring a leader's effectiveness by the skills they possess. For workplace
efficiency and business growth, effective leadership is critical. The skills leadership
hypothesis aids in the identification of certain skill sets that help leaders be more
productive. Understanding this notion can assist you in promoting the proper leaders or
improving your own leadership skills. In this post, we describe the skills leadership
theory, discuss why it's important, and provide some practical advice on how to improve
your leadership effectiveness and boost productivity and morale at work.
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Learning theory, learning is basically about building and keeping connections:
physiologically through brain networks, cognitively through concepts, ideas, and
meanings, and experientially through interactions between the mind and the
environment, self and other, generality and context. "deliberation and action" are two
words that come to me when I think of
Review of Related Studies
Concept and the role of Leadership
An aspirational leader is someone who intentionally focuses on positively
influencing the capacity of their people to flourish in their professional and personal life
and to strive to perform at their best (Speed, 2017). The concept of leadership has been
around for millennial, starting with Plato's belief that leaders are developed based on
their social status, whereas current leaders are created based on their interpersonal
interactions. The researchers agreed on a universal definition of leadership (House,
Javidan, & Dorfman, 2013). The ability of an individual to influence, motivate, and
enable others to contribute to the effectiveness and success of the organizations of which
they are members. A leader's leadership style is determined by his or her background,
life experiences, and everyday contacts. A leader's leadership style is determined by his
or her background, life experiences, and everyday contacts. The ability to adapt to
change is what distinguishes a competent leader from a great one (Collins, 2013). A
good leader will stick to his or her leadership plans even if they aren't working, but a
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great leader will change his or her leadership plans as needed. Organizations are
currently concerned about a leadership skill shortage (McShane & Glinow, 2014).
Leadership is a topic that has received a lot of attention in the literature.
Leadership is defined as a person's method of leading others. Employees play a crucial
part in assuring service quality. Employees are more likely to perform well when they
are informed about their expectations and criteria. Although leaders are in charge of task
and job allocation, different leadership styles have distinct methods to task distribution.
By influencing team members, leaders are said to have a favorable impact on the
efficiency of the organization. Leaders, in particular, have a significant impact on the
organization's followers. As a result, it's critical to comprehend the nature of different
leadership styles, such as transactional and transformational, in order to analyze their
impact on resolving various organizational issues (Mohammed Al-Malki and Wang
Juan, 2016). At present, numerous organizations stress on formulating the team and
workflow to increase the efficiency of the performance in the organization. To achieve
this, the role of the leaders is of high importance in the organization. Formulation of
high performing teams can be accomplished by learning the expectations and references
of team members. Furthermore, every member of the organization should have clear
responsibilities, duties and need to understand their role in this entity. leadership
literature review. In short, expectations of top-level managers should be identified and
communicated properly to employees and subordinates (Van et al. 2012).
In general, a reward-based system is used to motivate followers in transactional
leadership. The motivation provided by such an approach, however, does not endure
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long. When it comes to transformative leadership, this style helps to enhance
collaboration among employees (Keegan et al., 2014; Bass and Avolio J., 2015; Pearce,
2014). Transformational leaders make their followers feel like they're a member of the
team. Such executives have a powerful inspirational vision that encourages people to
care more about the company's goals and interests than their own. Leaders in this
category are thought to be enthusiastic and dynamic. Laissez-faire leaders, on the other
hand, establish a positive environment for their subordinates and enable them to make
decisions for themselves. Laissez-faire CEOs rarely provide comments on completed
projects since their subordinates have complete decision-making authority.
Task-focused behavior is primarily concerned with defining task requirements,
the task completion procedure, and the complete accomplishment of the assigned task.
Person-focused behavior, as contrast to task-focused behavior, focuses on the
development of cognitive difficulties and behavioral patterns in individuals before they
begin functioning as a team (Fleishman et. Al, 2012). There are three key types of taskfocused leadership to investigate: transactional, initiating structure, and boundary
spanning. When their subordinates fulfill or exceed the required job standards,
transactional bosses always praise and reward them. In other words, task-focused
behavior is targeted and formulated on the basis of goal setting theory, equity theory,
and reinforcement theory, as these theories are based on achieving objectives and
completing tasks. Transactional leadership based on contingent incentive appears to
contribute positively to team development and effectiveness.
