The Implications And Consequences Of Transformational Leadership

One of the most serious duties of leadership that participate to leadership effectiveness is the style of the leader. A leadership style is the action a leader display while guiding and supervising organizational members in appropriate directions. Transformational leadership has been demonstrated an effective leadership style in leading organization, it has great effects on subordinates‟ behavior and organizational outcomes (Hardy,2010). Northouse (2010) claims that when hospitals require efficient ways to help them outperform others, a longstanding ways is to focus on the effects of leadership. Team leaders play a critical role in infusion collective norms; coordinating action and assist teams to cope with their environments. This leader-centered

Exhibiting transformational leadership style helps in the organization sucsess (Laohavichien, 2009). This may be the cause that different researchers considered transformational leadership as impose variables and investigated their relation with other variables. Establishing subordinates satisfaction with their supervisors depending on adopting transformational leadership style (Bennett, 2009). In the same way the study of Jansen (2009) concluded that the transformational leadership behaviors contribute significantly to facilitate improving and exploratory innovation and extending existing knowledge and are associated with exploitative innovation (Jansen, 2009).

Hur( 2011) stated that, with transformational leadership style leaders can direct their hospitals toward productivity . Some of the consequences of transformational leadership style, motivating followers toward increasing their job satisfaction, performance improving beyond expectation, extra effort and cultivating creativity and innovation in agencies (Zaidatol, 2011). In addition, it has positive effects on leader effectiveness and performance (Hur,

Leaders with transformational leadership behavior can direct their organization toward effectiveness and productivity (Hur, 2011). Leaders can direct human resources toward the strategic objectives of the organization and ensure that organizational functions are in line with the external environment (Riaz&Haider, 2010). Furthermore, capabilities of effective leaders are predicting the future probabilities and planning strategies to satisfy uncertainties (Riaz&Haider, 2010). They can lead and supervise organizations to success by paying attention to changes especially environmental changes, which helps them set suitable goals and objectives.

The core behaviors of this leader are divided into four dimensions: (a) idealized influence, (b) inspirational motivation, (c) intellectual stimulus, and (d) individualized consideration. Idealized Influence (II) Idealized influence which builds appreciation, confidence, respect and trust, providing employees with a sense of mission (Northouse, 2010). to occur this behavior, leaders must be a role models for their staff seek to emulate (Ilies , 2012). When a leader is a role model for staff, it becomes less likely that there will be resistance to change or new initiatives that are to be implemented (Wang,