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Essays about transformational leadership
Organisational culture
Introduction and essay on organizational culture
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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 …show more content…
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
The concept of transformational leadership relies on appropriate leadership approaches for mission success. AFDD 1-1 describes three leadership competencies: person, people/team, organization Effective leaders (tactical level) need to build face-to-face and interpersonal relationships that directly influence behavior and values. Effective leaders (operational level) need to build team dynamics for small groups and squadrons. Effective leaders (strategic level) need to build strategy and provide direction in a broad spectrum.
According to Riggio (2009), the most popular theory of leadership is transformational. Many believe that these leaders get the job done through inspiring, modeling, and helping others develop their skills as leaders. Research provides clear evidence that groups lead by transformational leaders have higher levels of performance and satisfaction than groups led by other types of leaders (Riggio, 2009). Clear communication is vital to transformational leadership and in order to succeed further, one will need to work on their own skills, and set aside time and space for personal development (Manktelow, 2005).
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.
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
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). This theory, 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 correlation between a leader’s ability to tap into the transformational leadership style and their consistent participation in intense workout sessions. A transformational leadership style benefits from High-Intensity Interval Training (HIIT) via challenging the participant, which imparts a sense of achievement when they complete a demanding Workout of the Day (WOD). HIIT encourages the individual to push themselves and take risks, not only during the workout, but also in their leadership roles at work.
Leadership style is a behavioral model that leaders use it to interact with followers. Leadership is a combination of providing direction, making decision, motivating sub-workers and achieving goals (Fertman & Liden 1999). Furthermore, Chemers (2007) asserted that leadership is the executive of organizational intelligence in which leadership effectiveness is linked to organizational performance. In addition, Obiwuru et al (2011) stated that the leadership styles are predictor to leadership effectiveness whereby leadership style in an organization is one of the factors that play significant role in enhancing or retarding the interest and commitment of the individuals in the organization. In this paper, we will concentrate on three leadership
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).
There are many leadership theories that play an important role in the every day workforce. Some of the theories are successful in producing a strong and productive leader, while others lack the qualities required for the job. Out of the multitude of available theories out there, I feel that the Transformational Leadership Theory is the one that stands out as being the most successful. This theory is far from coercive and instead focuses on making a satisfied team that collaborates to form a productive work environment. An environment like this, ran by a top-notch leader, is needed for success.
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.
Transformational leaders want individuals to make a positive change in their lives and try to help people apply a positive change on a daily basis. The leaders do this by implementing individual considerations which, according to Kendrick (2011), “treats each follower as a unique contributor and provides coaching, mentoring, feedback and growth opportunities.” This makes such an impact on people because each individual is getting different mentoring, feedback, and growth opportunities due to their unique personality. It is very important for each person to have this because everyone has a different learning ability and motivation. This helps each individual with their own distinctive endeavor.
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 leaders birth new transformational leaders. Followers themselves become transformational leaders and a journey of extra mile partnership started.
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 ...
What does it take to be an effective leader? This is something that has been asked many times over the course of human history. Some might say that having a strong personality and a commanding presence is needed in order to be a strong leader. Others might say that someone who stays on top of everything and keeps order is more effective as a leader. Everyone has their own opinion on this subject and in many regards, they are not wrong. Good quality leadership is something that is hard to possess and is not something everyone can do. Leadership is something that has been studied and analyzed many times, and from these studies, many theories have emerged from them. Each of these theories of leadership has their own benefits and can be useful