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Face to face interaction and electronic communication difference
Perspectives on transactional and transformational leadership
Perspectives on transactional and transformational leadership
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1 Transformational leadership and transactional leadership often occur in the same organization. How do they impact each other? Do you see these styles in your organization?
Transactional leadership focuses on the concept of exchanging rewards or punishment between the leader and his or her followers. For instance, if a follower accomplishes a goal, the leader may praise the follower with a pay raise or bonus. While, transformational leadership is designed around the process of both the leader and followers working together to increase motivation and morality within the group. When these two forms of leadership are combined in one organization they may have a positive impact on the organization and its employees. The leader and followers
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The leader empowers his or her group and provides them with the traits and morals to become the best they can be. Many of the traits of servant leadership have a spiritual dimension to them such as, healing, awareness, persuasion, commitment to the growth of people, and building community. Each of these traits is geared towards gaining awareness of a persons or communities highest potential. The leader uses these traits to understand his or her followers to the fullest, giving them the knowledge to serve the great good of followers, the organization, the community, and society as a whole. (Northhouse, 2013) Spirituality and ethical behavior are related in the aspect that both are concerned with what is best for everyone involves, not just ones …show more content…
Are employee concerns the best way to determine what’s “really going on” in the organization? Why?
In past decades, many of organizations have been blinded of what really goes on within the company. In order to determine what is happening behind closed doors it is important to gain respect and trust from all involved within the organization. Also building ethics and morals within the employees of an organizations will give the leader and/or owner a better idea of what is really taking place behind their back.
5 How do virtual teams differ from face to face teams? How do the leadership needs of virtual teams differ from face to face teams?
Virtual teams differ from face to face teams in the aspect of communication. Face to face teams work with each other on a daily basis, gaining a full understanding of each individuals full personality. While virtual teams communicate through messaging and webcam, creating a bit of a communication hardship. In a virtual team the leader portrays a message and relies one his or her follower to understand and complete the task or ask for additional assistance. With a face-to-face team the leader is physically there to read his or her followers body language and visually see if a follower is
Servant leadership is a philosophy and set of practices that augments the lives of individuals, builds better organizations, and creates a more just and caring world, they put the team first, and themselves second (MindTools, 2015). Servant leaders are able to demonstrate their traits through interaction with followers and other leaders within the organization. The characteristics of servant leaders include their commitment to the growth of people, stewardship, and building community, and provide leaders with the opportunity to experience change and to invite followers to change (Savage-Austin & Honeycutt 2011). Servant leadership encourages leaders and followers to ‘raise one another to higher levels of motivation and morality’, and set their leadership focus: follower’s first, organizations second, their own needs last (Sendjaya, Sarros, & Santora, 2008). The servant leader focuses on the needs of others to include team members. They acknowledge people’s perspectives, and give them the support needed to meet their goals. Servant leaders involve members when decisions are appropriate helping build a stronger commitment within the team. Strong qualities of servant leadership are trust, appreciation for others, and empowerment. Honesty and integrity form the moral foundation of effective leadership through the four values of truth telling, promise
Borkowski (2015) distinguished between transactional leadership and transformational leadership by explaining that: transactional leadership is directed toward task accomplishment and the maintenance of good relations between the leader and subordinates throw consideration of performance and reward. And, Transformational leadership, contrasting transactional leadership, is directed toward the influence and management of institutional change and innovation through revitalization and
According to our text book there are two main classifications of leadership approaches, transformational leadership and transactional leadership (Yoder-Wise, 2011). Transformational leadership is centered on motivation and building relationships with staff through a shared vision and mission (Frandsen, 2013). Transactional leadership approach involves one superior with minimum or no input from the employees (Yoder-Wise, 2011).
A virtual team refers to a collection of collaborating persons in geographically dispersed means. This group of persons do work across space, time and organizational boundaries and are connected together via information and telecommunication technologies in order to accomplish one or more organizational goals. The virtual teams do require new array of ways to work across boundaries through processes, systems, technology and people. This does require effective leadership in order to be a success.
Based on Burns (1978) there are two types of basic leadership styles, transformational and transactional. Transactional leaders are in contact with an individual for an exchange that will occur between them while transformational leaders motivate and connect with their followers
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.
Working on a virtual team, or as Daim, et al. (2012) described it, "culturally diverse, geographically dispersed, electronically-connected workgroups" (p. 202) moves the team members away from the traditional, face to face communication. As Daim, et al. (2012) continues, "team members struggle to effectively communicate and work with one another" (p. 202) as traditional communication channels are replaced with an assortment of tools.
virtual teams is more challenging, since there are a lot of things missing from the person-to-
The methods of communicating for a virtual team consist of different tools than used by a traditional team because “…awareness of others’ activities is more difficult and requires some degree of technological intervention” (Fussell et.al., 1998, p. 276). A virtual team needs to use alternative tools because it has members working from different geographical areas and possibly at different times. A traditional team meets face to face, whereas a virtual team needs the use of technology to operate and interact efficiently. Teleconferencing, video conferencing, faxing, e-mail, and instant messaging are some of the tools available to a virtual team.
Initially, transactional and transformational leadership are different in terms of implementation and its outcomes. However, transformational leadership was developed from transactional leadership (Downton, 1973). Bass (1985) defined transactional leadership as an exchange activity that leaders execute to motivate subordinates in order to achieve their tasks by giving out reward or punishment correspond with their performance. Additionally, active and passive management by exception are taken into account when it comes to misconception and faults. Bass (1985) stated that transformational leadership emphasizes the value of subordinates, encourages them to perform extra effort, and assures their comprehension on organization’s goals and objectives. Besides, idealised influence, inspirational motivation, intellectual stimulatio...
). Burke et al (2006) suggested that transactional leadership, based on contingent rewards, can have a positive effect on followers' satisfaction and performance. However, a transactional leader focuses on management tasks, and will not identify shared values of a team. By contrast, transformational leaders inspire others with their vision and work together with their team to identify common values (Marquis and Huston 2009). The transactional approach is task-orientated and can be effective when meeting deadlines, or in emergencies such as when dealing with a cardiac arrest. This approach can lead to non-holistic patient care, because nurses focus on the task they need to complete, rather than the patient as a whole (Bach and Ellis 2011).
Transformational leadership is an extension of transactional leadership. Organization should maintain base of transactional leadership while moving their organizational culture towards one of Transformational qualities.
In conclusion, I believe despite the fact that virtual team member and leaders face unique challenges, they revolutionizing the global workforce. If done correctly and with strong leadership, virtual teams can increase productivity, lower costs and save precious time for organizations and businesses and their clients.
This method implies that leaders and follower have combine motives that can be beneficial to both parties. When theses task are assigned, there is a designed reward or punishment for the followers. This method of leadership can also be associated with managing in a sense. Transactional leadership in a sense is like management in that it does not look to inspire or promote change, it is in fact more about ensuring a particular process, and procedure meets the desired results.
Transactional. Aimed at keeping organizations running efficiently, transactional leaders control an organization and followers with rules and procedural compliance, while maintaining stability and efficiency within the organization. Moreover, transactional leadership is leader-follower relationship model that uses trust and a rewards system to accomplish tasks and attain goals. Transactional leaders assert the order for task completion, how to complete those tasks, monitor performance, and offer rewards or consequence based upon satisfaction of performance.