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Transformational theory of leadership 1978
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Ideal leadership traits
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Inspirational Motivation (IM): Inspirational motivation is displayed when a leader envisions a desirable future and is able to motivate and inspire the followers towards its achievement. The leader has a charisma which induces determination and confidence in the followers. The leader provides meaningful and challenging tasks to instill a sense of achievement in the followers (Avolio & Bass, 2002). Inspirational motivation helps to arouse the team spirit and the followers display passion, positivity and optimism towards the firm’s objectives. The first two components of transformational leadership, idealized influence and inspirational motivation, are often combined as charismatic-inspirational form of leadership (Bass, 1998). Interactive …show more content…
The followers idealize the leader as their role model and their mutual level of trust is strengthened. A leader with idealized influence also represents ethical and moral integrity which leads to a greater degree of trust (Tracey & Hinkin, 1998). An important part of a transformational leader’s inspirational role is the development of a shared vision with the followers. This visionary approach helps the followers to formulate a futuristic view and helps to align the personal values and interests for the overall benefit of the organization (Jung & Avolio, 2000). The leader is ready to take and share risks with the followers which also helps to instill the leader as an ideal figure in the minds of …show more content…
The leader has a charisma which induces determination and confidence in the followers. The leader provides meaningful and challenging tasks to instill a sense of achievement in the followers (Avolio & Bass, 2002). Inspirational motivation helps to arouse the team spirit and the followers display passion, positivity and optimism towards the firm’s objectives. The first two components of transformational leadership, idealized influence and inspirational motivation, are often combined as charismatic-inspirational form of leadership (Bass, 1998). Interactive communication is also a very important part of the inspirational motivation journey as it helps a leader to communicate expectations and guidelines and demonstrate the vision for
...selbein and Cohen, “organizations that take the time to teach leadership are far ahead of the competition. By becoming familiar with the transformational leadership approach and combining the four I's, managers can become effective leaders in the business world.” (1999, p. 263). Transformational leadership can be applied in one-on-one or group situations. Using this approach, the manager (leader) and the associates (followers) are “transformed” to enhance job performance and help the organization be more productive and successful. All of these leaders have the attributes mentioned here. History will decide the greater impact they had on society as it is being written every day. Therefore, the qualities of transformational leadership make the essence of transformational management and the key to successful management of transformational organizational changes.
This model has been used over decades in research to chime in on the importance of knowing the behavior of leader’s and their effect on those who work for them. According to Brymer and Gray (2006), effective transformational leadership ensures a supportive culture and does not require boundaries and guidance. The concept of transformational leadership was created to bring together leaders and those who work for them, which in turn impact those in whom they serve because their personality is viewed in a positive
“..the transformational leader articulates the vision in a clear and appealing manner, explains how to attain the vision, acts confidently and optimistically, expresses confidence in the followers, emphasizes values with symbolic actions, leads by example, and empowers followers to achieve the vision (Yukl, 2002)
...rming relationships with employees was made clear by being efficient and fair to preserve and inspire their workforce. These results can be further studied in a dissertation that is duplicated in a different culture to test the consistency of its findings. Using the information from these two studies, it is clear that transformational leaders behaviors have an impact on their follower’s perception (Bacha and Walker, 2012; Cho and Dansereau, 2010).
This is where transformational leaders excel in their roles as motivators and change agents; however, one characteristic that resonates most with followers is the leader’s ability to define vision and mission. Ballou (2015) used the analogy of an orchestra conductor possessing the musical score that provides the details for every participant in the ensemble. The ability of the leader to bring clarity to the vision enables followers to understand the ‘why’ of their hard work. While seemingly autocratic, followers accept direction from transformational leaders because they demonstrate selflessness and are most interested in the team’s success, not their own. These highly regarded traits can alleviate tension in diverse groups by focusing on the vision, not individual differences. While there are similarities between the servant and transformational leader, there are important differences as well. In the book, The Leadership Challenge (2002, p. 153), the authors suggested that transformational leadership affects not only the followers, but the leader as well, by raising each other to achieve the higher purposes of motivation and morality. Another vital component of transformational leadership is the fostering of participation when making decisions. It is never the intention of the leader to inject his or her opinion, especially at the onset of the process. This ability allows followers to arrive at consensus by encouraging team participation, which invites involvement and buy-in of the vision, while decreasing the likelihood of inter-team conflict. The true transformational leader inspires the team because they have achieved a high level of self-actualization, which allows them to encourage and recognize the achievements of others without feeling threatened. When followers are fortunate enough to be led by a transformational
According to (Burns), “transformational leadership can be seen when "leaders and followers make each other to advance to a higher level of moral and motivation." the strength of the vision, transformational leaders are get followers to get their expectations, and motivations to work and achive their goals.
Pertaining to my future career, I would want to become a transformational leader by empowering the interdisciplinary team as well as patient’s to meet their goals. Essential behaviours and attributes that a transformational leader should include the four principles of charisma or ideal influence, inspirational motivation, intellectual stimulation and individual consideration (Ruggieri, 2015; Judge & Piccolo, 2004). Speaking to the four principles of transformational leadership charisma or ideal influences that I could display to identify myself to the team as a leader could include taking a stand and promoting new ideas to the group while also acknowledging followers needs at an emotional level (Judge & Piccolo, 2004). Charismatic leaders want their team members to work in collaboration to think creatively and share information (Murphy, 2005). Realizing that although a way of doing a task might have worked for years, there is always room for improvement.