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Leadership Traits
Leadership is not something that can be developed, taught, or learnt. As a result,
a lot of time and effort was put into figuring out the various characteristics that may be
found in leaders (Ducker, 2015). There have been some notable research, according to
the trait theory of leadership, that intended to produce more valid results to describe the
distinctive attributes of leaders that can be learn and taught. The most generally
recognized attributes of great leaders include drive, self-confidence, cognitive capacity,
honesty, and integrity. Knowledge of context and a willingness to lead have recently
been added to the list of successful leadership characteristics (Locke, 2017). Personality
model known as the "Big Five" that can be applied to various cultures. Extroversion,
emotional stability, readiness to embrace challenges, agreeableness, and openness to
new experiences are among these characteristics (Smith and Bond, 2013). According to
Boyett (2016), the role of leaders is critical in acquiring the trust of their subordinates
and motivating their dedication to the successful completion of the project. leaders have
the following influence. To begin with, the leaders must have idealized influence, which
means they must be charismatic. Leaders may put their confidence and skill into action.
Second, leaders should be able to motivate their followers by inspiring them; this is
mostly due to their role as inspirational motivators. It is critical for leaders to be able to
treat each person as an individual while dealing with them (Boyet, 2016). Each person
is unique in terms of their characteristics, needs, desires, and attitude toward various
jobs. As a result, leaders should provide each team member special attention. Intellectual
stimulation is another crucial characteristic of a leader. It is critical, in particular, for
leaders to be intellectually interesting. Leaders must be able to challenge everything,
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from simple assumptions to the status quo. Finding a new and original solution to unique
and complex challenges is seen to be an indicator of a leader's intellectually stimulating
behavior. Another significant attribute of transformative leaders is that they reward their
staff. Leaders are supposed to provide their subordinates with clear objectives. The
followers should be rewarded in accordance with the achievement of these goals.
(Keegan et al.,2014). Recognized the primary behaviors that are noticed in leadership
attributes such as objective clarification, team boundaries setting, member guiding,
leading followers, engaging members to the team, meeting organization, and
information flow control in their study. In turn, aggregate leadership dimensions include
leading, involving, defining roles, and organizing teamwork.
The Importance of Teamwork in Enhancing the Work Performance
Over time, firms have placed a greater emphasis on team building in order to
improve their production processes, serve their consumers, and learn and grow in the
long run. Effective teams, also known as teamwork, can help with flexible work
arrangements and difficult job completion, as well as providing a source of dynamic
capability that supports long-term organizational effectiveness. To far, management
researchers have focused on teams as both production units and social systems (see Ilgen
et al. 2015). Many books, academic publications, and current news titles have been
written about the necessity of cooperation and group work, as well as the various aspects
that can ensure their effectiveness. According to Edmonson (2017), teams that plan
everything first and then execute their ideas are not viable in the twenty-first century.
The team's collaboration and coordination have been discovered to be vital. It's
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becoming increasingly difficult to find teams that are well-designed, dynamic, and have
been around for a long time. The teams that have remained competitive and successful
are those who have established strong interpersonal skills among themselves.
Aspirational leadership means delivering on, and embodying, the values and
ethos of your brand. This doesn’t mean listing some trendy phrases like ‘inspire and
achieve’ then giving no more than lip service to them; it means truly identifying what
matters to your people and enabling them to live by those beliefs. Accountability at all
levels, ownership of new ideas (and of any mistakes which impact the team) and
motivating people from their level. Leadership is less about issuing orders and
maintaining a hierarchy, and more about walking the walk from within the team, and
understanding what issues and pressure points are impacting the progress of your goals
so that you can re-route the actions you need to take to achieve them (Speed, 2018).
Success doesn’t come from pushing people towards goals or setting magnificent and
bold targets for growth. It comes from creating a successfully communicative team who
all want the same things, and who can fill each other’s gaps, celebrate each other’s
successes, and embrace one another’s ideas and abilities. This is where our programmes
can help you; when you are struggling to cement a team, to embed an ethos, or to take
actions which bring you closer to those aspirations, you need to refocus and refine what
matters, and bring the people in your workforce on board. Buy in from every factor of
the business is key to success (Wrench, 2015).
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Foreign Literature
Leaders help themselves and others to do the right things. They set direction,
build an inspiring vision, and create something new. Leadership is about mapping out
where you need to go to win as a team or an organization; and it is dynamic, exciting,
and inspiring (Scharaldi,2017). leaders set the direction, and must also use management
skills to guide their people to the right destination, in a smooth and efficient way
(Cottrel, 2014). Leadership means different things to different people around the world,
and different things in different situations (Harley, 2013). Organizational outcomes
includes some encounters that do not begin with concerted making of claims. Military
recruiters, census-takers, and other governmental agents, for example, sometimes
generate intense resistance on the part of whole communities as they attempt to impose
an unpopular measure (Weikle, 2016). Leaders inspire followers to accomplish more by
concentrating on the follower’s values and helping the follower align these values with
the values of the organization (Hadadian, 2016).
