Leadership And The Organizational Theories Of The Transformational Leadership

Columbia Southern University

Motivational Theories
Throughout life, there are and have been leaders who have helped change and shape others view of the world by their charisma, strength, morals, and kindness. These particular people can help to create a vision along with intellectually stimulating people to broaden their horizons and to be successful in business and personal accomplishments. At one point of time, there was someone who I considered a leader, who motivated me by applying what is known as the Transformational Leadership Theory. Transformational leaders “inspire and empower” (LugoSantiago, 2016, p. 18) other individuals to become more well-rounded along with helping to achieving overall goals. With the Transformational

He used what is known as Vroom’s Expectancy theory, which proved to be not as resourceful. With this theory, it is assumed that an employees’ work behavior will likely be determined by the employees’ expected results (HemaMalini & Washington, 2014). Furthermore, with Vroom’s Expectancy theory, it is believed that behavior is the result of choices to increase happiness and to decrease adverse situations. The manager who attempted to motivate me appeared to use this theory, in which he seemed to require and ask for more work for the same number of benefits. With me specifically, he expected higher numbers each day and to exceed my goal every month. There are also three variables associated with Vroom’s Expectancy theory which include instrumentality, expectancy, and valence. Instrumentality is the belief that if one performs well, they will be rewarded (LugoSantiago, 2016). Pertaining to my manager who applied Vroom’s Expectancy theory, he used instrumentality as a tool to offer more money to motivate me to work harder. He also offered additional bonuses and vacations in the event I exceeded my goal, even though there were other employees’ who were not hitting their appointed goals. It seemed as though I was carrying the weight of everyone, which made the working environment more stressful. Expectancy is the idea that increased effort will increase ones’ performance. My manager at the time made sure that his staff had the resources that were needed such as proper training, support, and information, which did appear to help with the overall appointed tasks. The final component of Vroom’s Expectancy theory is called valence. Valence refers to the importance that a person places upon an outcome that is expected (LugoSantiago, 2016). Since each person has his or her own idea of what is deemed important, certain items or ideas may not always be