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Best proposals on the effect of transformational leadership on employee performance proposal pdf
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Best proposals on the effect of transformational leadership on employee performance proposal pdf
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Transformational Leadership and High-Intensity Interval Training
In Leadership Theory, Application & Skill Development, transformational leadership is defined as “seeking to change the status quo by articulating to followers the problems in the current system and presenting a compelling vision of what a new organization could be” (Lussier & Achua, 2013, p.331). The theory of transformational leadership, in combination with the exercise regimen, CrossFit, is the focus of the book Transformational Leadership and High-Intensity Interval Training by Carol R. Himelhoch, PhD. Himelhoch illustrates a connection between a leader’s ability to tap into the transformational leadership style and their consistent participation in these intense workout
According to Leadership Theory, Application & Skill Development, “In a study examining the interaction between organizational change, transformational leadership, and organizational performance, the authors found that transformational leadership is more strongly associated with perceptions of organizational performance when the organization undertakes high changes (i.e., many organizational adjustments) as opposed to low changes (i.e., few organizational adjustments)” (Lussier & Achua, 2013, p.337). HIIT benefits business leaders by instilling confidence in their
Transformational Leadership and High-Intensity Interval Training posits; “The athlete’s sense of accomplishment provides a heightened sense of well-being, pride, confidence, belongingness, perseverance, self-awareness of capabilities, and a belief in their capacity to conquer challenge” (Himelhoch, 2014, p.37). These traits are important for a transformational leader, but are also found in a charismatic leader. Charisma in a leader is defined in Leadership Theory, Application & Skill Development as “a social construct between the leader and follower, in which the leader offers a transformative vision or ideal which exceeds the status quo and then convinces followers to accept this course of action not because of its rational likelihood of success, but because of their implicit belief in the extraordinary qualities of the leader” (Lussier & Achua, 2013, p.325). Charismatic and transformational types of leadership styles are very similar, but a transformative leader may not have that special “it factor” that a charismatic leader possesses. Leadership Theory, Application & Skill Development give examples of such leaders; “Bill Gates, Warren Buffett, Abraham Lincoln, or Jack Welch are transformational, but few will label them as charismatic” (Lussier & Achua, 2013, p.342). While these leaders have affected
Transformational leadership theory emphasizes on how a leader can acquire the ability to affect and motivate his followers to succeed beyond expectations. A transformational leader is one, whose vision for the future motivates and excites his followers. For this reason, a transformational leader is judged according to what he achieves as opposed to his character. Former U.S. President Jimmy Carter was the least charismatic leader of all the American presidents. However, his use of transformational leadership to develop his agenda and vision was unprecedented. Furthermore, a transformational leader is more likely to be effective in a chaotic environment. Carter was faced with a stagnant economy, double-digit inflation, and oil and gas shortages.
...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.
Also, incorporate the aspect of taking risk in changing a current practice to see if a new one works more efficiently (Judge & Piccolo, 2004). A transformational leader should foster creativity in their team members and show that even though there may be a designated leader, the team members or followers still have a voice that matters. In terms of importance, transformational leadership within my future career will be essential. I hope to be working in the field of Therapeutic Recreation as a Certified Therapeutic Recreation Specialist (CTRS), which is an emerging profession in healthcare. Advocating for change and taking risks will be key as I will need to show other health professions my benefits.
Transformational leadership consists of few components which are idealized influence, inspirational motivation, intellectual stimulation, individualized consideration, management by exception and contingent rewards (Ahmad et al.,
With the numerous number of the leadership theories that are exists, one approach have attract significant attention over the past periods is transformational leadership (Seungmo and others, 2012) 1. Transformational leadership identifies a leader who make out a change, develops a vision and plan the action to achieve and executes the preferred change with the commitment of the followers (Burns 1978) 1. It can be stated that Omran's CEO represented a transformational leadership style.
These leaders influence crowds of people who look up to them daily. Identically, transformational leaders care about each individual follower and help them become pro leaders themselves. Their charisma, support and strong speeches assemble encouragement
According to Yoder-Wise (2015), a leader can be defined as, “an individual who works with others to develop a clear vision of the preferred future and to make that vision happen” (p 35). As employees, we often have our own ideal of a good leader, which may be influenced by experiences and perception of workplace norms. While one’s opinion of an effective leader may vary, there are several recognized leadership theories. The following will focus on the transformational leadership approach.
Yukl, G. (1999). An evaluation of conceptual weaknesses in transformational and charismatic leadership theories. The Leadership Quarterly, 10(2), 285-305.
Avolio, B. J., & Yammarino, F. J. (Eds.). (2013). Transformational and Charismatic Leadership:: the Road Ahead. Emerald Group Publishing.
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.
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...
Charismatic leaders are often sought out to save or lead organizations through the next level of challenges. In spite of their charisma, a charismatic leader does not guarantee successful outcomes for the organization. This was the case for AT&T when they brought on board Michael Armstrong (Lambert, 2001). This was the leader that Lambert (2002) featured in article on charismatic leaders. He described Armstrong as the “knight in shinning armor” hired to save AT&T. After...
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 ...
Many great leaders have one thing in common and that is charisma. Charismatic leaders are those that have the capability to inspire and encourage people to do more than they would normally do, despite obstacles and personal sacrifice. (Daft, R.L, pg. 364) Charisma is what provokes energy and commitment out of its followers. These leaders possess the power to motivate their followers to do almost anything. They create an atmosphere of change and express an ideal vision of a better future. The most common characteristics of the charismatic leader involve maturity, communication, humility, and inspiration. These unique qualities impact their followers and conduct themselves in such a way that allows for remarkable results. Then one wonders, is charisma something you are born with? And if not, is it possible for it to be developed or even trained through life experiences?
Because of this fact most organizations and entrepreneurs are paying close attention the the leaders they put in place to lead their company and its people into victory, which is the ultimate goal of their organizations. It is a well known fact that leadership is an important factor in an organization’s success, but the type of leadership style and as well as the leader 's personality is what really determines that level of success. In my research I have concluded that the most important leadership styles are transformational and transactional leadership. Transformational leadership has the potential to resurrect, transform and keep companies evolving with time. Transactional leadership although can have some negative effects on some, but if used properly, can promote compliance almost a stagnant team through both rewards and punishments. When companies are pursuing leaders, they not only look at their candidates experiences knowledge of a particular sector of that business, but they pay close attention to the personalities of these individual. They do so because they know that one’s leadership style and abilities is heavily affected by the candidates own personality and views. As a result of this thinking, it has lead all authors involved in both research paper and article “Relationship Between Leaders Personality Types and Source of Power and leadership Styles Among Managers” and “