Foreign Studies
To understand leadership, it is important to realize that it is an attribution based
on followers' perceptions and interpretations of their leader's behavior (Stanberry,
2015). The major premise of the leadership theory is the leader’s ability to motivate the
follower to accomplish more than what the follower planned to accomplish (Krishnan,
2015). Organizations must react rapidly to evolving environments by engaging in
change, ranging from minor adjustments to radical transformation. Many obstacles are
encountered on the path towards achieving positive organizational outcomes, among
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which resistance to change prevents the level of mobilization critical to achieve a
successful transformation (Appelbaum et. Al, 2016). The impact of transformational
leadership on organizational outcomes, transformational leaders can influence employee
behavior so that the behavior has a positive impact on the organization (Givens, 2016).
leadership as a relationship in which the leader and the follower motivated each other to
higher levels which resulted in value system congruence between the leader and the
follower (Krishnan, 2012).
Local Literature
An emphasis on a new synthesis and an expanded view of leadership based on
an open-minded approach to leadership knowledge content and leadership knowledge
orientation (Villa Campa, 2017). Leadership is both a research area and a practical skill
encompassing the ability of an individual or organization to lead or guide other
individuals, teams, or entire organizations (Cruz, 2012).
Local Studies
Leadership is the capacity to influence a group towards the realization of a goal.
Leaders are required to develop future visions, and to motivate the organizational
members to want to achieve the visions (Delgado, 2012). Leadership is the action of
leading people in an organization towards achieving goals. A leader sets a clear vision
for the organization, motivates employees, guides employees through the work process
and builds morale. Leadership involves leading others toward achieving clear goals
(Estacion, 2017).
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Synthesis
Leaders help themselves and others to do the right things. They set direction,
build an inspiring vision, and create something new. Leadership is about mapping out
where you need to go to win as a team or an organization; and it is dynamic, exciting,
and inspiring. Leadership means different things to different people around the world,
and different things in different situations. Organizational outcomes includes some
encounters that do not begin with concerted making of claims. Military recruiters,
census-takers, and other governmental agents, for example, sometimes generate intense
resistance on the part of whole communities as they attempt to impose an unpopular
measure. Leaders inspire followers to accomplish more by concentrating on the
follower’s values and helping the follower align these values with the values of the
organization. To understand leadership, it is important to realize that it is an attribution
based on followers' perceptions and interpretations of their leader's behavior.
Organizations must react rapidly to evolving environments by engaging in change,
ranging from minor adjustments to radical transformation. Many obstacles are
encountered on the path towards achieving positive organizational outcomes, among
which resistance to change prevents the level of mobilization critical to achieve a
successful transformation. leadership as a relationship in which the leader and the
follower motivated each other to higher levels which resulted in value system
congruence between the leader and the follower. An emphasis on a new synthesis and
an expanded view of leadership based on an open-minded approach to leadership
knowledge content and leadership knowledge orientation. Leadership is the action of
leading people in an organization towards achieving goals. A leader sets a clear vision
ILOCOS SUR NATIONAL HIGH SCHOOL – SENIOR HIGH SCHOOL
43
for the organization, motivates employees, guides employees through the work process
and builds morale. Leadership involves leading others toward achieving clear goals.
Assumptions
The study is premise of the following assumptions:
1. There are available online documents in connection to the aspirational
leadership of the Municipality of Vigan City .
2. The response of informant is reliable
3. The analysis of the findings was unbiased and untheoretically grounded on
set parameters
Operational Definition of Terms
The following terms are defined as they used in the study:
Aspire - to seek to attain or accomplish a particular goal
Aspirant - a person who has ambitions to achieve something
Aspirational Leadership - someone who intentionally focuses on positively
influencing the capacity of their people to flourish in their professional and
personal life and to strive to perform at their best.
ILOCOS SUR NATIONAL HIGH SCHOOL – SENIOR HIGH SCHOOL
43
Inspire - fill (someone) with the urge or ability to do or feel something,
especially to do something creative.
Lead - cause (a person or animal) to go with one by holding them by the hand,
a halter, a rope, etc. while moving forward
Leader - the person who leads or commands a group, organization, or country.
Leadership - he action of leading a group of people or an organization.
Manage - be in charge of (a company, establishment, or undertaking);
administer; run.
Management - the process of dealing with or controlling things or people.
Organization - It is a group of people formally joined together for a particular
purposes.