It is important because if you cannot inspire others to follow you, developing and articulating your vision of the mission’s future, you cannot build your team to their full potential. Followers with a sense of purpose will work harder, not because they are afraid of the blowback of not doing so, but because they feel that they are part of something bigger than themselves. When your subordinates and peers do not want to let you down, they will work harder to ensure they do not. Inspirational leadership is, perhaps, one of the most difficult tenets of Transformational leadership and is something one must work to achieve every day. A leader must come to work full of purpose, with a positive attitude and ensure that they “walk the walk.” They must ensure that they project a sense of purpose and energy in everything they do and build their credibility
It is my belief that transformational leadership improves organizational effectiveness, and, therefore, should be used in every organization. As my goal is to move up the management chart, I trust this theory and concept will enable me to be a more effective leader. The transformational leadership style is one of the widely used approaches today. Organizations believe that transformational leaders influence performance. In order for me to influence my follower’s to increase team performance, I must build that trust. Meaning, I must become that effective transformational leader in which my followers have trust in me. These learnings will be applied in my workplace. After the readings, I now understand how crucial trust is in transformational leadership. In the workplace, my focus will be on building cognitive trust among team members so that they will put more efforts into performing the given task. Having trust in the team leader and trust amongst team members has a positive effect on team performance. If I want the vision to be fulfilled, it’s imperative that I encourage my employees to work together. As the article mentions, trust is an important factor that mediates the effect of the transformational leadership on group outcomes. Applying the learnings of this article will enhance my leadership skills as well as improving organizational
In this time of transition and uncertainty, research suggests that transformational leadership is highly effective (Straight, 2006). Leadership research has drifted from emphasis on the competence of leaders to “manage change” to the ability to “transform” organizations. Transformational leaders have attributes and behaviors needed to successfully motivate and empower employees. According to Bernard Bass (1990), transformational leadership occurs when a leader transforms, or changes, his or her followers in three important ways that together result in followers trusting the leader, performing behaviors that contribute to the achievement of organizational goals, and being motivated to perform at a high level. Transformational leaders can achieve greater performance by stimulating innovative ways of thinking and transforming follower’s beliefs and aspirations. Maxwell (Maxwell, 2007) articulates that most of the time, influence is more important than formal power or authority. I agree with him. Influence is very important in organizational and co...
To become a truly effective leader, one must encapsulate the various behaviors related to the aforementioned course learnings in his/her persona and demonstrate such behaviors daily. This course has allowed me to identify four behaviors that all leaders must portray to be effective. The first of which is that a leader must be inspirational. To do so, a leader must set the appropriate vision and direction for the organization and provide a path to achieving defined goals. Additionally, a leader must induce the proper levels of motivation so that each employee has sufficient incentive to work towards the organization’s goals. As discussed in the class, motivation can be accomplished by factors such as rewarding hard work and providing the correct opportunities to employees. While these are motivating in that employees desire to be fairly compensated and to be doing work they deem valuable, inspiration comes more from organizational culture. A leader will be inspirational by setting a tone that appreciates each employee’s contribution, no matter how small in scale it is. Further, employees are inspired when they work collaboratively in a group setting and can capitalize on individual strengths to drive organizational goals.
Transformational leaders birth new transformational leaders. Followers themselves become transformational leaders and a journey of extra mile partnership started.
Leadership and motivation directly interconnected, there are complimented each other. As John Adair mentioned in his book “Leadership and Motivation” that it is difficult to think of a leader who does not motivate each other (Adair J., 206, pg. 7).
Transformational leaders are needed to transform low performing organizations to acceptable to high performance. At other times, the leader is expected to move an organization from a crisis. In order to accomplish these tasks, the leader must overhaul the organization culture or subculture. This task is accomplished by nine ways of transforming others: 1. Raise others awareness. The leader makes others aware of the rewards and how to achieve them, i.e. pride in the job or financial incentives. 2. Help others look beyond self-interest. The transformational leader helps others to look at the “big picture” by describing an entire scenario, i.e. if we hire more employees to do x, we will have to make cuts in other areas. 3. Help people find self-fulfillment. The leader helps others not to focus on minor satisfactions, i.e. getting a job done before the deadline ...
A quick look at inspirational motivation component in transformation leadership, the leader is considering “behave in the way that motivate and inspire those around them providing meaning and challenge to their followers’ work… Leaders get followers involved in envisioning attractive future states; they create clearly communicated expectations that followers want to meet and also demonstrate commitment to goals and shared vision” (6, transformational leadership introduction). Mark Zuckerberg is a perfect sample of this component. In the book “The Facebook effect”, David Kirkpatrick has a chance to talk to the young CEO of Facebook and this is what Mark Zuckerberg assure his vision of the company: “We’re a utility-We’re trying to increase the efficiency through which people can understand their world. We’re not trying to maximize the time spent on our site. We’re trying to help people have a good experience and get the maximum amount out of that time” (10, Kirkpatrick). This does not just show how Zuckerberg envisions his company as but it is also shown how Zuckerberg provide a meaningful