Leadership: The Four Components Of Transformational Leadership

Leadership is much involved with meaning and belief systems. Curtis et al. (2011) stated that “Transformational leaders can achieve greater performance by stimulating followers’ beliefs and aspirations. They can see the importance of organizational change, have a vision, and can marshal commitment to that vision to support the changes required” (p. 3). Leaders have attributed the leadership to particular skills, traits, and characteristics that belong to the individual. According to Kark & Shamir, (2002) transformational leaders exhibit four components: inspirational motivation, idealized influence, individualized consideration, and intellectual stimulation. They are values-oriented, and the transformational leaders use a leadership style

(2014) “The vision of the leader is one that aims to achieve moral good, and the core values of integrity, trust, and morality are central and ethical leader inspires others to behave in ethical ways, and they affect change toward moral goal” (p. 2). Transformational leadership is enabling others to follow, challenging the process, and inspiring shared vision. Transformational leaders help others to envision situations in a different manner. According to Burns (1978), leaders changed their behavior depending on the situation and maintained that different situation required different styles of leadership. Transformational leadership style is consultative, collaborative, and consensus. “Transformational leadership occurs when one or more persons engage with others that leaders and followers raise one another to a higher level of motivation and morality” (Wren, 1995, p.

It is the strength that comes from melding multiple perspectives, and how an organization defines strategies shapes if not predicts, and company’s response to the changing workforce. The manager’s strategies and behavior affect organizational operations, productivity, growth, and success because the effects of employees’ morale can lead to reduced profits for the company. “It can be suggested that the process of product positioning and global brand management help for acquiring competitive advantage for a company in a global markets” (Ekmekci, 2010, p. 7). The manager’s attitudes are essential, and attitudes affect the efficiency of an organization. Understanding individuals’ values within a business will help the manager to understand the emotions behind the values, which will substantiate manager’s success. In organizations, attitudes are important because they affect business behavior. Attitude is more volatile and in constant change, as opposed to values. Values are much stronger, and harder to alter or change. The manager can take the time to learn how an employee’s attitude shows a compelling interest in the behavior and emotions of the employees. Organizations of the new millennium involve multiple unpredictable processes and challenging situations, but they need comprehensive creativity and desire from the manager to