Outcomes - Something happens as a result of an activity or process.
Transformational Leadership - defined as a leadership approach that causes
change in individuals and social systems. In its ideal form, it creates valuable
and positive change in the followers with the end goal of developing followers
into leaders.
ILOCOS SUR NATIONAL HIGH SCHOOL – SENIOR HIGH SCHOOL
43
Research Methodology
This chapter clearly define the research methods that will be use in conducting
the study. This include the research design, data sources, locale of the study,
participants/informants, data gathering instruments, data gathering procedure, data
analysis and ethical considerations.
Research Design
The researchers will use the phenomenological method aims to describe,
understand and interpret the meanings of experiences of human life. It focuses on
research questions such as what it is like to experience a particular situation. A heuristic
method is a strategy for locating a solution to a problem that is derived from the ancient
Greek term 'eurisko,' which means 'to find, search, or discover.' It's all about employing
a practical strategy that doesn't have to be perfect.
Data Sources
The researcher will acquire their data primarily from Ilocos Sur National High
School and the researchers will interview SSG officers in their place to verify the
veracity of the information found in the records.
ILOCOS SUR NATIONAL HIGH SCHOOL – SENIOR HIGH SCHOOL
44
Locale of the Study
This study will conduct in Ilocos Sur National High School located at Ilocos Sur.
The researchers preferred doing the study in Ilocos Sur National High School because
it will allow them to be comfortable and convenient in gathering the data needed. Factors
such as its nearness and security were also considered. The data and information needed
are all present in the school, which the researchers can easily acquire without using such
extra efforts.
Participants/Informants
The researchers will use purposive sampling in getting the respondents of the
study. The Purposive Sampling does not require probability sample, yet the sample was
selected based on the objective of the study and the population’s character, type, and
description. It is also named as judgmental selective because it demands standards in the
process of selecting the samples.
Data Gathering Instruments
The researchers used interview as the main instrument in gathering data. The
sets of questions in the interview were used to gather information from the respondents
of the study. This interview was made up of questions related and relevant to the study
in order to properly gather the data needed.
ILOCOS SUR NATIONAL HIGH SCHOOL – SENIOR HIGH SCHOOL
44
Data Gathering Procedure
In realizing the objectives of the study, the researchers will follow a definite procedure
which will be conducted on March 2022 – until final defense. Specifically, the
researchers:
a) prepare a content-validated interview schedule in English.
b) secure permission to conduct the study from the Principal of Ilocos Sur National
High School (Appendix A).
c) meet the target informants and explain the objectives, nature, and requested
extent of their participation in the research;
d) start interviewing the informants.
e) look for available historical documents about the topic;
f) analyze and interpret the data gathered from the interview and historical
documents;
g) validate data gathered from the interview;
h) discuss the findings of the study with the informants without including their
names in the discussion to protect their identity and to affirm the correctness of
the recorded information.
i) support the results of the analysis of the data gathered by credible sources from
the theoretical framework
ILOCOS SUR NATIONAL HIGH SCHOOL – SENIOR HIGH SCHOOL
45
Data Analysis
This qualitative research used the content analysis.
The content analysis will be use to analyze documented information in the form
of texts, media, or even physical items. It also used to analyze the responses that were
gathered from the informants. Content analysis was used to determine the presence of
certain words, themes, or concepts within some given qualitative data. Using content
analysis, researchers can quantify qualitative information by sorting data and comparing
different pieces of information to summarize it into successful information. Similarly,
the researchers depend on the present historical documents about the historical
background of a place and they will analyze its morphological background in naming
the place.
Ethical Considerations
Risks and Inconveniences
Approval to conduct this study was obtained from the panel of examiners and the school
principal of Ilocos Sur National High School and research advisory committee which
ensured that the research study satisfactorily complied with the key ethical principles.
Voluntariness/Withdrawal of Participation
Participation in this research is highly voluntary. Thus, the informants have the
right to withdraw participation at any point without penalty or risks of any kind. In case
of withdrawal of participation, the researchers sought consent of other willing
informants to be included in the sample. The informants are expected to answer the
ILOCOS SUR NATIONAL HIGH SCHOOL – SENIOR HIGH SCHOOL
45
questions in the interview honestly and faithfully. They are also expected to participate
in the discussion of the results to validate the foregoing study and to provide
explanations.
Confidentiality
The informants in the study are assured of the confidentiality and anonymity of
the responses/observations. To protect the identity of the informants, their names were
not be included on the research.
ILOCOS SUR NATIONAL HIGH SCHOOL – SENIOR HIGH SCHOOL
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