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Essay on transformational leadership style
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The form of leadership I identify with is being a transformational leader. The transformational leadership is characterized by the ability to bring about significant change in both followers and the organization. Transformational leaders have the ability to lead changes in an organization's vision, strategy, and culture as well as promote innovation in products and technologies (). In the four dimensions, the first phase is structure frame. The structural frame operates with a certain level of efficiency as well as leaders authority being attached to it. In some aspects with structural frame authority from leaders maintain a specific path on attaining goals. The human resources frame relies on relationships with followers, leaders, or customers. Each individual plays a tremendous role with determining people being number one resource. The political frame allows leaders to build a strong foundation on building with networking and building coalitions to influence decisions/actions. In a political referendum, it builds a strength based on power and position. The symbolic frame builds a system on meaning and values. This frame helps gather various sources and blueprints on developing a specific culture on desires. The vision, culture and values build the symbolic frame (). The score reveals my …show more content…
A change strategy is a high- level document that considers there crucial elements. The context of change- strategy, structure, systems, technology, business processes, products, services or culture. The people aspect of change changes in mindset, behavior, and culture that your future stats requires, how to engage your people in design and implementation, and how to ensure commitment and capacity to change. The component of the change-a high level roadmap to get you from where you are today to where you need to be able to achieve results from your change (Anderson,
Transformational leadership is defined as a “process whereby a person engages with others and creates a connection that raises
“..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)
Transformational leadership describes a leader moving followers beyond immediate self-interests through idealized influence (charisma), inspiration motivation, intellectual stimulation, or individualized consideration. Transformational leaders are change agents. They influence the mission and objectives to make way for a brighter future for the organization. Followers are motivated to do more than is originally expected because of their feelings of trust and respect for the leader.
Bass (1990) states that transformational leadership is identified by different patterns of behavior. Firstly , transformational leadership delivers the charisma to be a leader in order to gain respect and trust. Secondly, the characteristics of a leader show efforts to change a purpose of the transformation process and to effectively communicate. Finally, transformational leadership proposes that leaders treat employees individually to show them attention and provide them coaching and advice to show that you care about your employees. However, Wang and Howell (2010) claim that transformational leadership is in every individual.This means an individual can develop their potential to enhance their abilities and skills to improve and overcome any weaknesses. In relation to group work transformational leadership helps to grow common values and beliefs, and to inspire group members to reach their group goals. In this type of situation, leaders treat equally towards members and to make them feel comfortable. However, on occasions problems occur during team work which puts a leader into a situation to overcome the condition. For example, if one of my team members has no belief in me to lead the group, my attitude towards the group and the member will change as they have shown a lack of confidence and interest in teamwork. According to Novicevic, Harvey, Buckley, Brown & Evans (2006) explains that authentic leadership is when a leader shows their individual responsibility in what they were responsible for in their organization. Novicevic, Harvey, Buckley, Brown & Evans (2006) discusses a particular style of leadership which is the matrix of executive leadership. This style of leadership occurs when a leader has lost confidence in them self. The
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.
Transformational leadership can be defined as causing a change in individual and social system. Besides, transformational leaders usually connect follower’s aspirational with the organizational goal and persuade the followers to achieve the organizational goals to satisfy themselves (Tauber, 2012).
Transformational leadership focuses on increasing employee motivation and engagement and attempts to link employees' sense of self with organizational values. This leadership style emphasizes leading by example, so followers can identify with the leader's vision and values.
Transformational leadership is the optimal style for a leader in an organization to have due mainly to its prominent characteristics such as being influential, innovative, motivating, proactive, and having the ability to both responsibly and reasonably delegate tasks. These aspects specific to the style of transformational leadership are essential to positive organizational function, environment, and advancement because they are characteristics that all hold power and constructive properties individually. When combined they are significantly capable of producing progress, change, and a healthy organizational environment.
In the ideal form, transformational leadership creates valuable and positive change with the end goal of developing followers into leaders. These may include connecting the followers sense of self and identity to the mission and the collective identity of the organization; being a role model for followers that inspires them; challenging followers to take greater pride for their work, and understanding the strengths and weaknesses of individuals, so the leader can associate followers with tasks that improve their performance. Transformational leaders focus on intrinsic motivation and personal development of their followers. They believe in five key aspects of being a leader, which are being creative, interactive, empowering, visionary and
Transformational Leadership is a leader ability to evoke change in people and ideas. I believe that transformational leaders work to transform people into leaders for the future.
I see myself developing into this type of leader by working to create valuable and positive change and empowering others to become leaders that also create valuable and positive change that they believe in. I will empower others to gain a sense of identity and self to the mission, be a role model that inspires others, challenge others to take ownership of their work, and provide understanding of the strengths and weaknesses of others. To be a transformational leader I will need to display the ability to communicate clearly, listen, collaborate, empower, build strong healthy relationships, and provide others with intellectual stimulation.
The structural frame deals with how the organization is structured and focuses on the roles and responsibilities of the different groups in order to meet the goals and policies set by top management (Schwalbe, 2010). There were very few issues regarding the structural frame due to the commitment by top management and the understanding of the roles and responsibilities of all stakeholders involved to meet the vision of the organization. Maintaining external customers was a major motivating factor in the company's decision to undertake such a costly project but more than that was the need to give employees the tools to provide excellent service to their customers. The human resources frame focuses on creating harmony between the needs of the organization and the needs of the people (Schwalbe, 2010). The key issue in relation to the human resources frame was the amount of time employees had to put into training and overtime.
Transformational leadership is one of the most popular leadership styles. According to Kendrick (2011), “Transformational leadership involves four factors: 1. idealized influence, 2. inspirational motivation, 3. intellectual stimulation, and 4. individual consideration.” These four factors make transformational leadership have an impact on followers. The goal of transformational leadership is to cause a positive change in individuals, help motivate them, and develop a leader within each individual.
Structural, human resources, political and symbolic compromise the Four Frames of Leadership Model. Within each one these frames are four dimensions metaphor for organization, central concepts, image of leadership and basic leadership challenges. The structural frame is in essence a factory. This is where the materials being used to manufacture something are assembled. The assembly of an organization is brought together here.
Transformational leadership focuses on what the leader can accomplish instead of his personal characteristics and how his relationship with others. This leader “helps to bring about major, positive changes by moving group members beyond their self-interests and toward the good of the group, organization, or society (Dubrin, 2007, p. 84). The essence of this leader is to develop and transform people.